Category - Employee Wellness

  
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4 Tips to reduce staff turnover
Battling to retain new staff? This blog is a must-read.
staff turnover
reducing staff turnover
5/9/2019 10:15 AMEmployee WellnessLerato Mashego5/9/2019 10:15 AM
Network Recruitment, recruitment agencies, top candidates, job opportunities

reducing staff turnoverMoving on to new job opportunities is a healthy part of career growth for professionals and could even be beneficial to the company. However, there is an increasing trend where new employees are resigning within a few months of appointment, and employees who have been with the company for several years seem demotivated. Staff morale is low, turnover is high and your bottom line is starting to suffer.  What do you do?

A quick diagnosis

The Business Dictionary describes staff turnover as the ratio of the number of employees that leave a company through attrition, dismissal or resignation during a period, to the number of employees on the payroll during the same period. In short, it's the rate at which an employer gains and loses employees.  High turnover may be harmful to a company's productivity if skilled workers leave often and the worker population contains a high percentage of novice workers.

Vital statistics summarised

According to www.callcentrehelper.com, over 50% of newly appointed employees will leave the company within two years.  One in four employees will leave within six months.  Nearly 70% of organisations report that staff turnover has a negative impact and approximately 70% of organisations report having difficulties in replacing staff. Staff turnover is a good indication of the health of the company:  a high number of resignation letters in a short time period should indicate that more than a Band-Aid is needed to stop the bleeding.

Prevention is better than cure

In today's workforce, it's becoming increasingly important to hire the best professionals for the job.  However, it is also crucial to retain new hires. Top talent know that they have options, and if they do not connect with a company or manager, and don't experience job satisfaction, they may not stay for long.  How do you obtain a clean bill of health?  A good place to start is to compile a solid retention strategy before hiring new staff. 

The tips below will help you to retain new hires:

  • Start with the heartbeat: why are employees leaving?

The image of the organisation, as well as its attractiveness to potential employees, is crucial. Understanding the reasons why employees leave or why candidates reject job offers is a  useful starting point.  Research shows that anonymous survey feedback from current employees renders the most effective results.

  • Determine employees' needs

Decide what kind of employees the company wants to attract and then determine what they want from an employer.  What unique selling proposition do you offer which other, similar companies don't?  This could range from flexible working hours to an in-office child care facility.  It's a good idea to conduct internal and external market research in this regard. Talk to experts in the industry when it comes to compiling compensation packages.  Specialist recruiters, like Network Recruitment, could be of great help to you in this matter.

  • Provide employees with a comfortable working environment

Employees spend most of their day at work.  It doesn't make sense for a company to adequately compensate the employee for the expertise he or she brings to the table, and then, for example, provide sub-standard chairs which contribute significantly to back pain and headaches.  Uncomfortable and spartan office settings often lead to low productivity and staff absenteeism, which, you guessed it, contribute to high staff turnover. 

  • Target your strategies

Targeted strategies (at individuals or divisions) work better than a blanket approach.

Take the first step to finding the right employee for your team. If you have an IT, Finance or Engineering vacancy and are looking to hire permanent or contract staff, click here.

Are you looking for an IT jobFinance jobEngineering job, or a Contracting assignment? Contact Network Recruitment, the centre of recruitment excellence.
The secret to happiness at work
NEW VIDEO: Watch this video by psychologist Shawn Achor, as he explains how happiness inspires productivity.
happiness at work
work
3/7/2019 2:35 PMEmployee WellnessLerato Mashego3/7/2019 2:35 PM
Network recruitment, recruitment agencies, network it recruitment, network finance, network engineering, finance recruitment, engineering recruitment

​We believe that we should work to be happy, but could that be backwards? In this fast-moving and entertaining talk from TEDxBloomington, psychologist Shawn Achor argues that actually, happiness inspires productivity.

 


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

You are your own stress-manager!
Although you should take responsibility to deliver the best results that you can, here are points you can immediately action to manage your stress.
managing_stress
10/31/2018 1:10 PMEmployee WellnessLerato Mashego10/31/2018 1:10 PM
jobs, Network Recruitment, employment

Change is inevitable and your career is no exception. Business output and growth increase quarter-by-quarter, putting employees under immense pressure to deliver the best possible results. 

A study conducted by international research organisation Bloomberg cites that South Africa is the second most stressed country in the world. Furthermore, other studies have found that employees who do not take annual leave are a contributing factor to this worrying statistic.

