Tag: ipcconsultants

 

Reviewing your Organisational Structures

Reviewing your Organisational Structures

Organisational structures can be a source of inefficiency that impacts on the ability of the organisation to deliver its mandate. If the process of how structures are designed is not managed properly, and allows for self-interest to dominate, it may encourage managers to engage in empire building. Executives must note that poorly designed structures are […]

We should give organisational culture the seriousness it deserves

Manager and employees always face a dilemma when it comes to expressing their differences at work. Bosses also feel uncomfortable expressing their differences with subordinates. Subordinates feel the pressure to keep silent with their bosses. It is very difficult for managers, for example, to give negative performance feedback to subordinates especially in organisations that place […]

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

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 […]

Telephone Etiquette for Business Calls

The telephone is probably one of the most important customer touch points. 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 tarnishing good, professional, brands because of how they handle phone calls.   The rules of telephone […]
Telephone Etiquette for Business Calls (Part 2)

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 […]
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