Experience Economy by VETTA Communication

Health and Wellness in the Workplace

June 21, 2016 by VETTA Communication (Pty) Ltd Leave a Comment

There are never enough hours in the day and we are under increasingly more and more stress. The pressure is always on to perform at our best, but many of us are unaware of the serious affect this has on our bodies. As the stress levels rise, the immune system lowers along with our health and productivity.

Corporate Wellness is an investment in the physical and mental health of employees by creating a healthier, happier and more relaxed environment. Corporate wellness can improve the overall productivity, health and morale of staff, while reducing stress levels in the workplace.

How do you implement your program?

Step 1: Take ownership and leadership and get support from the “top”.

Have someone who is interested in taking on the role and being the contact point of the program. It may be a joint committee from labour and management or someone who wants to take interest in leading the project.

Step 2: Get support from everyone.

Talk to as many people or groups as you can. Other people, who can help, if they are not involved already.

Step 3: Acknowledge current or informal activities and collect baseline data.

There may be groups already established in many companies and may help you form a basis for your workplace active living program. Acknowledging these existing activities (for example, a group of people going for walks together at lunch) may encourage new ideas for your program, like a ‘walker’s mileage club’. Where everyone is encouraged to walk a little, but awarded with a points system that over a certain period those are awarded or acknowledged when attaining the most points.

Step 4: Identify the key needs and expectations of the workplace.

You want to find out the employees:

Needs,
Attitudes, and
Preferences

Step 5: Develop a detailed plan.

Based on steps one to four:

Identify what needs to be done.
Prioritize these needs.
Set realistic targets and timelines. Have both short-term and long-term goals.
Plan how and when the program will be initiated.
Plan how to maintain interest.
Know what resources you need for each step (time, money, people, etc.).

Step 6: Put your plan into action.

Communicate your program to everyone by promoting it.

Step 7: Monitor, evaluate and maintain the program.

Now it is time to monitor progress and track results of your program. Always know that there is room for change and improvement for both short-term and long-term goals.

Why invest in staff training? What’s in it for the Company or me?

June 8, 2016 by VETTA Communication (Pty) Ltd Leave a Comment

Why invest in staff training? What’s in it for the Company or me?
Written by Ornella Bourgeois

As a company owner for the past 17 years I used to ask myself the same question in my early managerial days. It’s only now in my experienced years that I feel I can answer this in a genuine and mature manner.

training

In the beginning I would detest the fact that when some of my staff were trained they would up and leave for greener pastures. I would ask myself, “Why did I bother?” “Why did I waste my monies on someone that didn’t appreciate the training, by staying with the company?” “Now I have to train someone else all over again.” and so on and so on.

Well, the answer quite simply lies in the fact that each and every person you employ does already come with a set of qualities and skills they learnt from someone else. Even if it’s a student, he or she has learnt certain things from their parents or teachers which will add value to you in your company. Sure, there may be a lot more that you will have to train them on but this brings me to the bigger picture. We constantly speak about intellectual copyright etc. etc. which does have it’s place make no mistake but in the bigger scheme of things how wonderful is it, to be part of someone else’s learning and see them improve on their skills and carve a better future for themselves and their family. We are all so caught up in copyrighting everything, even information that is generic and we feel that it is our right and due that if we have trained someone that they should be indebted to us forever.

If you have staff constantly leaving you once they’ve been trained the problem lies not in the training but in other motivational aspects within the company i.e. salary, working environment, management techniques, etc. etc.

Think about a plant in nature, does it matter who waters it daily? As long as it is watered and becomes a beautiful tree one day that will give shade and make a difference in its environment for generations to come.

So, why invest in staff training?

Trained staff = company staff retention and morale becomes high

Staff happy = happy customers

Well trained staff = less supervision required

Trained workforce = more efficient, skilled and increased productivity

Training = backs up company objectives

Training = increases cross-cultural awareness

Training = your company is not ‘left behind’

Training = sets your company apart from your competitors

Training = fills the necessary skills gap and you do your bit to aid the economy

All the above lead to positive outcomes for you as the manager and the company as a whole.

10 Steps : Disciplinary Hearings

March 8, 2016 by VETTA Communication (Pty) Ltd Leave a Comment

Every business wants to have a smooth running operation however there will always be one unfortunate instance when an employee oversteps the line and violates your code of conduct thus resulting when you might have to enforce disciplinary procedures. So, if this is your case then here are the steps that you should follow in their disciplinary hearing:
1. You cannot just dismiss your employees without conducting a hearing first. (South Africa’s labour law ). You may be required to issue various warnings before moving to the hearing stage.
2. It is important to allow your employee a minimum of 2 days to prepare a defence after he/she has been given notice of his/her hearing. You may also wish to note that your employee is able to seek assistance of a representative, union or colleague.
3. Elect a Chairperson who will act as a “judge ‘at the hearing. This person will have quite a few responsibilities so its important that they are familiar with the Labour Law Act.
4. Both parties are given the opportunity to state their cases. So it is imperative that you have testimonials, witness etc.
5. The hearing will be adjourned while the chairperson examines the evidence and makes a decision based on this. Following the adjournment, the chairperson will inform the employee as to his or her decision and provide the necessary motivation behind it.
6. At this point the employee will be allowed to counter. The chairperson will consider the employee’s counter-argument and should take the employee’s record into account.
7. Based on all the evidence, the chairperson will make a final decision.
8. Following this decision, your company must present the penalty in writing, no matter the level of its severity.
9. Depending on the disciplinary policies of your company, the employee may be able to appeal the penalty.
10. It is your duty to inform the employee as to their right to lodge the matter with the Commission for Conciliation, Mediation and Arbitration, or CCMA.
Join VETTA Communication on the 16th March 2016 for a Disciplinary Hearings Workshop hosted in Cape Town from 08h30 – 16h30. Contact us for more information here

