employee engagement Archives - Hands on Human Resources | HR Consulting South Africa

Why Employees Quietly Disengage at Work

Natalie Leach — Tue, 19 May 2026 08:23:55 +0000

Employee disengagement rarely happens overnight.

Most people do not suddenly wake up one morning and stop caring about their work.

Employee Disengagement usually develops slowly.

It often begins when employees stop feeling:

heard
valued
trusted
supported
or connected to the environment around them

At first, the signs can be subtle.

Someone contributes less in meetings.
Communication becomes more transactional.
Energy shifts.
A previously engaged employee begins doing only what is necessary.

Leaders sometimes interpret this as laziness or poor attitude.

But in many cases, disengagement is actually a response to ongoing workplace experiences.

Employees quietly disengage when they feel:

overlooked
emotionally exhausted
micromanaged
unfairly treated
disconnected from purpose
or unable to influence their environment

One of the biggest mistakes organisations make is assuming engagement is created through perks, events or motivational initiatives alone.

In reality, engagement is deeply connected to daily workplace experience.

People stay emotionally connected to work when they experience:

trust
fairness
meaningful contribution
healthy communication
recognition
and psychological safety

When those things slowly disappear, employees often stop investing emotionally long before they physically leave.

Leaders also need to recognise that disengagement is contagious.

When teams begin witnessing:

inconsistent treatment
unresolved conflict
unclear leadership
favouritism
or ongoing stress

morale can decline across the wider environment.

Sometimes employees disengage because they no longer see a future for themselves within the organisation.

Other times, they disengage because they have spent too long operating in survival mode.

And in many workplaces, employees stop raising concerns because previous attempts led nowhere.

Silence should never automatically be interpreted as satisfaction.

Sometimes silence simply means people have stopped believing change is possible.

Healthy leadership requires curiosity.

Instead of only asking:
“Why is this employee disengaged?”

leaders should also ask:
“What has this employee been experiencing?”

That shift in perspective matters.

Workplace engagement is not built through pressure.

It grows when people feel respected, included, trusted and able to contribute meaningfully.

Employees are far more likely to remain connected to organisations where:

communication is healthy
expectations are clear
leadership is emotionally mature
and people feel psychologically safe enough to participate honestly

Sustainable workplaces are not created by keeping people productive at all costs.

They are created by building environments where people can continue contributing without slowly disconnecting from themselves, their work or each other.

Employee Disengagement is often a signal that something deeper in the workplace environment needs attention. HoHR supports businesses in strengthening communication, leadership and team culture to support healthier, more sustainable performance.

From Employee Handbook to Culture Playbook: Building a Workplace People Believe In

Natalie Leach — Fri, 01 Aug 2025 13:00:27 +0000

At Hands On Human Resources, we cater for start-ups and maturing organisations developing a bespoke employee handbook and drafting company policies and procedures. Whether you’re building a business from the ground up or refining your people practices as you grow, having the right tools in place to communicate expectations, values, and culture makes all the difference.

So, why is it so important to have an employee handbook?

Because it paints a picture of what you expect from your team and gives them the structure they need to put the pieces of the puzzle together. It outlines your policies, procedures, and employee rights and responsibilities, while giving insight into your company culture and how you operate. It also serves as evidence that your employees have been informed of your rules, something that can be invaluable should you find yourself at the CCMA.

While it’s not a legal requirement to draft and implement a handbook, it’s absolutely a best practice. Think of it as one of the most valuable tools in your HR toolkit helping you build clarity, confidence, and consistency across your organisation.

Top 8 Reasons to Have an Employee Handbook

Your handbook is a living, breathing guide.

Here are the Top 8 Reasons to create one:

Defines your organisation’s rules for success
Acts as a motivational tool for compliance
Shows why your company is a great place to work
The first step towards building a great culture
Opens the lines of communication between employees and management
Helps new starters get up to speed with the do’s and don’ts
Feels like a group hug from your team, cultivating a sense of belonging and job satisfaction during onboarding
Serves as a comprehensive guide on how your business operates

What’s Inside a Traditional Employee Handbook

A Traditional (Standard) Employee Handbook focuses on clear, written content professionally drafted in MS Word and presented in PDF or your preferred digital format.

