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Mental health in the workplace
October 10 was World Mental Health Day. And as a brand that cares about employee wellness, we spoke to clinical psychologist - Dessy Tzoneva (former spokesperson for the South African Depression and Anxiety Group) in order to help raise awareness
Mental health
10/15/2019 10:00 AMEmployee WellnessBridget Maoko10/15/2019 10:00 AM
mental health, employee wellness

Picture4.pngOctober 10 was World Mental Health Day, and as a brand that cares about employee wellness, we spoke to clinical psychologist - Dessy Tzoneva (former spokesperson for the South African Depression and Anxiety Group) in order to help raise awareness. Here is what she had to say about mental health in the workplace:

 

Bridget: Should the responsibility of curbing workplace stress be placed on the hands of employers?

Dessy: This does not have to be an either/or job. Addressing workplace stress can be a collaborative task, with employers and employees both taking responsibility for what is within the control of each, making changes where possible to support stress reduction.

 

Bridget: Are people with mental health problems protected from discrimination in South Africa, in the workplace? 

Dessy: Even when the law protects people who are living with a mental health condition, it requires employers to enforce it, which does not always happen. There is also a lot of stigma that eixsts among peers, which – in the workplace – can look like jokes about a colleague's condition, gossip, and ongoing comments about the time needed for them to attend treatment.
This often adds to the stress experienced by people trying
to cope with a mental illness.

 

Bridget: To what degree should an employee talk to an employer about their mental health needs?

Dessy: With treatment, mental illness can be managed and the impact on the employee, as well as on the employer, can be minimised. But often, in order for this to happen, the employee needs to be able to trust that s/he can speak confidentially to her/his manager, and the employee needs to be supported in terms of attending treatment, as is the case with any other medical condition. This means that an employee would need to voice their needs so that they can negotiate with their employer new boundaries regarding workplace hours, leave, and other expectations.

 

Bridget: What are some of the major contributors of mental illness in the workplace?

Dessy: There are many contributors to mental illness. Aspects of their life at work, at home, their genetics, childhood experiences, and so much more can affect a person's mental health. Work expereinces can be a major source of stress and anxiety.

 

Bridget: Are private health care providers better equipped at helping people who have mental illnesses than public health care providers?

Dessy: No, that is not necessarily the case. There can be more practical frustrations in public healthcare, such as long queues, waiting periods, medication restrictions, etc., but this does not mean that the quality of the service provided by the mental health professionals there is of any lower quality than private practitioners.

 

Bridget: What does the South African Depression and Anxiety Group do?  (SADAG)

Dessy: SADAG is a mental health advocacy NGO that offers free guidance to helpline callers on where to find mental health assistance/treatment in their areas. Telephonic counsellors offer information and referrals to helpful local resources. The NGO also runs awareness campaigns, outreach projects, support groups, and wellness days at companies wanting to engage their employees on the topic of mental health. 


Bridget: How can we better manage our emotions?

Dessy: This is a complex question, and is often the focus of ongoing psychotherapy, so there is no simple, single answer. A good starting point is to become more self-aware so that you can notice what you are feeling and thinking, and begin to understand your reactions before acting on them impulsively.

Are you looking for an IT jobFinance jobEngineering job, or a Contracting assignment? Contact Network Recruitment, the centre of recruitment excellence.

How to get employees aligned with your company’s vision
Creating a vision for your company may be easy, but getting staff to align to it is not. Sometimes, even the best employees’ struggle with this and may need guidance on how they can best align their vision to that of the company they work for.
company’s vision
10/7/2019 7:00 AMLeadershipBridget Maoko10/7/2019 12:00 AM
company’s vision, goals, culture fit

Blog.pngCreating a vision for your company may be easy, but getting staff to align to it is not. Sometimes, even the best employees' struggle with this and may need guidance on how they can best align their vision to that of the company they work for.

Here is how to get your valued employees to align with your company vision:

1. Set clear company goals

Every company needs a list of clearly defined goals that employees can adhere to and align with their personal goals. This helps them prioritise their work and focus their efforts in the most valuable way. The clearer the goals are, the better!