Stress is developed in the mind of the individual, based on the perception of a situation. It is a negative response to the interpretation of a predicament that is perceived as threatening.  This perception then leads to certain physical and cognitive responses such as sweating and constant worrisome thoughts.  Certain personalities and temperaments are more prone to stress, although even the mildest mannered person could succumb to it.  Stress is said to be the worst kind of pressure that lies beneath the surface and is often difficult for employers to detect and address.

Work-related causes of stress

Stress rarely has one single cause.  Instead, it is created by a number of interrelated factors:

  1. Work overload has become a worldwide phenomenon and studies show a definite correlation between work overload and burn-out.
  2. Interpersonal conflict, which is quite common due to diverse cultures.
  3. Physical work environment stressors, such as noise pollution, poorly designed office space, lack of privacy and poor air quality.
  4. Role-related stressors, such as personal role conflict, intra-role conflict, and role ambiguity.
  5. Interpersonal stressors at work include coping with change, sexual harassment, violence, aggression, and gossip.

Although you should take responsibility to deliver the best results that you can, here are points you can immediately action to manage your stress:

  • Be mindful. There are significant indications you should take note of to ensure that you manage your stress efficiently. Be mindful of signs such as anxiety and depression, disengagement from your work, finding it hard to sleep and daily fatigue, amongst others, are indicators that your stress levels are high.
  • Make mental and emotional health a priority. Take care of yourself. Exercising or participating in regular activities that refresh the mind and body build internal resilience against stress.
  • Have a system. Effectively managing your time will reduce your levels of stress. Consider focussing on having a more balanced work schedule that does not put pressure on you.
  • Put some effort into developing your Emotional Intelligence (EQ). Learning how to deal with external stimuli can help to retain a healthy lifestyle at the workplace. Success in this area includes communication and problem-solving skills. Acknowledge when you are overwhelmed and make decisions that are beneficial to both the business and yourself.

While stress in the workplace is unavoidable, professionals should strive to become managers of their stress in order to function optimally on both a personal and professional level.

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

Reigniting the spark for the rest of 2018
Here is some advice for employers to follow to assist employees to end the year with enthusiasm.
reigniting_the_spark
10/18/2018 9:30 AMEmployee WellnessLerato Mashego10/18/2018 9:30 AM
Network Recruitment

Reignite the sparkWhen it comes to this time of the year, even the best employees need some motivation to end the year on a high note. In addition, studies indicate that while most professionals produce great results without the need for encouragement, they may become disengaged from time to time due to burnout.

When a professional is suffering from burnout; he or she may become emotionally exhausted and detached. This is normally caused by excessive and prolonged stress. During an interview on Cape Talk earlier this year, behavioural psychologist Dr. Helgo Schomer explained that burnout is caused by emotional or financial stress, compromised personal values, loss of control or lack of community at work.

Here is some advice for employers to follow to assist employees to end the year with enthusiasm:

1.    Recognise their accomplishments. Celebrate your team's commitment and achievements. This causes them to realise that management acknowledges their accomplishments and progress. According to a Harvard Business School study, any sort of acknowledgment (big or small) can increase the level of engagement and happiness in the workplace.

2.    Invest in your team's career development. Many employers or organisations underestimate the power of developing their employees. While hiring and bringing in new talent is a great initiative, investing in the growth and development of current employees is beneficial to the business overall. Challenging a staff member who has been in the same role for a long period to develop their expertise can reignite their spark at this time of the year.

3.    Encourage your team to take time off. If your team doesn't take leave they burnout, and consequently, the quality of their work will deteriorate. Employers are encouraged to advise their staff to take some time off when they feel exhausted or stuck in a rut in order to recharge. Executive Coach Kate Phillips reports that there are companies across the globe who see the value in allowing their employees to take some time off. "When employees take a sabbatical, employers not only retain good employees, but they can also benefit from the new skills, better health or increased motivation gained during their time away," she says.

4.     Embrace mindfulness within your team. Given the current digital society, professionals are accessible at any given time and has revolutionised the way in which professionals work. They work faster and smarter, making it easier for them to experience social and digital burnout. As a means to avoid burnout, it's important to be present and engaged in the workplace – focus on one task at a time and resist the urge to multi-task. In addition, professionals need to resist the urge of using their digital devices as a social crux when they are waiting for a meeting to begin or when they become bored.

5.     Create an honest company culture. Create a culture within your team that encourages honest conversations to immediately identify the causes behind your team's burnout so you can find a way to remedy them. By having an honest culture, your team members will be comfortable enough to share why they feel disengaged or exhausted. This will help prevent stagnation and burnout within your team.