8 Tips for Successful Project Managing

March 1, 2016 by VETTA Communication (Pty) Ltd Leave a Comment

When it comes to project management, there are many challenges to keep each project on track and within budget. There are several factors to consider, as well as internal and external elements that may cause a project to derail. However, by taking a few precautions and having an excellent plan in place, you can lead your project to success. Here are 10 project management tips and tricks to help ensure your project will move along smoothly:

1. Establish the details of your project

Take care of all the details to lay the groundwork for your project’s success.

2. Identify Project and Team Requirements

Once you have a strong plan in place, you can start implementing it by assembling an effective project team. Make sure that each individual working on the project is clear about their task and what they are providing upon completion.

3. Appoint or Be the Project Leader

A key role in project management is the project leader. In this position, you will need to cultivate good and positive team dynamics and act as a coach and/or mentor to all team members. Take the helm and lead your team to success.

4. Project Milestones

Identify defining moments throughout the project. These milestones will not only help you to eliminate project risk and monitor project change, but will also alert you to any continuing problems and ensure that each piece is correctly completed.

5. Keep Communication Lines Open

One of the most critical steps in the project management process is to ensure that the communication lines are open. As the project manager, you will need to be the operator of this communications system.

6. Risk Management

There can be a risk at any time during the project. Your project management experience with similar projects can help guide you so that you may be able to foresee when risk is imminent and when corrective action needs to be taken. As one of the most imperative best practices in the project management process, risk management is essential to project success.

7. Test the final product

Deliverables should be tested at every critical milestone and the final product must meet the project requirements. Before moving on to the next phase of the project, you need to be sure that the product is coming along as planned. This grand finale is a sign of achievement for you as a project manager, as well as the rest of your team and stakeholders. Once the project is complete and the customer is happy, your mission is complete.

8. Evaluate the Project

What lessons have you learned along your project management process? Each project can be a valuable learning tool. You can use the lessons learned from each project to minimize future failures and maximize future successes.

Join VETTA Communication on a LIVE Televised broadcast session on the 5^th April 2016 or a public workshop hosted as selected venues around South Africa on the . Learners can attend this short 3 hour session on Project Management at a learning centres around South Africa – enquire here -> info@vetta.co.za | www.vetta.co.za| follow us on Facebook too.

Hhhhhhmmmmm Goal Setting, Me? No way!

February 23, 2016 by VETTA Communication (Pty) Ltd Leave a Comment

Goal = objective, aim, end, target, design, intention, intent, plan, purpose

Setting = surroundings, position, situation, environment, background, backdrop, milieu, environs, habitat

Goal Setting = the process of identifying something that you want to accomplish and establishing measurable goals and timeframes. Example; I want to save more money (goal), I will set aside some money to save each month (the how / plan). I will start next month (the when start).

10 Pocket Tips

1. Write down the what you want to achieve. i.e. New car
2. Do the necessary research i.e. pricing, service costs, insurance
3. Write down the how i.e. “I’m going to put aside R500 every month into a 30 day call account.”
4. Write down the by when. Be realistic in your choice of date. Give yourself an adequate time frame to put aside enough money for at least the deposit on the car.
5. Allow yourself some leverage if you don’t get it right straight away or if you deviate from your goal. Just be patient with yourself and get “back into the saddle”.
Having said this, be careful not to use this as an excuse to never start or reach your goal.
6. You may need to revise your goal setting slightly every now and then as your as your circumstances may change or your goal desires may vary. I.e. you may have wanted a new car but now you feel that a new job may be more important etc.
7. The format of your ‘goal setting’ is just as important. Write it down in a way that’s appealing to you. If you are a visual person then do a vision board with colourful photos and writing outlining your goal setting. Place this where you will see it every day. Some prefer a detailed excel spreadsheet while others prefer mind maps. Find a system that will work for you and will assist you in obtaining and reminding you of your goal.
8. Start a goal monitoring group with friends or colleagues – once a month you meet to discuss what your goals are, how you are sticking to your goal setting, etc. so that you have support and you can discuss when you encounter difficulties in staying on track. It’s also a great way to socialise with a purpose.
9. Talk about your goals, to family, friends, colleagues as this creates a further safety net, that encourages you to keep going in attaining that goal. Not to mention the support that these individuals offer you on the way.
10. Speak to other successful people to find out what they do and how they set their goals. What’s worked for them? What’s been most difficult?

I came across this website which tests your goal setting. It’s a quick and fun way to get started Goal Setting