Author: Kudzai Derera
Empower Managers to decide how much their subordinates should earn
It is very sad that in many organisations line managers have no say in how much their subordinates earn. Empower your managers to have a say in how much their subordinates should earn. Doing so will empower your managers and build a performance culture. If the company has a pay structure (showing each grade […]
Productivity Loses as a result of Bank Queues Survey Report
Introduction This report present the results of a survey to find out productivity loses emanating from bank queues currently being experienced in the banking sector as the government struggles to contain an acute cash shortage. Employees have been losing productive time trying to get cash from banks. Summary of Key Findings • 56.53% of the […]
9 “business strategies” that organisations must avoid at all cost
In this article I want to highlight nine (9) things that organisation should avoid at all cost in order to avoid a public fallout with key stakeholders. 1. Increasing salaries with the hope that business performance will increase- Avoid the temptation to increase staff cost with the hope that business performance or economic environment is […]
Never badmouth your employer
Never badmouth your employer. Yes. No matter how tempting it is to speak ill of your employer or colleagues, do not do it. The thing is, very few places of work are all rosy – in fact, I am yet to come across such a place. No matter how terrible your current workplace is, do […]
How to use 360 Degree Feedback for leadership development
Most people wish they could tell their bosses what they really think about them. The 360-degree assessment was designed with that goal in mind – extracting an honest and insightful look at employees and how they work. A 360 degree feedback is an excellent developmental tool, which provides clear and practical insight into how a […]
Job Evaluation and why every organisation needs it
Job evaluation is a systematic way of determining the relative worth of a job within a particular organisation and categorise them into grades. The purpose of embarking on a job evaluation systems is to ensure that there is both internal and external equity in the administration of salaries and benefits. If you have many employees […]
Good Bye to Annual Salary Increases
Zimbabwean companies to a large extend have now realised that increasing fixed remuneration like basic salaries and allowances is a risky affair. The majority of companies are on the brink of collapse as a result of poor judgment when it comes to managing remuneration. Others have adjusted salaries haphazardly resulting in unsustainable wage bills. Others […]
Why Most Performance Management System are a Waste of Time and Resources
Most performance management systems suffer from two main persistent problems; measurement problem and feedback problem. Regardless of what your system is called, these are the main problems that render most performance measurement systems useless. I know a lot of organisations have different systems, some very old and some new, and with fancy names. Unless and […]
Do away with company cars
I have published this article before, but I thought is it important to revisit it again. Remuneration is at the heart of most governance problems. There are various cases locally and internationally to support this assertion. Those charged with crafting remuneration systems consider their personal interest first before that of the organisation and its shareholders. […]
Why every Organisation needs periodic headcount Realignment
It is very likely that most organisations are overstaffed in various roles for various reasons. Some could not react quickly when we went into the multi-currency regime. In some cases, regulatory and company procedures made it difficult to make changes in headcount in line the level of production or business activity. A high number of […]
