Articles
Telephone Etiquette for Business Calls (Part 2)
In my previous article, I outlined that although the telephone is probably one of the most important customer touch points, it is one of the most poorly managed. Every company should train its staff on telephone etiquette. There should be a clear and standard way of how employees use phones at your company. People are […]
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. […]
Sexual harassment in Zimbabwean organisations: How prevalent is it?
We have just concluded a survey in which we sought to understand Zimbabwean employees’ perceptions and opinions about sexual harassment and misconduct. The survey also attempted to quantify the prevalence of sexual harassment in our organisations. There were 793 participants in this survey. 59% of the respondents were male and the rest, (41%) were female. […]
Psychological Practices in Zimbabwe – An interview with the Zimbabwe Psychological Association (ZPA) Secretary-General
This interview has been organized for the benefit of members of the public and corporates who in some instances have been cheated by people who masquerade as Psychologist when they are not registered to practice Psychology in line with the laws of Zimbabwe. Below is a Question & Answer I had with the Zimbabwe Psychological […]
Impact of Salary Cuts Survey Report
This research is aimed at establishing common practices that organisations are taking when cutting salaries and what the legal implications and challenges are which are associated with salary cuts. The findings presented in this report are meant to assist organisations that want to implement salary cuts to make their organisations more sustainable. Although there […]
Are your monitoring your employee’s stress levels?
In 2014 we undertook a survey on prevalence of distress and other mental health problems in Zimbabwe’s working population. 707 employees responded to this survey. Mental health is defined as a state of well-being whereby individuals recognize their abilities, are able to cope with the normal stresses of life, work productively and fruitfully, and […]