Typical content:

Company philosophy, vision and mission
Employment practices
Performance management
Disciplinary code and procedures
Grievance procedure
Health and safety
Remuneration and benefits
Workplace conduct
Financial regulations
Company facilities
Skills development
Confidentiality
Conflict of interest

A well-structured handbook helps make employment laws work for you. But more than that, it’s an opportunity to communicate stability, community, opportunity, recognition, and innovation the building blocks of a strong organisational culture.

From Employee Handbook to Culture Playbook

As businesses evolve, so should the way we communicate culture. That’s where the Culture Playbook comes in.

A Culture Playbook takes the traditional employee handbook and brings it to life. It combines policies and culture with big, bold communication and a conversational writing style, making it fresh, readable, and engaging.

Think videos, e-books, infographics, or other digital formats that reflect your unique brand personality.

What we highlight in a Culture Playbook:

Who you are
Why work with you
Why you do what you do
What you do
Your company culture and how you operate
The employee lifecycle
Snapshot of company policies
Career paths and growth opportunities
Work–life integration
Health and safety
Performance review process
Benefit eligibility and perks
Graduate programmes
Coaching and mentoring opportunities
Social events and team connection

Developing a Culture Playbook capitalises on why your policies are important and how they benefit your people. It turns compliance into culture and transforms information into inspiration.

Keep your Policies Alive

Your policy documents and handbooks shouldn’t gather dust. They are living documents, and they need to evolve with your business and with legislation. We recommend reviewing them annually, especially following any legal or organisational changes.

Policies we highly recommend including:

COVID-19 Policy
Work From Home (WFH)
Internet Usage
Social Media
Incentive Scheme
Travel and Expense Claims

Choosing What Fits Your Business

So, which option best suits your business?Whether you choose a Traditional Employee Handbook, a Culture Playbook, or a blend of both, the goal is the same to create clarity, connection, and a culture your people believe in.

At Hands On Human Resources, we help you design employee resources that go beyond policies documents that inspire your people and strengthen your company culture as you grow.

✨ Let’s build your culture together.

Get in touch at www.hohr.co.za to start developing your next handbook or Culture Playbook.

Simple HR Solutions for SMEs in South Africa

Natalie Leach — Tue, 07 Jan 2025 11:20:08 +0000

Running a small or medium-sized business in South Africa is no easy task, where juggling compliance, employee satisfaction, and day-to-day operations can feel overwhelming. If you don’t have an in-house HR team, you’re not alone. Many SMEs face similar challenges but still manage to build thriving, compliant, and motivated workplaces.

Here are some key HR focus areas with practical solutions to address them effectively:

Navigating South African Labor Laws

South African labour laws, like the Basic Conditions of Employment Act, (BCEA), Labour Relations Act (LRA) and its Amendments and the new Employment Equity Act and its recent Amendments in 2025 can be tricky to navigate. Missing a step could result in costly penalties or even disputes with employees.

Start with getting a good understanding of the basics. Use free resources like the Department of Employment and Labour’s website or simple online guides. Templates for employment contracts, timesheets, and leave policies can also be lifesavers.

Managing Payroll and Benefits

Payroll errors can lead to disgruntled employees and compliance issues with tax authorities. Without in-house HR, you might feel lost when calculating UIF, PAYE, or other deductions.

Invest in an affordable payroll software tool designed for small businesses, such as Sage Payroll Software or PaySpace. Alternatively, consider outsourcing payroll management to a local payroll provider.

Recruiting the Right Talent Without Overspending

Recruitment can feel like searching for a needle in a haystack—especially when you’re on a tight budget. Leverage free or low-cost platforms like LinkedIn for high turnover roles, when it comes to Specialist, Senior or Executive positions we source quality talent at highly competitive rates.

