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How does having the right conflict resolution skills benefit your business

Good conflict resolution skills are imperative for the management of a business. Though it does occur, there is no space for conflict in the working world. Having good conflict resolution skills is necessary in order to understand how to go about resolving the issue. Here’s more about how having the right conflict resolution skills can benefit your business:

Creates a pleasant work environment

One of the biggest benefits of conflict resolution skills is that they create a pleasant work environment. The correct management of conflict can cause the overall conflict around the business to decrease. Conflict has a domino effect; as people start fighting, they are irritable and may create issues with other employees, creating a tense working environment. No one wants to sit at work all day feeling uncomfortable which is why conflict resolution skills need to be up to scratch.

Time saver

Having the right conflict resolution skills can be a time saver. Conflict can slow down production and take a large chunk out of your day if it is not dealt with. It is also not beneficial if you try to resolve a conflict with poor resolution skills. Dealing with conflict appropriately will help with the quick resolution of the conflict, allowing the employees to get back to their daily tasks.

Improved communication

Conflict resolution skills improve overall communication. When there is conflict, communication may become difficult or may even cease between certain employees. The right conflict resolution skills can resolve conflict and teach employees how to improve their communication with each other in order to avoid future conflict.

The effects of micromanagement within a business

Gender Pay Gap

Getting involved in the daily activities around the office is not always a bad thing; however, micromanagement and involvement are not the same thing. Micromanagement is not all bad, but this management strategy does have a few negative effects. Read about the effects of micromanagement within a business below:

Short-term

If micromanagement is used appropriately over a short period, it can be beneficial to the company. Micromanagement can be used to effectively train new staff. Once these new employees have undergone training, the micromanagement should stop to allow them to continue working independently. Micromanagement can also be used to motivate underperforming employees.

Loss of motivation

In the long run, micromanagement can be detrimental to the performance of your employees. Constant micromanagement will make employees feel as though they are not good enough at what they do. The persistent shadow over their shoulder will make them work harder initially, but as time passes, they will lose their motivation as they will feel unappreciated.

Decreased productivity

Long-term micromanagement will have a ripple effect. As your employees lose motivation to complete their work, there will be a decrease in productivity. The decrease in productivity also comes from the constant interruption of the micromanager, pushing their ideas and changes onto the employee and slowing their work pace.

Losing valuable creativity

Employees that are micromanaged will learn to do only what they are told to, decreasing their engagement. Their decreased engagement means that they are less likely to present new ideas or help solve problems with unique solutions. As employee motivation and productivity is dampened by micromanagement, valuable creative ideas are lost.

5 Qualities of a good recruiter

In order to hire the right employees, you need to have the right recruiter. The right recruiter will have a few stand-out qualities that will enable them to attract the best candidates and make the right hiring decisions. Here are a few qualities of a good recruiter:

Confidence

A good recruiter needs to have confidence. They need to be able to communicate with multiple people and work out who among those people would fit in with the business. In order to do so effectively they need to be partially extroverted and confident in their ability to find the right candidate.

Good listening skills

A good recruiter should be able to communicate with candidates, but they must also be able to listen. Having the quality of a good listener will help the recruiter understand what the candidate is looking for and if they would be the appropriate choice to fill the position. The recruiter will also be able to pinpoint any issues with the candidate by listening well.

Likability

A good recruiter should be likeable. The candidates should feel comfortable when talking to them. If the recruiter seems strict and unpleasant, the candidates that meet with them may be nervous or uncomfortable and unwilling to show their full personality. Likeable recruiters will build trust and create personal relationships with candidates, making it easy to decipher who would be the best employee.

Scepticism

Every good recruiter is a little bit sceptical. It is not ideal for a recruiter to be highly optimistic and biased while interviewing candidates. Recruiters that are slightly sceptical are more likely to seed out the good and bad candidates.

Patience

A good recruiter needs to have patience. Not every candidate is going to be perfect for the job, but the position will eventually be filled. Don’t rush into a decision just because a position needs to be filled.

The benefits of hiring a diverse and inclusive workforce

Hiring a diverse workforce means hiring people with different characteristics; gender, age, race, culture, religion and more. A diverse and inclusive workforce should be the goal for every company. It is more than just a statement as it benefits the company enormously. Here are a few benefits of hiring a diverse and inclusive workforce:

Perspectives

Having a diverse group of people in your company gives you access to a variety of opinions. Employees of different ages, cultures, races and other characteristics will have had different life experiences and will have learnt different skills, offering them different viewpoints.