Burnout is a serious threat to business. Organisations cannot ignore the direct impact it has on its employees. As such, a positive state of mind is vital if employees are to achieve their key performance goals.

Are you looking for an IT jobFinance job, Engineering job, or a Contracting assignment? Contact Network Recruitment, your trusted partner in specialist IT, Finance and Engineering placements for 30 years.

Positive corporate culture can counter absenteeism
Although these strategies may be expensive to implement and maintain, they can have a net positive effect on a company’s bottom line – and that’s good for business all round.
Corporate_culture
9/28/2018 9:45 AMEmployee WellnessLerato Mashego9/28/2018 9:40 AM
Network Recruitment

corporate cultureEarlier this year Huffington Post South Africa reported that one in four South African employees suffer from mental health concerns and take more than 18 days off work. This results in a cost of more than R232 billion annually due to a loss of productivity.

In the article, psychiatrist Dr. Renata Schoeman informed the news hub that more than 40% of all work-related illness is due to major depression, anxiety disorders, burnout, and work-related stress. "Undiagnosed and untreated mental health conditions directly impact a workplace through increased absenteeism and presenteeism," Schoeman explained.

Absenteeism arises for many reasons.  Even the best-managed company can't control it.  Occasional absences from work are inevitable – people get sick or injured, have to take care of sick children, or need time during business hours to handle personal business. It is the habitual absences that are most challenging to employers, and that can have the greatest negative effect.

Corporate culture as underpinning to fight absenteeism

Investopedia explains that absenteeism is a difficult problem to tackle because there are both legitimate and poor excuses for missing work and it can be challenging for employers to effectively monitor, control and reduce absenteeism.

Having said that, one could conclude that happier employees will be able and motivated to go to work each day, resulting in increased productivity and higher morale for the individual workers as well as the entire team.  

Employers should not just take physical health and the working environment into account, but also focus on psychological health, work-home balance and economic health. 

Allow for regular breaks (away from their desks!), motivate them to do express workouts at the local gym or organise a lunchtime walk.  Celebrate goals reached and reward employees for going the extra mile.  Allowing work-life flexibility shows trust and facilitates balance, which in turn contributes to mental health.

These factors are built into a strong and positive corporate culture with principles like trust, recognition and mutual respect as underpinning elements.  Yes, the Human Resources team does have a role to play.  However, to make a real impact, top management should champion and promote these values.

Although these strategies may be expensive to implement and maintain, they can have a net positive effect on a company's bottom line – and that's good for business all round.

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

Strengthen your company culture
In this blog Network Recruitment, will outline five tips you can use to strengthen your company culture before the year ends.
strengthen_your_company_culture
9/10/2018 10:45 AMEmployee WellnessLerato Mashego9/10/2018 10:45 AM
Network Recruitment

company cultureCompany culture is an important aspect of a successful business and is created by the people who either represent or work within a business.   As such, employees are instrumental when it comes to carrying out the actual vision and values of the company. Every business needs to have its own distinct culture that is demonstrated by the manner in which business is conducted.

One can assume that successful companies are just that because their employees are happy. When employees feel appreciated and respected it is more likely that your business will succeed. However, company culture goes beyond the occasional fun activities and perks; it's also about promoting the right attitude, leading by example and establishing best practice in the business.

In this blog Network Recruitment, will outline five tips you can use to strengthen your company culture before the year ends:

Be transparent
Statistics indicate that 25% of employees don't trust their employer, and 50% of employees believe their employer is not open and honest with them. By adopting a transparent company culture, your employees will begin to trust you. If you want to have a good relationship with your employees, implement transparent leadership practices in your organisation.

Develop a culture of appreciation
One of the most important aspects of a healthy organisation culture is to create an environment in which your team feels appreciated. By doing so, you will not only encourage loyalty amongst your team, but you will also positively influence the quality of work delivered. A team that feels appreciated by their employer is likely to be more productive and will have a positive impact on the business.

Offer flexi-time
Studies show that flexi-time is still rated as one of the most popular benefits employees enjoy. It is an effective way to build a trusting atmosphere between you and your team. Incorporating flexible scheduling within your organisation means your team can attend to family needs, personal obligations, and life responsibilities. Experts say it reduces burnout as employees can schedule their time to deal with personal matters whilst still delivering quality work.

Provide feedback consistently
If you want to improve productivity and raise employee morale, consider providing consistent feedback to your team. This will increase employee engagement and demonstrate that you value their work and further development in the business. Furthermore, it promotes change, innovative problem-solving skills, and employee confidence.

