Networking 101 - Maintenance Tips
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
All of my business comes through networking, which means of course that most of my business comes through referrals.
How do I do this? Well for me this is very simple. Here are some of the steps that I take:
1. It doesn’t matter how busy I get, I still try to go to at least 2 networking meetings a month. You see – networking is about building relationships and building relationships takes time. When I am busy, going to meetings often puts me under real pressure, but if I didn’t I would have many periods where there would be no work and I would have to start networking and building relationships from the beginning again. This does not happen to me though as I am constantly networking.
2. Using my own database – I try, at least once a quarter, to go through my database and contact people who I have not ‘touched base’ with for a while. This keeps the ‘visual’ me in the forefront of their minds.
3. Business cards, for me are an opportunity, so as soon as I get a business card I do something with it. Usually this means that I send the card owner my business and personal profile. This is then followed up by a call to set up a ‘one on appointment’ to discuss possible synergies and to explore mutually beneficial business opportunities.
4. Going through my database on a regular basis also means that I am able to contact ‘dormant’ clients. You have no idea how this brings in more and more work, every time I do it.
5. Don’t forget your cell phone – now I have my entire database on my cell-phone, but that situation is the exception rather than the rule. So most of you folk will have telephone numbers on your cell phones that do not appear in your data base. Use them, do something with them. Make a call and set up a meeting.
Do some great business!
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
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Wednesday, July 31, 2019
Monday, July 29, 2019
Inspiration – An Attitude of Gratitude
Inspiration – An Attitude of Gratitude
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
Brian Tracy says “Develop an attitude of gratitude and give thanks for everything that happens to you, knowing that every step forward is a step towards achieving something bigger and better than your current situation.”
I seem to having been writing a lot about gratitude over the last couple of weeks and clearly it has something to do with the fact that I am extremely aware of the abundance of opportunity that abounds.
I watched an incredibly spectacular sunset last night and as I marveled at the colours that spread themselves across the heavens I wondered at the ‘paint pallette’ of the Gods (whomever you profess them to be) and marveled at the visions that produced such a masterpiece and I gave thanks, and such a wonderful feeling of being at peace with the world engulfed me.
This morning, I was up early enough to witness the beauty of the sunrise. Dawn has always been the most special time of the day for me, but today I got a feeling of “all is well in my world” and again murmured thanks to the Universe for allowing me to live in this truly beautiful world. Just the memory brings a smile to my face and a knowledge that it’s a gift and like any other gift that we are given it’s the right thing to say ‘thank you’.
So stop, smell the coffee (and give thanks for the ability to be able to smell), pick a flower (and give thanks for the gift of sight), look around you and take it all in – the miracle of life, the gift of living and give thanks. It will resonate though all of your senses all day long.
What a way to enjoy the day!
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
Brian Tracy says “Develop an attitude of gratitude and give thanks for everything that happens to you, knowing that every step forward is a step towards achieving something bigger and better than your current situation.”
I seem to having been writing a lot about gratitude over the last couple of weeks and clearly it has something to do with the fact that I am extremely aware of the abundance of opportunity that abounds.
I watched an incredibly spectacular sunset last night and as I marveled at the colours that spread themselves across the heavens I wondered at the ‘paint pallette’ of the Gods (whomever you profess them to be) and marveled at the visions that produced such a masterpiece and I gave thanks, and such a wonderful feeling of being at peace with the world engulfed me.
This morning, I was up early enough to witness the beauty of the sunrise. Dawn has always been the most special time of the day for me, but today I got a feeling of “all is well in my world” and again murmured thanks to the Universe for allowing me to live in this truly beautiful world. Just the memory brings a smile to my face and a knowledge that it’s a gift and like any other gift that we are given it’s the right thing to say ‘thank you’.
So stop, smell the coffee (and give thanks for the ability to be able to smell), pick a flower (and give thanks for the gift of sight), look around you and take it all in – the miracle of life, the gift of living and give thanks. It will resonate though all of your senses all day long.
What a way to enjoy the day!
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Friday, July 26, 2019
HR 101 - Sex Workers Also Have Rights
HR 101 - Sex Workers Also Have Rights
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
Please note that this pertains to South African Labour Relations, other legal compliance and Best Practice requirements.
To be perfectly honest, my sense of humour really got the better of me with this one and I must admit I laughed hard and out loud!
Apparently during the month of May 2010, according to Labour Bulletin “the Labour Appeal Court handed down judgement in the case of a sex worker who was unfairly dismissed by the brothel employing her.” Man oh man – I wish I could have been a ‘fly on the wall’ at that one. Probably just as well though that I wasn’t as I probably would have laughed out loud during the handing down of that one too!
You see, in my opinion (and I know that I am going to take a huge amount of flak over this one), sex workers, strippers and well all of the girls who work in this industry are ignored or treated like they are not people and quite frankly, that’s just wrong on so many different levels. Irrespective of whether we condone what they do or not, the fact of the matter is that they work at the oldest profession in the world and until May 2010 have not had any protection what-so-ever and I say ‘shame on us’! Fact of the matter is that they are mothers, daughters, sisters, aunts – just like we are! Fact of the matter is, that whatever the reason they work in this particular industry, generally speaking they are all just trying to get along with the business of putting food on the table, just like us! Fact of the matter is – they are people, human beings, individuals who deserve protection, just like us!