Problem-solving

A diverse group of employees will be able to problem-solve faster than a group of employees that have similar characteristics. Their different views and ways of thinking makes everyone’s input invaluable. The more opinions and solutions given, the faster a solution can be used.

Reputation

It is beneficial in the eyes of the public to have a diverse and inclusive workforce. Companies that are more involved in creating diverse work environments are more likely to have a good reputation. It may also increase your consumer reach as people will find your brand more relatable.

Participation

The inclusiveness of a diverse group gives people the confidence that they need to participate. This participation extends to their regular work, teambuilding activities, in meetings and more activities taking place around the working environment.

Productivity

When you have a diverse group of people at you work, people start to feel included ad less fearful of their presence being rejected. If an employee’s presence is accepted, they are more likely to perform well, therefore increasing the overall productivity of the group.

Tips on how to develop the right employer-employee relationship

Developing a strong, productive environment can only be done with the right employer-employee relationship. If you feel as though your employer-employee relationships are not at the level that they should be, there are a few ways for you to change that. Here are a few tips on how to develop the right employer-employee relationship:

Morality

Let’s begin with the basics. The employer has a moral obligation to be respectful to their staff, to be concerned about their welfare, to be sensitive to their emotional needs, to provide a healthy working environment and more. This care for the employee by the employer needs to be reciprocated by the employee in terms of productivity and respecting the company policies.

Give recognition

Give recognition to your employees when they have good ideas or when they have exceeded expectations in their position. It doesn’t have to be an extravagant “thank you” in front of all the staff, but a handshake paired with recognition specific to the employee and what they’ve done will build an employer-employee relationship.

Allow input

Give your employees the opportunity to share their ideas or voice their opinions. When the business makes big decisions, employees should be involved. If the employer needs help with anything, employees should be allowed to share ideas.

Offer development opportunities

Employers need to give the employees a chance to move up in the company. It does not do well for employer-employee relationships if an employee is stagnant in their position, not receiving any opportunities to develop their role in the company.

How to develop a successful on-the-job training programme

Work Performance

On-the-job training is a way to help employees gain knowledge while in the workplace. This is beneficial to the company and its employees as people will able to grow with the company by improving their skills and upgrading their roles. Before this growth can happen, a training programme must be developed. Here’s how to develop a successful on-the-job training programme:

Needs analysis

The first step in creating a successful on-the-job training programme is to perform a needs analysis. A needs analysis will determine what skills the employees within the company need to improve in order to reach the business goal. Business owners will need to think of effective training exercises that will improve these skills.

Planning and objective development

On-the-job training is more than just implementing a training programme, extensive planning must be done. Plan how you want to go about training people. make a list of objectives that you want to be reached by each employee that completes the on-the-job training programme.

Design

The next step in the development of an on-the-job training programme is the design. The design stage requires the business owner to decide which training exercise or exercises to use. Another decision is made in this stage regarding which managers or employees will run the training programmes.

Implementation

The implementation of training is the last step in the development of a successful on-the-job training programme. The head of the training programmes must inform employees of the programmes and tell them when training will take place. Employees will then spend the necessary time – be it hours, days or weeks – completing the on-the-job training programme and improving their skills.

Guidelines to reduce recruitment bias in your recruitment process

Recruitment Process

You may not realise it, but your recruitment process may be biased. This can lead to limited diversity within a company which creates a work environment with lower levels of innovation and creativity. It may also lose customers as your brand will not be relatable to a large demographic. Here are a few guidelines to reduce recruitment bias in your recruitment process:

Analyse your biases

As much as we don’t like to admit it, we each have our own biases. If you make the final decision in the interview process, you need to analyse your biases. Analyse yourself by thinking about your personal biases and making a conscious decision to work on them in order to avoid hiring people for the wrong reasons.

Reword job descriptions

The wording of the job description has a large impact on the type of people that will apply for the position. Certain wording resonates more with male candidates and can deter female candidates from applying for the position. It is advised that businesses use wording that is neutral for the description to be equally attractive to male and female candidates.