Embrace collaboration
When it comes to strengthening your company culture, make collaboration the work standard. Professionals want to work with like-minded people who want to achieve the same end-goal. Implementing mentorship programs, team building activities and cross-functional projects may help in this regard.

Having a positive and strong company culture can help to attract and retain employees. The creating and nurturing of a positive company culture is something that every organisation should invest in.

Are you looking for an IT jobFinance job, Engineering job, or a Contracting assignment? Contact Network Recruitment, your trusted partner in specialist IT, Finance and Engineering placements for 30 years.

Career growth is important to IT professionals
How to retain your tech team.
IT professionals
7/26/2018 12:10 AMCareer Management and Development, Employee WellnessLerato Mashego7/26/2018 12:10 AM
CV, IT professionals, IT sector, IT industry

IT professionalsA variety of factors can contribute to the reasons why a professional may want to start looking for a new job. While many may argue that salary is the main reason why professionals leave their current employers, studies show that this is not the case. Network Recruitment's statistics indicate that although 90% of the IT social media community is currently seeking a new career opportunity, 53% named career growth as the main reason for leaving their current employer.

Well-known international job site, Glassdoor, recently released a study in which they sampled over 5 000 career moves from CV profiles that were shared by job seeking professionals on their site from 2016 – 2017, and revealed that career growth was among the top 10 reasons why professionals decided to leave their job.

It's apparent that organisations in the IT industry should start making succession planning a priority. In fact, companies need to address their current career progression strategies in order to provide a meaningful and challenging work environment that will lead to growth for their employees. Professionals are no longer only motivated by earning potential. Instead, they want to be identified by management and developed into leadership roles in order to further their career growth potential.

In an article titled "Career development of South African knowledge workers", Roelof van Staden and Adeline du Toit penned that IT professionals, and to be specific, software developers, desire challenging work, and learning opportunities.

In addition, many articles site that professionals, especially in the IT sector, remain with their organisation for a long period of time because they feel supported by their employers and are given the opportunity to grow significantly within the business.

Exposing your IT staff to different projects and allowing them to work with knowledgeable professionals will encourage growth and teach them valuable lessons, which they may not necessarily be exposed, to elsewhere. Keep this in mind to retain your tech team.

Are you looking for a challenging IT job or an IT Contracting Assignment? Contact Network Recruitment, your trusted partner in specialist IT, Finance and Engineering placements for 30 years.

Executive wellness: a cure-all?
Our professional and personal lives have become so intertwined that one doesn’t know how to distinguish between the two anymore, making executive wellness an important element to consider.
Executive wellness
6/28/2018 9:15 AMEmployee WellnessLerato Mashego6/28/2018 9:15 AM
employee wellness, employee health, Network Recruitment, recruitment agencies

Employee wellnessIn the not too distant past, the line between your professional and personal life was clear and distinct. This was before the arrival of cell phones, laptops and tablets, which now guarantee 24-hour accessibility and, as a result, blurs the lines between being on and off duty.

Our professional and personal lives have become so intertwined that one doesn't know how to distinguish between the two anymore, making executive wellness an important element to consider. With many C-suite employees reported to suffer from health conditions such as stress, high blood pressure, anxiety, fatigue, cardiovascular diseases and burnout, there's no denying that the trip to the top can take a toll on an individual's health.

Organisations have realised that these health conditions have a direct impact on the company's return on investment.  For example, they can affect an individual's decision on whether to stay at the organisation or to opt for a less frenetic pace.  Viewed from this angle, it's clear that organisations have a duty as far as employee health is concerned, and perhaps even more so in the case of executives, as much of the stress they have accumulated has come about in service to the organisation.

That's why more and more organisations should consider integrating wellness into the workplace. The traditional once-off Wellness Day, where employees could participate in various health checks, should be replaced by a more holistic attitude towards health. This means a stronger focus on helping employees achieve work/ life balance.

The benefits for organisations and employees are significant. Any company that is seen to take an active role in promoting the health of its employees is bound to earn a reputation as an employer of choice, whilst also reaping the benefits of a more productive, engaged workforce as well as reduced absenteeism. The end result? Executives are likely to stay on longer, which translates into a more stable culture.

As for employees, they can look forward to greater energy, reduced stress, and depression, higher levels of concentration and all-round greater job satisfaction.  Let Network Recruitment help you to find the best company to work for.