Keeping Employees Happy and Motivated

High employee turnover is expensive, not to mention disruptive to your business. But keeping your team engaged doesn’t have to cost a fortune.

Small gestures go a long way. Recognize employees for their hard work, whether it’s through a thank-you email or an Employee of the Month program. Offer flexible work hours where possible, and take the time to listen to their feedback. We can’t overemphasize the importance of acknowledging your employees, and the positive impact this gesture will have on employee morale and engagement.

Avoiding Common HR Risks

Without proper policies and processes, small mistakes can spiral into big problems—think unresolved conflicts or poor performance management.

Set up the basics, like a written code of conduct, onboarding checklists, and a simple grievance procedure. We have developed an affordable HR /Employee Handbook to protect your business, available for download here.

Building a Strong Company Culture

Your company’s culture has a direct impact on employee satisfaction and retention. A positive culture can boost morale, attract talent, and increase productivity.

Define your company’s core values and ensure they’re reflected in everyday operations. Celebrate team achievements, encourage open communication, and foster an environment of trust and respect. Employees who feel valued and included are likelier to stay and contribute to your company’s success.

Upskilling Your Team Without Breaking the Bank

In a fast-changing world, continuous learning is key to staying competitive. But providing training can feel like an expensive luxury.

Look into free or low-cost training platforms such as Coursera, Udemy, or Google Skills for Africa. Additionally, explore SETA (Sector Education and Training Authority) funding opportunities for skills development programs relevant to your industry. We assist with preparing your Skills Development Plan and report to on your annual training to claim your mandatory and discretionary grants available from your sector SETA.

Supporting Employee Well-being

Mental health issues and burnout can reduce productivity and morale. Ignoring well-being is a costly mistake for any business.

Promote well-being initiatives, even if they’re small. For example, encourage regular breaks, offer access to free counselling services through NGOs, or start a wellness challenge. Creating a supportive environment goes a long way.

Infusing Purpose Into Work

More employees today want their jobs to mean something beyond just a salary. Purpose-driven workplaces are more engaging and productive.

Share your company’s mission and values with employees regularly. Get them involved in community projects or sustainability initiatives. When employees see how their work contributes to something bigger, their connection to your business deepens.

Where to Start?

Start by focusing on one or two areas that will have the biggest impact on your business. For example, set up a simple payroll system, and a handbook outlining various HR policies and processes defining HR touchpoints along the employee journey.

Small, consistent steps will make a big difference over time.

Remember, you don’t need an HR department to build a compliant, motivated, and happy workplace. With the right tools, resources, and mindset, you can handle these challenges head-on.

Need More Help?

For tailored HR solutions and support that suits your company’s unique requirements, reach out to Hands-on Human Resources. We specialize in helping SMEs navigate HR challenges without needing a full-time HR team.

Visit us at www.hohr.co.za to learn more about how we can support you.

Disclaimer: While we have mentioned certain tools and platforms as potential resources, Hands-on Human Resources is not affiliated with any of these service providers. Our recommendations are based purely on their suitability for SMEs and the value they may offer to business owners like you.

The Way We Work in 2024: Working Models for Efficiency

HR Team — Tue, 13 Aug 2024 14:45:16 +0000

The way we work has evolved rapidly over the past few years marking a turning point in how we define “work.” The rise of remote businesses and virtual service models has redefined traditional office dynamics, pushing companies to innovate in employee engagement and productivity strategies. As businesses continue to adapt to this new era, understanding the various working models available can help organizations thrive in an increasingly digital world.

Working models for efficiency

The Hybrid Model: Balancing Flexibility and Collaboration

One of the most prominent working models in 2024 is the hybrid model, which combines the best of both in-office and remote work. This model offers employees the flexibility to work from home while also providing opportunities for in-person collaboration.

