“Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients.” (Richard Branson)

Whether you call it May Day, Labour Day or International Workers’ Day, 1 May is an opportune time for businesses to consider and prioritise their workers. 

Here’s why happy workers are a business’s greatest asset (and some ways to foster a happier workforce).  

Business benefits of happy workers 

1. Increased productivity. Various studies have shown that happy workers are more committed to company goals and up to 13% more productive.
2. Improved customer service. People who are happy at work provide better customer service, leading to higher customer satisfaction and loyalty. 
3. Reduced costs. Lower absenteeism and improved worker retention mean substantially reduced labour costs.
4. Enhanced creativity and innovation. Happy workers buy into the big picture, offer creative solutions, take thoughtful risks, collaborate and are more likely to experiment. 
5. Superior business performance. Gallup research shows that companies with happy workers can outperform competitors by up to 200%, and achieve up to 22% higher profitability.  

5 ways to increase happiness in your workplace

1. Create a supportive work environment
   Essential for employee wellbeing is a safe and supportive work environment in which diversity is valued and everyone is included and treated respectfully. This is also the foundation for a company culture that’s centred around teamwork, collaboration, job satisfaction, and accomplishment.
2. Balance job demands with resources
   Providing sufficient and appropriate resources to ensure staff can meet their work demands means the work gets done efficiently and on time. It is also important that workers’ roles and responsibilities are clear and aligned with company goals, and that issues like time pressures and overwhelming workloads are addressed quickly.
3. Offer competitive compensation and benefits
   Be sure to offer fair compensation packages as well as benefits that add value to employees, such as flexible scheduling and work arrangements, extra paid time off or even an onsite canteen, gym, or creche. Maintain this competitiveness through annual compensation reviews.
4. Recognise and appreciate all workers
   It can be a really good idea to implement a formal recognition programme. After all, over 70% of employees say “feeling unappreciated” is the biggest driver of dissatisfaction. It’s equally important to make health and wellbeing a priority in your workplace and to encourage workers to share their feedback, ideas and concerns. Nobody likes to feel ignored!
5. Invest in professional development
   Continuously provide the necessary training and tools for employees to perform effectively. Complement this by investing in professional development, and offering workers at all levels opportunities for upskilling and career advancement.

The bottom line 

There is a real return on an investment in happy workers – and many easy ways to increase the level of happiness and engagement among your workers.

Call on us to assist with calculating optimal compensation packages and to provide financial and tax advice as you invest in your workforce’s wellbeing and happiness.

Disclaimer: The information provided herein should not be used or relied on as professional advice. No liability can be accepted for any errors or omissions nor for any loss or damage arising from reliance upon any information herein. Always contact us for specific and detailed advice.

© AccountingDotNews

“Employee orientation centres around and exists to help the individual employee, but it is the company that ultimately reaps the benefits of this practice.” (Michael Watkins, author of “The First 90 Days”)

Onboarding a new employee is always a delicate task. And it’s a whole lot trickier (and arguably more important) if your new hire is going to be working remotely. Here are our tips for getting your new remote employee – let’s call her Sharon – up-and-running with minimal fuss.

Plan ahead

Remote onboarding starts long before you click the link for your first online meeting. By the time Sharon’s first day at the company dawns, you should already have sent her a package containing everything she needs to do her job. This package might include a laptop, cell phone, webcam and headphones – all set up and ready to use with your chosen software. It’s also a nice idea to include a personalised welcome letter, a small gift like a coffee mug, and an employee handbook containing useful contacts and company procedures.

Go digital

It goes without saying that all your onboarding material now needs to be digital – both for you to use during online meetings and to send to Sharon for her own reference. If you have the resources, consider making each learning section into a small video, which you can put online (it doesn’t have to be Hollywood standard).

As your accountants, we can provide you with the information you need to create a digital FAQ on all matters regarding payment, taxes, bonuses and raises. You can also create a digital checklist for employees to complete that includes items like “Set up email address” and “Fill in medical aid details”.

Tell them a thousand times

The key to any successful onboarding is to make sure the important information has been properly understood. Don’t be afraid of telling Sharon something twice, or even ten times if that’s what it takes. If possible, assign her an experienced co-worker who can act as a buddy to answer questions in a friendly and accessible way. This is handy when she wants to know something simple and doesn’t want to bother you.