2. Hire the right culture fit

Hiring employees who are a culture fit reduces your turnover as an organisation, improves job satisfaction and enhances the quality of work the employee delivers. Hire employees with the right skills and personality traits which are a fit for your organisational culture, not just those who fit within the box of the position you are filling.

3. Play to employee strengths

According to the "State of the American Workplace" report delivered by Gallup in February 2017. They found that building on employee strengths is much more effective than trying to improve their weaknesses - understand your employees' strengths so that you can align them with the company's goals.

4. Get top management to involved

In order for an employee to become aligned with their company's vision, they must hear it at all times. The vision should be discussed during the hiring process, incorporated in the on-boarding process, and then be consistently reinforced throughout the term of their employment. When this happens, employees tend to enjoy a greater sense of teamwork and may be less likely to leave the company.  Top management must be closely involved and consistently share and remind employees of company goals.

Are you looking for an IT jobFinance jobEngineering job, or a Contracting assignment? Contact Network Recruitment, the centre of recruitment excellence.

VLOG: What to do when you don't get feedback on your application
We sat with one of our Executive Consultants, Nina Mans and talked about what candidates should do if and when they don’t receive feedback on their job application. Watch it now.
job application
What to do when you don't get feedback on your application
9/27/2019 11:20 AMJob SearchLerato Mashego9/27/2019 11:20 AM
Network Recruitment, job application

More often than so, many candidates complain about never hearing any feedback or response from their job application. We sat with one of our Executive Consultants, Nina Mans and talked about what candidates should do if and when they don’t receive feedback on their application. Watch it now.

 

Are you looking for an IT jobFinance jobEngineering job, or a Contracting assignment? Contact Network Recruitment, the centre of recruitment excellence.

VLOG: Interview tips
One of our Executive Consultants, Sunette Roccon, shares tips on how to ace your job interview.
interview tips vlog
Interview tips
9/17/2019 2:15 PMInterviews, Job SearchLerato Mashego9/17/2019 2:15 PM
Network Recruitment, job interview

​Predicting the outcome of a job interview is difficult; however, one of our Executive Consultants, Sunette Roccon, has noticed some common trends among candidates who were successful in their interviews. Watch today! 

 

Are you looking for an IT jobFinance jobEngineering job, or a Contracting assignment? Contact Network Recruitment, the centre of recruitment excellence.

4 South African companies leading the diversity charge
There are four South African organisations that continue to pave the way in embedding diversity and inclusion in their company culture strategy, and it's evident that their respective strategies are working.
leaders in diversity
4 South African companies leading the diversity charge
9/16/2019 1:25 PMIndustry NewsLerato Mashego9/16/2019 1:25 PM
Network Recruitment

Earlier this week Network Recruitment shared a blog highlighting the importance of embracing diversity within an organisation. There are four South African organisations that continue to pave the way in embedding diversity and inclusion in their company culture strategy, and it's evident that their respective strategies are working.

According to the 2018 Thomson Reuters Diversity and Inclusion (D&I) Index, Woolworths Holdings (24th overall), Vodacom (42nd overall), Clicks Group (58th overall) and Nedbank (95th) were amongst the top 100 most diverse companies to work for in the world.

For any organisation to qualify as diverse and inclusive, the Index considers numerous factors such as the make-up of the company's board members in terms of gender and culture, if they make concessions for disabled employees or not, and how they go about training current and new employees. Furthermore, it considers working conditions, remuneration and the amount of time the company was covered by the media on a controversial issue.

These are the Index's top 20 diverse companies in the world:

Company NameOverall D&I Percentage Score (%)HQ Country
Accenture PLC84.25Ireland
Novartis International AG79.25Switzerland
Medtronic PLC79.00Ireland
Diageo PLC78.75UK
Gap Inc.78.50USA
Telecom Italia SpA77.75Italy
Kering SA77.50France
Natura Cosmeticos SA77.25Brazil
L'Oreal SA77.25France
Acciona SA77.00Spain
Bristol-Myers Squibb Co.77.00USA
Ucb SA75.00Belgium
Roche Holding AG75.00Switzerland
Woolworths Group Ltd.74.75Australia
Nestle SA74.50Switzerland
Microsoft Corp.74.25USA
Colgate-Palmolive Co.74.00USA
Procter & Gamble Co.74.00USA
Eli Lilly and Co.74.00USA
HP Inc.73.75USA
Merck & Company Inc.73.75USA

 Partner with one of our specialist recruiters and gain access to organisations which are diverse and inclusive so that you can finally work for the company of your dreams!