Here’s the thing – our very progressive and liberal constitution states that “everyone” has a right to fair labour practices and I guess, for once, ‘everyone’ means just that – every single person, irrespective of whether the employer or the employee is engaged in illegal practice.
Here’s a warning though – the constitution doesn’t absolve them from having engaged in any illegal practices and obviously if they are caught performing illegal tasks (such as a sex worker) they can and will be prosecuted.
What it does mean though, is that irrespective of where you work and the kind of work that you do (legal or otherwise), you have the right to be treated with dignity and respect by your colleagues, your clients and your employers.
Sadly though, even though sex workers have the right to the protection and their employers can be prosecuted for not complying with these rights, there seems to be some confusion as to the compensation for the employee as these may be seen to violate various provisions of the “Sexual Offences Act” – still, in my opinion, it is a step in the right direction.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
Please note that this pertains to South African Labour Relations, other legal compliance and Best Practice requirements.
To be perfectly honest, my sense of humour really got the better of me with this one and I must admit I laughed hard and out loud!
Apparently during the month of May 2010, according to Labour Bulletin “the Labour Appeal Court handed down judgement in the case of a sex worker who was unfairly dismissed by the brothel employing her.” Man oh man – I wish I could have been a ‘fly on the wall’ at that one. Probably just as well though that I wasn’t as I probably would have laughed out loud during the handing down of that one too!
You see, in my opinion (and I know that I am going to take a huge amount of flak over this one), sex workers, strippers and well all of the girls who work in this industry are ignored or treated like they are not people and quite frankly, that’s just wrong on so many different levels. Irrespective of whether we condone what they do or not, the fact of the matter is that they work at the oldest profession in the world and until May 2010 have not had any protection what-so-ever and I say ‘shame on us’! Fact of the matter is that they are mothers, daughters, sisters, aunts – just like we are! Fact of the matter is, that whatever the reason they work in this particular industry, generally speaking they are all just trying to get along with the business of putting food on the table, just like us! Fact of the matter is – they are people, human beings, individuals who deserve protection, just like us!
Here’s the thing – our very progressive and liberal constitution states that “everyone” has a right to fair labour practices and I guess, for once, ‘everyone’ means just that – every single person, irrespective of whether the employer or the employee is engaged in illegal practice.
Here’s a warning though – the constitution doesn’t absolve them from having engaged in any illegal practices and obviously if they are caught performing illegal tasks (such as a sex worker) they can and will be prosecuted.
What it does mean though, is that irrespective of where you work and the kind of work that you do (legal or otherwise), you have the right to be treated with dignity and respect by your colleagues, your clients and your employers.
Sadly though, even though sex workers have the right to the protection and their employers can be prosecuted for not complying with these rights, there seems to be some confusion as to the compensation for the employee as these may be seen to violate various provisions of the “Sexual Offences Act” – still, in my opinion, it is a step in the right direction.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Thursday, July 25, 2019
Early Warning - All About Procurement Fraud – Part 6
Early Warning - All About Procurement Fraud – Part 6
By Nikki Viljoen – N Viljoen Consulting (Pty) Ltd.
Last time we looked at some of the different types of issues that need to be looked at around procurement.
Today we will have a look at some more.
As we said one of the ways to limit procurement fraud is to ensure that you have a proper procurement policy in place and that it is adhered to and checked on a regular basis. We looked at the Needs Analysis, Timing and Suppliers. Then we looked at Supplier Communication and Negotiation and then Supplier Liaison, Logistics Management and Tender Notification. Other issues that need to be taken into account when implementing the procurement process are (but not limited to):
In this the final issue on procurement fraud let’s look at some of the practical processes that can be included (but not limited to) in your procedure in order to limit fraud.
- Make sure that the procedure is that there has to be a minimum of 3 quotes.
- Make sure that all the suppliers, who have submitted quotes, have contactable references and do the reference check.
- The person, in your company, who submits the quotes, should not be the person who authorizes the use of the supplier (unless of course that is you – the business owner).
- The person, in your company, who orders the products/supplies/service, should not be the person who authorizes the purchase (again, unless of course that is you – the business owner).
- The person, in your company, who ‘pays’ the supplier should not be the person who authorizes the payment (unless of course that person is you – the business owner).
- There should be a valid ‘gift’ policy in place to govern/prevent your employees from receiving ‘gifts’ as ‘kick-backs’ from suppliers or service providers for ensuring that they become creditors.
- The most expensive quote does not always translate into the best value for money – make sure that the research is properly conducted to ensure that you get the best value for your money.
- Make sure that you have a proper Service Level Agreement in place, with realistic consequences for non-delivery and to ensure that you are properly covered in terms of compliance.
Finally, use common sense – if the deal is ‘too good to be true’, it usually means exactly that. Always be alert for charlatans and scammers as they are always on the look-out for gullible business owners.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen – N Viljoen Consulting (Pty) Ltd.
