The biblical story of the Tower of Babel has always fascinated me. Not least because I have never been good at languages, having struggled with both Afrikaans and Latin at school, even though I come from a multilingual family.
Back to Babel, though, and the story that the people of Shinar built a tower to reach heaven, and the Lord came to earth, and saw that people with one language could be unstoppable in their achievements, both good and bad. And so He "confounded" their language and "scattered" the people.
Every discussion on this topic seems to come back to “you can’t manage what you can’t measure”. Employee engagement is seen as the Utopian solution to driving out measurements and introducing total commitment and great results.
Companies have done it.
Is it possible as a norm? And once you have achieved these high levels of engagement, is it possible to maintain them?
I think there is a tipping point in terms of size, in both directions. Too small, family type of bickering kicks in. Too large, maintaining consistency is challenging.
We spend so much time discussing retention, and not nearly enough time with the people we want to retain or those we want to return.
There are companies who have a policy not to re-employ.
There are also companies who have alumni strategies where they continue to engage with former employees with the clear objective of re-engagement. These strategies usually sit at executive level and tend to focus on high level talent.
I sat in a presentation the other day, and the presenter used the expression "In that space" at least 30 times, plus a few variations on the theme. I am afraid after the first 5 I stopped concentrating on the content, and started waiting for him to say it again...
We spend hours of management time dissecting employee behaviour to ensure that not only is each employee delivering to a minimum expectation, he or she is not actively undermining the effectiveness of the business.
We design KPAs (or KPIs, or whatever we want to call them), we run regular appraisals, we discuss career paths and succession plans, and as long as toxic employees are delivering on their job description, we keep them!
'Tis the season to be kind, and I would like to be, but in the interests of telling the truth, I wanted to share this less than kind thought. I really do enjoy watching programs where people excel and achieve something that is beyond most of our wildest dreams, I just wish they didn't tell us they were speechless, split seconds before launching into a long speech.
The Internet of Things (IoT) is inspiring some new (and some not so new) lines of marketing speak.
Notable is Segment of One.
What does that mean?
Simply, knowing vast amounts about your spending patterns, marketing effort is so tightly targeted on your needs, aspirations and requirements, it’s like a homing pigeon bullet, straight to the heart of your wallet.
On Monday 16th November Minister of Labour Mildred Oliphant announced upward adjustment to Domestic Worker wages, effective 1st December 2015 (and valid until end November 2016).
The changes are as follows:
a. An employee that works more than 27 hours in Area A (major metropolitan areas) should be paid no less than an hourly rate of R11.44, R514.82 weekly and R2 230.70 per month.