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Great Entrepreneurs Know

There are at least 10 important things that all great entrepreneurs should know

See all 10 at 10 things every great entrepreneur should know.

An Alternative To Holacracy

Recent news that online retailer Zappos is shifting to a holacratic model drew a fair bit of attention, at least among the chattering class. The notion that an organization can run better by flattening management and ditching job titles is a welcome idea to some and a radical notion to many others.

Two important pivots are at the core of a holacratic organization, according to leadership experts:

  1. Getting everyone’s input.
  2. Consensual decision making across the organization.

But lost in all the initial thumbs-up or thumbs-down reaction to Zappos’s move is a core challenge for most companies, regardless of organizational structure and size: how to unlock and unblock the best ideas, insights, and intelligence from within to drive innovation and significantly impact business results.

Have a look at An Alternative To Holacracy.

The Unique Job Perks That Employees Love

Attracting top talent with just a higher salary is something of the past. Leaders overcome this hiring hurdle by creating and implementing unique perks to differentiate themselves from other companies.  Here are 25 companies that are leading the way with creative perks that keep their employees more than happy.

Read The Unique Job Perks That Employees Love.

Driving Your Employees Crazy

You’re the very model of the modern entrepreneur with your limitless energy, mile-a-minute ideas and above all else, your endless dedication to your business. But do you realize some of the habits that make you so successful could have a negative effect on your business?

The same qualities that make you a great entrepreneur may be driving your employees up a wall and bringing down morale.

See The 5 Habits You Have That Are Driving Your Employees Crazy.

Qualities of the Modern Company

Here are 5 must have qualities of the modern company.

  1. Supports flexible work. This means allowing employees to work anytime and anywhere.
  2. Operates like a small company. This means moving quicker, empowering employees, changing how they manage, getting rid of ridiculous rules and processes, not letting legal stall everything, and taking some chances!
  3. Prioritizes want versus need. The new workforce is prioritizing meaningful work over pay.
  4. Focuses on the voice of the employees and the customers. Thanks to new technologies people now have the ability to share and become a recognized voice inside and outside of their company.
  5. Adapts to change. Change used to happen at a much slower pace, it would take many years for something new to happen and so organizations took their time when it came to adapting.

See this interesting point of view at The 5 Must-Have Qualities Of The Modern Company – Forbes.

Long Hours Don’t Work

Long hours effectively make us work for free, they set unreasonable and unsustainable expectations, they evidence cultural problems, they evidence project management issues, they indicate weak leadership, they have a high opportunity cost, they promote martyrdom, and they don’t ensure better work.

Read the full article at The Many Reasons Long Hours Are Awful For You, Your Work, And Your Clients.

The Future of Work

Take a look at the ways we can make our offices friendlier, healthier, and more efficient.

For many people, especially those working at desk jobs, the workplace is very different than it was 20 years ago: there’s a computer at every desk, telecommuting is fairly common, and the traditional cubicle is giving way to more collaborative spaces

Take a closer look at The Future of Work: Quantified Employees, Pop-Up Workplaces, And More Telepresence | Co.Exist | ideas + impact.

Adding Play to the Workplace

From a practical business standpoint there is much to like about play.

  • Play is a great way to connect. People are drawn to playfulness. Who dictated that business and work was meant to be so darn serious anyway?
  • Play is super food for creativity. Creativity is the life-blood of any vibrant business and most of the work we end up doing leads to clogged creativity over time.
  • Play builds teamwork. The basic framework of most games depends upon teammates working together, within a set of rules, to achieve a common objective.
  • Play reduces stress. Work can be downright stressful at times and play provides an outlet to reduce the physical and mental damages caused by stress.
  • Play doesn’t seem like work. When you are engaged in a game you enter what psychiatrist and writer Mihaly Csikszentmihalyi describes as a flow state.

See the ideas at Adding Play to the Workplace.

South Africa’s culture of mediocrity

South Africa’s primary and secondary education system is breeding a culture of mediocrity and entitlement that will ultimately undermine the growth of the country, both socially and economically.

This culture of entitlement is not simply limited to the education system however, but has been surreptitiously reappropriated by our rights-based discourse so that it has become almost impossible to fail at anything. It has become, in other words, a ”learner’s” right to pass, irrespective of whether they deserve or have achieved a standard that the rest of the country or economy would find acceptable.

The right to achieve, in short, has long since surpassed the duty to work hard.

Read more at South Africa’s culture of mediocrity | Thought Leader.

Working from Home

When people are out of the office, it’s more important than ever for you to be plugged in. Pay attention to the buzz among your employees. If some people feel the program isn’t working out, ask why – then deal with the problem. Perceived unfairness can poison your business’s morale.

It’s my experience that slackers will be slackers whether they’re in the office or not. Hard workers will do their best no matter whether they’re on the couch at home or perched at an Aeron chair in your office.

Show your team a little trust, and they’ll pay you back in spades.

See the opinion at Working Remotely: Do You Trust Your Employees To Do So?.

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