Key Features:

Flexible Schedules: Employees can choose when and where they work, allowing for a better work-life balance.
In-Person Collaboration: Regularly scheduled in-office days promote team bonding, brainstorming, and project collaboration.
Technology Integration: Advanced tools like virtual whiteboards, video conferencing, and project management platforms are essential for seamless collaboration across remote and in-office teams.

Benefits:

Increased employee satisfaction and retention due to flexible work arrangements.
Enhanced creativity and innovation from in-person interactions.
Improved productivity as employees work in environments where they are most comfortable.

Fully Remote Model: Empowering a Distributed Workforce

For many virtual service businesses, the fully remote model has become the standard. This model allows companies to operate without a physical office, employing a distributed workforce across various locations, sometimes globally.

Key Features:

Asynchronous Communication: Teams work across different time zones, relying on asynchronous communication methods like emails, messaging apps, and recorded video updates.
Virtual Collaboration Tools: Tools like Slack, Zoom, Trello, and Notion enable teams to stay connected and manage projects efficiently.
Remote-First Culture: Companies prioritize remote work in their policies, training, and organizational culture, ensuring all employees feel included and valued.

Benefits:

Access to a broader talent pool, unrestricted by geographic location.
Lower overhead costs as businesses save on office space and utilities.
Flexibility for employees, leading to higher job satisfaction and productivity.

The Results-Only Work Environment (ROWE): Focusing on Output Over Hours

In a Results-Only Work Environment (ROWE), employees are evaluated based on their output rather than the number of hours worked. This model is particularly effective for remote and virtual service businesses where productivity is key.

Key Features:

Autonomy: Employees have the freedom to choose when and how they complete their work, as long as they meet their objectives.
Goal-Oriented Performance: Success is measured by the achievement of clear, measurable goals rather than time spent on tasks.
Trust-Based Culture: This model requires a high level of trust between employers and employees, as well as strong communication and accountability systems.

Benefits:

Increased productivity as employees focus on achieving specific outcomes.
Higher engagement and motivation due to the autonomy and trust given to employees.
Better work-life balance, reducing burnout and turnover.

Gig and Freelance Models: Embracing Flexibility and Expertise

The gig economy continues to grow, with more businesses adopting freelance and contract-based work models. These models offer flexibility and allow companies to tap into specialized skills for specific projects.

Key Features:

Project-Based Work: Freelancers and gig workers are hired for specific tasks or projects, providing expertise as needed.
Flexible Contracts: Businesses can scale their workforce up or down based on demand, without long-term commitments.
Diverse Talent Pool: Access to a wide range of skills and perspectives, often at competitive rates.

Benefits:

Cost-effective access to top talent for short-term or specialized projects.
Flexibility to adapt to changing business needs quickly.
Reduced administrative overhead related to full-time employment.

The Four-Day Workweek: Redefining Productivity

The four-day work week is an emerging model that challenges the traditional five-day work schedule. By reducing the work week to four days, businesses aim to boost productivity and improve employee well-being.

Key Features:

Condensed Work Schedule: Employees work four days a week, often with the same total hours or slightly reduced hours compared to a five-day week.
Focus on Efficiency: The shorter workweek encourages employees to work more efficiently, minimizing distractions and time-wasting activities.
Improved Work-Life Balance: Extra time off allows employees to recharge, leading to higher job satisfaction and lower stress levels.

Benefits:

Increased productivity as employees focus on essential tasks during work hours.
Enhanced employee well-being, reducing burnout and improving mental health.
Competitive advantage in attracting and retaining top talent who value work-life balance.

The Future of Work is Flexible and Employee-focused

As we move further into 2024 and beyond, the way we work will continue to evolve. Remote businesses and virtual service companies are at the forefront of this transformation, pioneering new models that prioritize flexibility, autonomy, and results.

Whether adopting a hybrid approach, embracing a fully remote model, or experimenting with a four-day workweek, the key to success lies in understanding your employees’ needs and aligning your work model with your business goals. By fostering a culture of trust, innovation, and engagement, companies can ensure that their teams remain productive and motivated, no matter where they work.