Are you looking for an IT jobFinance jobEngineering job, or a Contracting assignment? Contact Network Recruitment, the centre of recruitment excellence.

3 win-win strategies to embrace cultural differences
In this blog, Network Recruitment highlights 3 strategies that employers can implement in their business to embrace their culturally diverse team.
cultural strategies
cultural strategies
9/12/2019 11:15 AMIndustry NewsLerato Mashego9/12/2019 11:15 AM
Network Recruitment

cultural strategiesAs more conglomerates continue to occupy the global marketplace, the multifaceted concept of workplace diversity is expected to evolve. While most thriving organisations have a culturally diverse workforce, it needs to be managed effectively.  After all, there is power in diversity.

Take South Africa, for example.  It has 11 official languages and it's rare to find a business that doesn't have employees who speak less than four, if not all eleven, languages. Although the most spoken language of choice would be English, all these employees have different values and belief systems. This can be beneficial for a company as studies reveal it allows for easier adoption to consumer demands and shifting markets.

In this blog, Network Recruitment will highlight 3 strategies that you can implement in your business to embrace your culturally diverse team.

Understand each culture

According to Stats SA's 2018 mid-year population estimates report, it's likely that SA will have about R1.02 million immigrants by 2021, and that 47.5% of those immigrants will settle in the economic hub of Gauteng. As such, it's becoming necessary for businesses in Gauteng to understand each culture and how it differs from others. Organisations should start investing in learning about different cultures from their current employees.

Create a positive company culture

In order to manage cultural differences in any organisation, the employer needs to be able to interact with employees from differing social, economic and cultural backgrounds. In today's workforce, it's crucial for team members to be aware of their cultural differences and how they will directly or indirectly affect the way in which they communicate with each other. Make an effort to create and implement positive strategies where cultures within the organisation are celebrated.

Improve your team's communication skills

In any organisation, communication is crucial. It, therefore, becomes essential for your staff to understand that verbal and non-verbal communication differs from one culture to another.

These strategies will not only broaden your view and that of your employees on a global level but will also go a long way to establish respect from all parties. If your company prioritises the creation and maintenance of an inclusive company environment where cultural differences are respected and celebrated, it will thrive.

Are you looking for an IT jobFinance jobEngineering job, or a Contracting assignment? Contact Network Recruitment, the centre of recruitment excellence.

Women in executive positions
Whilst gender diversity in South Africa has improved over the last three years, much remains to be done.
women in executive positions
Women in executive positions
8/8/2019 12:00 PMIndustry NewsLerato Mashego8/8/2019 12:00 PM
Network Recruitment, executive positions, management positions

The 2017 Grant Thornton Women in Business report revealed that women in South Africa occupy 28% of senior positions as opposed to 25% in 2016. Whilst gender diversity in South Africa has improved over the last three years, much remains to be done.

Although there are more women than men in South Africa, 2017's labour data confirms that of every 100 employed professionals in the workforce, 44 of those employees are women – this means women hold 44% of skilled positions ranging from technicians to management. However, this figure has remained constant since 2002.

This is, however, not the case in government, where 30% of senior management jobs are held by women, a figure which seems to be on the up. In fact, according to the Inter-Parliamentary Union, SA is ranked as the 10th country worldwide to have the most females, with over four in every ten positions filled by women.

Even though African businesses, more specifically SA businesses can be proud of having more women in director and executive management positions, the picture is less rosy in the rest of the world 

A 2016 McKinsey & Company Women Matter Africa report showed that only 5% of CEOs in the private sector in Africa are females, in comparison with the 4% global representation.

"In terms of gender diversity, one of the key findings is that we [Africa] are doing well compared to the rest of the world and we have made progress but we are not making the most of the opportunity," explained Lohini Moodley, partner at McKinsey.

Contact Network Recruitment if you want to break the glass ceiling. 

Are you looking for an IT jobFinance jobEngineering job, or a Contracting assignment? Contact Network Recruitment, the centre of recruitment excellence.