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

How to retain your tech team
. Last month Network Recruitment shared information on how employers/ organisations can retain the services of software developers.  We are pleased to provide further guidance on how to retain your tech team.
How to retain your tech team
5/7/2018 11:35 AMEmployee WellnessLerato Mashego5/7/2018 11:35 AM
Software Developer, C# Developer, C++ Developer, PHP Developer, .NET Developer, Java Developer

Software developers are high-performing professionals who want to work in an environment which challenges their skills and lets them feel fulfilled. Last month Network Recruitment shared information on how employers/ organisations can retain the services of software developers.  We are pleased to provide further guidance on how to retain your tech team.

Give them recognition
Software developers spend many hours writing code, most of it from scratch. Although they find great joy in the process, they also enjoy hearing praise and receiving recognition for their hard work. Recognition is said to be one of the core motivating factors for employees.

Give them authority
Having a meeting every time a software developer has to change a database or code can run the risk of delaying the process as well as frustrating the developer. Although bigger organisations may find it challenging to give developers authority – due to the systems they currently use – using the newest technology may assist in streamlining the process.

Have a quality team of developers
A 2016 developer survey done by Stack Overflow Talent revealed that developers aspire to work with other great developers. Therefore, ensure that your current development team consists of innovative IT professionals. Developers want to learn from experienced professionals. In fact, they can be ambassadors of your organisation or your company's strongest advocates if you expose them to other talented professionals.

Create a culture of learning and growth
Developers want to work for a company that will encourage in-house career advancements. Demonstrate your organisation's vision and how you plan to meet strategic goals in the near future. This helps your development team to see themselves in the broader scheme of things. Provide training and mentoring programmes as a means of employee engagement.

Hiring developers may seem like a daunting task. However, it crucial for an employer to understand what they care about in order to attract and retain them. While an increase in salary may be one of the convincing factors, providing a healthy and productive work environment is equally important.

Are you looking for an IT job? Contact Network Recruitment, your trusted partner in specialist IT, Finance and Engineering placements for 30 years. 

What Developers want from an employer
Network Recruitment provides insight on how employers/ organisations can retain the services of software developers
What Developers want from an employer
3/27/2018 1:25 PMEmployee WellnessLerato Mashego3/27/2018 1:25 PM
Software Developer, C# Developer, C++ Developer, PHP Developer, .NET Developer, Java Developer

Many software developers start coding from a young age. Although most of them may possess an IT-related degree or diploma, the majority of them are partially self-taught. Industry norms demonstrate that the average developer knows more than four programming languages.   However, this thirst for learning varies from one generation to another. Developers between the ages of 18 and 24 plan to learn six languages, whereas developers older than 35 plan to learn three.

Employment in software development has increased in the last decade, making it one of the most highly sought after skills in the country. In this blog, Network Recruitment will provide insight on how employers/ organisations can retain the services of software developers.

Set realistic deadlines
Developers are often compared to craftsmen. For example, they have the ability to create innovative, quality and sustainable software that is sought after in the marketplace.  They want to be part of software projects that not only work but are also sustainable and will be something they can take pride in. Scheduling projects without taking this into account will result in the delivery of development work that may be sub-standard. It's vital for employers to secure buy-in by scheduling projects responsibly to achieve great results the correct way instead of the quickest way.

Have exceptional management
Developers want to be part of an organisation that has excellent management. They need to feel that management encourages independent thinking and that the development team will be supported, especially when product development tries to shorten the software project schedule. Management support translates to employee loyalty and the production of exceptional code and software design.

Keep up-to-date with new technology
Behavioural research reveals that developers are happiest when they are learning new skills or challenging old ones. Whether it's JavaScript and Java or Python and the major languages of the C family (C#, C++ and C), if your development team is constantly working on new technologies it will keep them feeling motivated and increase the likelihood of long-term loyalty to the organisation.

Provide work that is challenging
Software developers love technical challenges. They will stop at nothing to solve problems, especially if solving the problem requires a creative solution and teaches them a new skill. Ensure that your organisation is challenging your team because developers who don't feel inspired or challenged don't tend to stick around for long.

Give them a voice
Developers want to work for an organisation that values their opinions. After all, they are the individuals who know when a system or process is not working and how to rectify the problem. When your development team brings a problem to your attention, we advise that you listen to their problem and take appropriate action.

Be sure to read part two to find out more about what developers seek in an employer.

Are you looking for an IT job? Contact Network Recruitment, your trusted partner in specialist IT, Finance and Engineering placements for 30 years. 

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