Organisations that are adaptable, forward-thinking, and employee-focused will thrive.

Remote work models Stats

These statistics highlight the various positive outcomes businesses are experiencing by continuing with remote work models in 2024. From productivity gains to cost savings, enhanced employee satisfaction, and environmental benefits, the evidence strongly supports the effectiveness of remote work as a sustainable and profitable business strategy post-COVID.

1. Increased Productivity

Stanford University Study (2022): Research led by Professor Nicholas Bloom found that remote workers are on average 13% more productive compared to their in-office counterparts. This increase in productivity is attributed to fewer distractions, more focused work time, and flexibility in working hours.
Owl Labs (2023): The “State of Remote Work” report indicated that 90% of remote workers reported being as productive or more productive while working remotely compared to pre-pandemic levels.

2. Cost Savings for Businesses

Global Workplace Analytics (2023): Businesses can save an average of $11,000 per year for every employee who works remotely half-time. These savings come from reduced overhead costs, such as office space, utilities, and office supplies.
Cisco Study (2023): Companies that adopted remote work policies experienced a 50% reduction in absenteeism and a 60% reduction in attrition, leading to significant cost savings related to employee turnover.

3. Employee Satisfaction and Retention

Buffer’s State of Remote Work Report (2024): 98% of respondents stated that they would like to continue working remotely, at least part of the time, for the rest of their careers. Employee satisfaction and work-life balance have emerged as critical factors in retaining top talent.
Gallup (2023): Employees who work remotely are 22% more likely to report being satisfied with their job than those who are fully on-site. This satisfaction is linked to improved work-life balance, flexibility, and reduced commuting stress.

4. Business Performance and Revenue Growth

Deloitte (2023): Companies that successfully implemented hybrid or fully remote work models saw an average revenue growth of 20% over those that required full-time in-office work. The flexibility offered by remote work is increasingly seen as a competitive advantage in attracting and retaining clients.
McKinsey & Company (2023): Businesses with strong remote work capabilities reported a 30% increase in customer satisfaction scores, as employees were able to provide better service with the flexibility to work in more comfortable environments.

5. Environmental Impact

Global Workplace Analytics (2023): Remote work has contributed to significant reductions in greenhouse gas emissions, with a potential reduction of 54 million tons of greenhouse gas emissions if people worked from home just half the time.

6. Diversity and Inclusion

PwC’s Remote Work Survey (2023): 72% of businesses reported that remote work has helped them improve diversity and inclusion by allowing them to hire talent from different geographic locations, broadening their talent pool beyond the immediate vicinity of their physical offices.

The way we work has changed forever, and those who embrace this change will lead the way into the future.

What you can do to attract and retain the best talent pool

Natalie Leach — Thu, 02 Feb 2023 17:11:42 +0000

Employees are seeking out companies that provide flexibility and choice, a “working MY WAY” is the new attitude and seems to be the way the world is moving. So how can we continue to move forward with the world?

Transformation in the world of work was sped up because of the pandemic and we are seeing so many companies re-thinking their talent attraction and retention strategies and reinventing their workforce models to stay ahead of the curve.

Companies are consistently looking for opportunities to improve their talent offering, to attract the best talent and boost productivity and levels of engagement.

As the “Great Resignation“ slowly fades, we are now faced with “The Great Attrition”, which is most definitely likely to gain momentum unless we take a deep dive into why employees are leaving and take meaningful steps to retain them.

Trending in the world of work right now

Multipotenialite’s are on the rise;
Work-life Balance Is A Priority;
People Are Packing Up And Going On Sabbatical (those fortunate ones…)
Reset Days Are A New Leave Entitlement boosting employee well-being;
4- Day Work Week And More Flexibility. South African Companies Pioneer Pilot Kicks Off In early 2023;
Employers are embracing the new approach of a blended Workforce.