Show them around

Make sure you schedule at least one meeting for Sharon to meet her team. Everyone should be there to introduce themselves and give Sharon a friendly virtual tour of your office or facilities. This warm, face-to-face introduction will help her feel at home.

Encourage ongoing communication

Working remotely, it’s easy to forget there are others around you. In the first few weeks, schedule regular meetings with Sharon simply to see how she’s settling in. Ask her if she’s having any challenges and give her feedback on her progress. Addressing concerns and correcting errors early on will ensure they don’t become entrenched – but be careful not to dent Sharon’s confidence. You can also use her feedback to improve your own onboarding process.

We’re here to help

Onboarding a remote employee is usually a new experience, but that doesn’t mean it has to be difficult or ineffective. Follow these tips to make the process easier – and don’t forget to give us a call if you need any assistance with the financial part of the process.

Disclaimer: The information provided herein should not be used or relied on as professional advice. No liability can be accepted for any errors or omissions nor for any loss or damage arising from reliance upon any information herein. Always contact your professional adviser for specific and detailed advice.

© CA(SA)DotNews

“People want to know they matter and they want to be treated as people. That’s the new talent contract.” (Pamela Stroko, Vice President, HCM Transformation & Thought Leadership at Oracle Corporation)

Any business leader knows that hiring the best team possible is the first step to success, so it stands to reason that keeping them around is just as important. What’s more, finding, hiring and training new employees is an expensive process.

As the world becomes increasingly connected, the battle for top talent has expanded beyond the city you’re based in. On top of this, job apps have made it even easier for your employees to find work elsewhere if they are not entirely happy.

This has all put employee retention in the spotlight. What are employees looking for? What makes them stay? And just what does your business need to do to keep your best staff on your books? These five tips will help regardless of the kind of business you run.

1. Level up
   For a long time, business management experts recommended employing outside of the company. This advice has now changed completely: Experts now say you should promote your existing staff.

   Your employees want to grow in their careers. Of course they do. While they might be happy now, if there’s no opportunity for advancement they’ll soon start looking elsewhere. A 2018 report found that 93% of employees would have stayed at their jobs longer if those companies had invested in their careers.

2. Teach a man to fish
   Employees also benefit from personal and professional skills growth. It’s vital to ensure your team is up to date on the latest technologies, but it’s also important to facilitate growth in directions of their own choosing. This doesn’t just benefit them – it also brings new skills into your company.

   By giving your staff time to attend conferences, giving them study leave, or paying for continuing education you are guaranteed to improve your team and keep your employees for the longest possible time.

   You should also consider implementing a mentorship system where newcomers and younger staff are tutored and advised by senior staff members. Studies show that mentorship benefits both the new arrival and the old hand.

3. Family matters
   Since the pandemic, people have become much more precious about their personal lives. If you acknowledge that your employees have lives beyond the office (fancy that!) you’re far more likely to retain them.

   Flexible working hours, remote offices, and even childcare support are now vital if you hope to keep employees in the long term. If you run a business where remote work isn’t possible, why not consider flexitime, or a shorter work week instead? Removing the stress your employees feel over their families has the added advantage of making them perform better when they are in the office.

4. Pound of flesh
   Gone are the days where you could forbid employees to talk about their salaries. Income information is freely available, and your employees are constantly checking their earnings against those offered by the competition. Don’t kid yourself: If you aren’t paying a fair wage with good perks, your employees are probably already sending out their CVs.
5. Pat on the back
   Everybody wants to feel appreciated. Saying “thank you” may not seem like much, but it can make an enormous difference to an employee’s happiness. Some companies set up formal reward systems to recognise and encourage employees. But recognition doesn’t have to be formal to be effective. If it’s heartfelt and real, a little really can go a long way.

Only you can build an environment that encourages employees to stay. But as your accountants we can provide the budgeting and tax advice that makes it a reality.

Disclaimer: The information provided herein should not be used or relied on as professional advice. No liability can be accepted for any errors or omissions nor for any loss or damage arising from reliance upon any information herein. Always contact your professional adviser for specific and detailed advice.

© CA(SA)DotNews