Meet Phuthi Mahanyele-Dabengwa, Naspers CEO, South Africa
Watch this video as Mahanyele-Dabengwa, CEO of Shanduka Energy at the time talks about her journey and her most valuable leadership lessons.
women in leadership
Meet Phuthi Mahanyele-Dabengwa, Naspers CEO, South Africa
8/6/2019 11:50 AMLeadershipLerato Mashego8/6/2019 11:50 AM
Network Recruitment

Two months ago, consumer internet group and one of the largest technology investors in the world, Naspers, South Africa welcomed Phuthi Mahanyele-Dabengwa to their management team. As of July Mahanyele-Dabengwa now heads up Naspers SA as their Chief Executive Officer reporting directly to Bob van Dijk, Group CEO of Naspers.

However, prior to this appointment, Mahanyele-Dabengwa held esteemed positions.

Watch this video as Mahanyele-Dabengwa, CEO of Shanduka Energy at the time talks about her journey and her most valuable leadership lessons.

 

Are you looking for an IT jobFinance jobEngineering job, or a Contracting assignment? Contact Network Recruitment, the centre of recruitment excellence.

Four tips to make you employable
We share four tips to make you more employable!
employable
Four tips to make you employable
7/26/2019 11:15 AMJob SearchLerato Mashego7/26/2019 11:15 AM
specialist recruitment agency, Network Recruitment, C# Developers, Java Developers, and SAP Integration Specialists, Finance recruitment

South Africa has an acute skills shortage in major sectors such as IT, Finance and Engineering. Coupled with a high rate of unemployment, this divides our workforce into three categories: employed, unemployed and unemployable.

Employed is the honourable and sought-after status.  However, many people in the current economy find themselves in the less favourable ensuing categories. At first glance, it is easy to mistake one word for the other.  Most, if not all, agree that while being "unemployed" is hardly bearable, one never wants to be perceived as "unemployable". Dictionary.com defines an "unemployed" person as one "without a paid job but available to work". The same site defines an "unemployable" person as someone who is "not able to get paid employment because of a lack of skills or qualifications."

If you search online job portals, you will notice that there are hundreds of companies waiting for the right employees to fill their numerous positions e.g. C# Developers, Java Developers, and SAP Integration Specialists. Yet the rates of unemployment, especially those of graduates, is still terrifyingly high: This begs the question: are South Africans without work unemployed or just plain unemployable? If the latter, how do we get them back to the former?

Here's our advice if you fall into the "unemployed" category:

  • As an initial act, stop listening to the negative press. It will only make you feel hopeless.
  • Be sure that your CV is the best that it can possibly be.  If you have any doubts, ask a career professional or one of our specialist recruiters for their input.
  • Practice your interview skills and, if possible, engage a specialist recruiter to evaluate your soft skills rather than just your technical qualifications. Working with a career specialist will eliminate all negative thoughts and build your self-confidence.
  • Keep abreast of market trends in your preferred industry. For example, if you are in IT you should be aware of the developments that are happening in mobile computing, virtualisation, augmented reality and the latest versions of .NET Framework and Smart devices.

Our specialist recruiters are trained to know the current trends in the market and are the best professionals to advise you which career path you should take. Contact them today to schedule an appointment.

Are you looking for an IT jobFinance jobEngineering job, or a Contracting assignment? Contact Network Recruitment, the centre of recruitment excellence.

Advice to Internal Auditors
Our Specialist Recruiters share some vital advice to Internal Auditors who want to make a career move.
internal auditors
Advice to Internal Auditors
7/22/2019 11:00 AMJob SearchLerato Mashego7/22/2019 11:00 AM
Our Specialist Recruiters share some vital advice to Internal Auditors who want to make a career move.

As you know, our biggest differentiator is that we are a specialist recruitment agency that focuses on specific niches areas. It's this specialisation that enables our recruiters to build a significant base of technical expertise and experience. 

We sat with some of our recruiters who specialise in Internal Audit and asked them what employers are looking for in an Internal Auditor.  Here is what they said. 

 

Are you looking for an IT jobFinance jobEngineering job, or a Contracting assignment? Contact Network Recruitment, the centre of recruitment excellence.

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