Filling up your talent pool with Atypicality seems to be a more viable option for 2023 and beyond.

You may be questioning how to re-invent your HR strategy to meet the new demands of the growing unconventional workforce. The answer is to take a multifaceted approach, by expanding your reach into multiple talent pools to attract talent and get creative with your employment offers.

A Mckinsey survey showed that the main motivating factor keeping people in a job is flexibility. The reason for leaving was due to uncaring, uninspiring leaders and a lack of career development.

Shifting our mindsets to view our people as humans and not workers in the workplace should be our focus. This approach factors in all attributes critical to a person’s life and work experiences.

Knowing what your employees want and value will lay the foundation for a successful attraction and retention strategy and continuously reviewing it to stay relevant. Incorporating questionaries during onboarding, offboarding and performance review processes will give you the data necessary to decide on the next steps.

Testing new concepts, programs, processes, and practices to determine if they are realistic, and well-received is a good strategy for finding a balance that works for your organization.

There are no “one-size-fits” all solutions to attract and retain talent.

5 Ways business owners can attract and retain the best talent

1. Write great Job Profiles

A job profile is much more than listing tasks and requirements. It is one of the 1^st impressions a job seeker has of your company so make it interesting. The tone of writing reflects your company culture, match them with your brand.

2. Offer competitive salaries

Let’s face it, it is always top of mind when job seekers are in the market, no one wants to leave their current job for less, ideally for more. Consider including benefits, such as retirements fund schemes, leave entitlements, incentive schemes to make it more attractive.

3. Provide career development opportunities

Set clear goals to achieve and create a Personal development plan to achieve these. Offer training opportunities to gain experience and build their knowledge. Peer mentors can help guide their careers. Lastly promote from within the company where possible.

4. Train line managers

We can’t emphasize the importance of training enough. It so important that Line Managers are trained on how to successfully manage their teams. Often, they are thrown in the deep end without the support and tools to effectively manage their teams. Leadership programs can help build their leadership skills resulting in a higher retention rate.

5. Monitor Employee Engagement

Employee engagement can be improved by encouraging open communication and feedback. Employee turnover and absenteeism will be reduced. Be careful not to burden your engaged employees with loads of work, they could be fatigued quickly and lead to negativity and reduced predictivity and burn-out. Bring in skilled freelancers to relieve overburdened employees to support them.

How have you re-invented your talent attraction and retention strategy?

Please share your story with us.

Need support look at our solutions.

Building a Career around your Passion: A Game Developers Personal Story

Natalie Leach — Thu, 02 Dec 2021 03:39:09 +0000

My son Josh was 3 years old when he hacked into hubby’s PC, (how he bypassed the password we still do not know) and as they say, “the rest is history.” The mouse was double the size of his little hand but yet he displayed excellent mouse control, aim and Game sense.

All he wanted to do was observe Dad while he participated in LANS, and play on Dads PC, following in Daddy’s footsteps. Despite my attempts to try to lure him to occupying his free time with outdoor activities, and as he grew older to participate in outdoor physical sports, PC Gaming, E-Sports came to him naturally, this is his MAGIC, his interest, natural talent and ability. So we gave up the fight and we empowered him to follow his dreams.

Since that day, he has spent every waking hour of spare time hidden in his dark bedroom behind his PC screens for the last 16 years, chirping the odds to his teammates, involved in his E-Sports Gaming community, blocked out from the physical world around him, nagging folks, chores, hiding behind those earphones focused on his goal to mastering his craft. Every Christmas and birthday without fail, all he wanted and still does, is money for him to put towards optimizing his PC equipment. An expensive hobby, I won’t lie!

Trying out for a new team became his past time and participating in leagues and competitions. His dream was to participate in the highest division in South African E-Sports and he ACHIEVED this dream! Sadly, the schools he attended did not offer E-Sports. During his matric year, he approached the School Principal to start up an E-Sports team which he led and they participated in Inter-high school competitions.