Blindly review CV’s

To blindly review a CV is to review the skills, personality profile, qualifications, experience and other information without looking at the personal information regarding the age, gender, name and picture of the individual. This will reduce the chance of biases getting in the way of choosing applicants for the interview process.

Keep interview questions standard

Do not change the questions that you ask during the interview process. Standardized questions will help you through the hiring process as you will be able to choose the candidate that has answered questions in the most suitable way for the position.

Tips for improving work performance

Performance is essential in the workplace. Your work performance needs to be optimal in order to grow in a company. Here are a few tips on how employees can increase their productivity and improve their performance:

Set goals

Improve your performance by setting goals. Most people will work harder when they know that they have a goal to reach. However, these goals cannot be too extreme; they need to be plausible. The best way to set realistic goals is to look at a project and break it down into achievable goals. This way, you can keep track of your progress with a project while achieving your goals.

Manage time

Time management is a great way to improve your work performance. Plan your tasks by completing urgent tasks first and easier tasks later. Time management is all about prioritising. If you know what you need to be doing the whole week, make a schedule in order of urgency and due dates.

Communicate

Work performance can be improved by communication. Don’t be afraid to ask a question if you’re not sure what’s going on with a project. Be sure to ask for help if you feel as though your workload is too much for you. Speak to people, someone will be willing to help, and if not, a manager will assist in delegating tasks.

Eliminate distractions

Get rid of all distractions to improve your work performance. This means no mobile phones, no emails, no Facebook and so on. Though, some jobs require emails and mobile phones. If your job requires this, limit your interaction with these platforms to work on related notifications only.

Tips on how to conduct effective performance appraisals

Performance appraisals are employee evaluations regarding the performance of the employee in the workplace. These appraisals are important as they are a way to provide employees with valuable information in order to motivate them to improve their performance. Here are a few tips on how to conduct effective performance appraisals:

Prepare

Do not go into performance appraisals unprepared. You cannot decide what you need to say while sitting in the meeting with the employee. Know exactly what you want to say to them before entering the boardroom including how you want to motivate them, what they need to work on and so on.

Communicate and coach

The best way to start the performance appraisals is to give them the feeling of a discussion. Ask the employee how they feel they have done. Get a better understanding of their opinion of their work by asking them whether they believe they have improved and why. Once they have answered, give your feedback and guide them where you can.

Highlight important notes

Don’t forget to highlight all the important points. Highlight the areas where you feel they have done the best, and the areas where they have not done well in terms of specific objectives that are meant to be met. Be sure to bring up previous performance appraisals to appropriately compare where their performance has improved or deteriorated.

Be firm

Remember that you oversee each performance appraisal. It may be difficult to evaluate employee performance, especially when the employee is under-performing, always must be firm. This is especially true when you are talking about downfalls. Do not let your emotions get the best of you and cause you to back off – or become too vocal.

Interviewing mistakes hiring managers commonly make

It’s easy to focus on the mistakes that interviewees make, but what about the interviewers? Hiring managers make mistakes too and these mistakes can make it difficult to fill a position. Here are a few interviewing mistakes that hiring managers commonly make:

Unreasonable expectations

Hiring managers often walk into the interview room having unreasonable expectations. It is not wrong to expect certain things from the interviewee, but you should not expect a superhero. The individuals that you are interviewing should be able to fulfil the requirements that were given in the job description. More than this is always a bonus, but it should not be something that you look for in every interviewee.

Minimal preparation

Ensure that you are prepared for the interview. As the hiring manager, you should not have to ask the interviewee what they are being interviewed for. It is also necessary for you to go through the persons CV thoroughly. Asking them questions that you could find out from their CV is not necessary and will waste precious interview time.

Nonsensical questions

Always make sure that your questions are relevant to the job you are hiring for. This goes hand in hand with being prepared. If you are not prepared, you may not know the right questions to ask the individual. Another line of nonsensical questions would be quirky questions such as riddles. You may learn if the interviewee is a quick thinker, but you may also confuse them and come across as unprofessional.

Getting distracted

The hiring manager must not get distracted in the interview process. Not only will you miss vital information, but you will also seem uncaring and cold. If the interviewee feels as though you do not care this could make them despondent and you could lose out on a talented candidate for the position.