When the time came to apply to Institutions for Tertiary studies, he too had no idea which field of studies to explore. We took a conventional approach, and he underwent a series of psychometric assessments and received some safe career guidance. He was not convinced that this was right for him. I have always pushed him to live a life guided from the heart and make decisions from this place because it makes sense to me despite what the rest have to say.

With whispers of conventional thoughts still strongly ingrained in my belief system which I couldn’t silence, hindering me from acting on this conventional safe guidance of studying towards a qualification which is said to assure you entrance into the workplace and hopefully earn a good living.

We followed this traditional approach and applied for the usual BCOM degrees at all the well-known country-wide Institutions and despite knowing that his heart was not there, we succumbed to the system anyway.

It was in his own best interest in the end that he was not accepted and that steered us into following an unconventional approach, he chose to follow his dreams and is studying towards a BA: Game Design and Production at SAE Institue South Africa

We are nearing the end of his 1st year. It’s been a steep learning curve for him, as he never majored in Art in his high school career, but one thing we knew for sure was that he was Passionate about Gaming and has always dreamt of developing his own PC Game one day.

Today, after he wrote his second last exam, he said “I am so glad I never got into that said Institution, because I would have hated my life. I am surrounded by people excited about the same things, in a colourful environment, with Creative minds, and people with the same passions and values. His eyes lit up with excitement and of course, I broke down in tears of JOY that he confirmed that he is in the right place.

My mission for him to follow his heart and pave his way in a career which speaks to things he enjoys doing, surrounded by like-minded individuals has been achieved.

And this AHA moment put to bed any fears and doubts that he was headed in the wrong direction. I am not saying that he is guaranteed to earn millions, but this route has the potential for him to be fulfilled with the work he does and possibly doing what he loves may even make earning millions seem less relevant.

A staggering 85 percent of the population are unhappy in their work, and this is where we spend the most time!

Whatever your goal or dream is and whatever your definition of SUCCESS is, my message to you is to block out the naysayers and tap into what drives you, what speaks to you, what lights you up and DO IT! Especially in our VUCA world.

Follow your Passion in your Career.

DO WORK THAT YOU LOVE.

View my career and transition coaching process and explore packages.

#FollowYourHeart #DoWhatYouLove #HRinGoodHands #CareerDevelopment #PersonalDevelopment #TruthSayer

5 Workforce strategies: Leading the shift from survive to thrive – [Infographic]

Natalie Leach — Wed, 30 Jun 2021 12:51:22 +0000

Wouldn’t it be amazing if we had access to an HR manual defining exactly how to navigate the unknown with proven tried and tested workforce strategies to implement in your organisation that work in the new world of work? Shifting your mindset to adopting new workforce strategies within your organisation this year has proved challenging to most organisations to say the least.

COVID-19 has proved that people and businesses are capable of tremendous growth under the pressure of a world crisis. The challenge for many of us will be to sustain this momentum to discover new ways to thrive long-term amidst the constant disruptions that keep resetting our paths forward.

Deloitte called on organizations to look at work and the workforce through three lenses, PURPOSE, POTENTIAL AND PERSPECTIVE, —to transcend a perceived conflict between humans and technology. Reports were completed by more than 3,600 Executives in 96 countries, which included responses from more than 1,200 C-suite executives and board members, in addition to other management functions.

For the first time in the report’s 11-year history, business respondents (59%), including 233 CEOs, outnumbered HR executives (41%) in the survey—underscoring the growing importance of human capital- HR in organizational decision-making.

This year – 2021 has shown that putting people at the heart of an organization’s decisions about work and the workforce enables leaders to better stay-ahead of disruption. Now more than ever, purpose, potential, and perspective are essential to build an organization that can THRIVE in an unpredictable environment with an unknown future.

We agree that it is time for organizations to shift their focus from a survival mindset to a thrive mindset. For leaders to shift their strategies from preparing for the known to preparing for the unknown.

How can you transform your thinking and position your business to thrive when all you are focused on is making the changes necessary to survive?

Deloitte believes that making the shift from “survive to thrive” depends on an Organisation’s becoming and remaining distinctly human at its core” a different way of being that approaches every question, issue and decision from a human perspective first.”

https://hohr.co.za/wp-content/uploads/2021/06/5-workforce-strategies-in-2021-Human-resources-infographic.mp4

What are your thoughts on these workforce strategies?

How can we support you during this transformation? Get in touch.

Aspects to consider when designing a staff wellness program

Natalie Leach — Mon, 21 Sep 2020 19:16:55 +0000

Staff wellness matters. We appreciate how motivated you are to make positive changes in your organization to address staff wellness and know your time is limited, with managing the day-to-day challenges in your business. Lean on our team of professionals to create a well-being culture that allows your employees to THRIVE!

This can be achieved with innovative, engaging, and collaborative wellness initiatives and staff wellness programs. To get you inspired here are 6 aspects to consider when integrating wellness into your workplace:

Look at the current workplace culture
Practice mindfulness when communication with your colleagues
Explore how nutrition is supported at your workplace
Identify how your employees can move more throughout the day
Promote Stress resilience
Consider the physical environment

Most importantly, taking action to improve employee well-being shows employees that business leaders put their people first. Wellness increases employee engagement and the return on engagement comes in the form of higher productivity, profitability, and retention. We find that often wellness programmes focus solely on offering physical health interventions and fail to integrate all areas of well-being into a holistic program in order to address the whole person.

Addressing only the physical aspect of wellness may not address the root cause of poor health. If it increases stress levels, it probably won’t improve engagement, either and if administered insensitively may only increase the pressure on stressed employees.

Here’s a list of impressive statistics about workplace wellness programs confirming the effectiveness of a well designed staff wellness program.

Some Employee wellness interventions we can suggest (the sky is the limit actually):

Health and wellness education-Monthly Employee wellness newsletters keeping your employees up to date with guidance on trending health and wellness news.
Coaching (Life coach/Health coach/Performance coach/Career coach)
Employee Wellness webinars
Financial wellness
Mental health awareness
Mindfulness
Stress-reducing techniques such as Emotional Freedom Technique (EFT), Trauma and Tension relief exercises (TRE), and Yoga
Exercise and Nutrition experts
Neuro-linguistic Programming (NLP) Practitioners

Looking for a staff wellness program to address the whole person?

Need help with developing a staff wellness program? mail us!

#workplacewellness #employeeassistanceprogram #organisationalculture #stressresilience #mentalwellbeing #wellbeingincovid19

Retain your talent in your business by playing them to their strengths

Natalie Leach — Mon, 21 Sep 2020 19:09:16 +0000

A Gallup analysis reveals that people who use their strengths every day are three times more likely to report having an excellent quality of life, six times more likely to be engaged at work, 8% more productive, and 15% less likely to quit their jobs. Often employees find themselves stuck, unfulfilled in their roles, and are merely functioning on autopilot. Their only motivation to present themselves at work every day is to collect that monthly paycheck, they live for weekends and absolutely dread a Monday morning, spending Sunday nights filled with anxiety about the idea that they need to face another day in a role that is sapping them of any last drop of inspiration they may have left.

For some this may lead to a state of depression, reaching for medication to cope with this draining job they need to face every day, and may even lead to the employee developing chronic illness and exiting the business due to incapacity or dismissal for poor performance.

Are you committed to preventing this scenario from playing out in your company?

Realizing your employees’ strengths and developing a strengths-based culture will contribute to strategic human capital and succession planning and ultimately engaging with happy people on a daily basis and achieving your business targets.

Remaining curious about what makes people tick is a winning perspective to adopt in setting your business and humans up for SUCCESS. Get serious about investing in their development and retaining your talent in your business by adopting the “we play our people to their strengths” attitude.

How are you empowering and growing your talent in your business and utilizing them in positions where they will feel valued and impact your business positively?