Last time we looked at some of the different types of issues that need to be looked at around procurement.
Today we will have a look at some more.
As we said one of the ways to limit procurement fraud is to ensure that you have a proper procurement policy in place and that it is adhered to and checked on a regular basis. We looked at the Needs Analysis, Timing and Suppliers. Then we looked at Supplier Communication and Negotiation and then Supplier Liaison, Logistics Management and Tender Notification. Other issues that need to be taken into account when implementing the procurement process are (but not limited to):
In this the final issue on procurement fraud let’s look at some of the practical processes that can be included (but not limited to) in your procedure in order to limit fraud.
- Make sure that the procedure is that there has to be a minimum of 3 quotes.
- Make sure that all the suppliers, who have submitted quotes, have contactable references and do the reference check.
- The person, in your company, who submits the quotes, should not be the person who authorizes the use of the supplier (unless of course that is you – the business owner).
- The person, in your company, who orders the products/supplies/service, should not be the person who authorizes the purchase (again, unless of course that is you – the business owner).
- The person, in your company, who ‘pays’ the supplier should not be the person who authorizes the payment (unless of course that person is you – the business owner).
- There should be a valid ‘gift’ policy in place to govern/prevent your employees from receiving ‘gifts’ as ‘kick-backs’ from suppliers or service providers for ensuring that they become creditors.
- The most expensive quote does not always translate into the best value for money – make sure that the research is properly conducted to ensure that you get the best value for your money.
- Make sure that you have a proper Service Level Agreement in place, with realistic consequences for non-delivery and to ensure that you are properly covered in terms of compliance.
Finally, use common sense – if the deal is ‘too good to be true’, it usually means exactly that. Always be alert for charlatans and scammers as they are always on the look-out for gullible business owners.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Wednesday, July 24, 2019
Networking 101 - Quality Relationships
Networking 101 - Quality Relationships
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
Dr. Renate Volpe, in her nugget cards entitled “Networking Tips” says:
“It is not just what we know in life that matters, it is very much about whom we know and the quality of these relationships.”
Well quite frankly, I would like to take this one step further. For me it is not just about who I know and who knows me – it is also about the people who you know that I don’t know and the people that I know that you don’t know!
I am often astonished by people who don’t want to meet with me to discuss possible synergies and mutually beneficial business opportunities because, well because they cannot see how the two of us can actually do business together. It might be that we are in two completely obscure lines of work, where there is no synergy, or in fact any way that we could do any kind of business together.
So why would I want to connect to you (or this person)? Well it’s quite simple – you see, I don’t know any of the people that you know and I would like you to introduce these people to me by way of a referral.
Conversely, you have no idea who I know and may very well want to meet with some of them too.
So the bottom line is this – until you know who I know, it is not a good idea not to want to meet with me – believe me you a missing a huge number of interesting opportunities!
So – let’s do this again – when would you like to meet with me?
For more information on Renate, please visit her website at http://www.drrenatevolpe.co.za
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
Dr. Renate Volpe, in her nugget cards entitled “Networking Tips” says:
“It is not just what we know in life that matters, it is very much about whom we know and the quality of these relationships.”
Well quite frankly, I would like to take this one step further. For me it is not just about who I know and who knows me – it is also about the people who you know that I don’t know and the people that I know that you don’t know!
I am often astonished by people who don’t want to meet with me to discuss possible synergies and mutually beneficial business opportunities because, well because they cannot see how the two of us can actually do business together. It might be that we are in two completely obscure lines of work, where there is no synergy, or in fact any way that we could do any kind of business together.
So why would I want to connect to you (or this person)? Well it’s quite simple – you see, I don’t know any of the people that you know and I would like you to introduce these people to me by way of a referral.
Conversely, you have no idea who I know and may very well want to meet with some of them too.
So the bottom line is this – until you know who I know, it is not a good idea not to want to meet with me – believe me you a missing a huge number of interesting opportunities!
So – let’s do this again – when would you like to meet with me?
For more information on Renate, please visit her website at http://www.drrenatevolpe.co.za
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Tuesday, July 23, 2019
Business Tips – From Employee to Entrepreneur – Part 2
Business Tips – From Employee to Entrepreneur – Part 2
By Nikki Viljoen – N Viljoen Consulting (Pty) Ltd
Please note that this pertains to South African Legislation and Best Practice requirements.
Last time we looked at some of the basic differences between an employee and an entrepreneur.
Now let’s have a look at some of the issues that you will have to explore and questions that you will have to ask yourself and answer honestly as you travel on your path to becoming a successful entrepreneur.
1. Purpose
What is your purpose? I have no doubt that on some level we all understand that we are not only here on this planet called earth, merely to survive during our time here. We all have a purpose in life (whether we actually know what it is or not) and knowing what that purpose is and aligning it to what we want to do, will ensure that we achieve what we want to with a minimum of fuss and bother.
Understanding our purpose and aligning it to what we do will also ensure that we are able to live the best life that we can and become all that we are capable of being.
No one ‘life purpose’ is better or worse than another and our own success will be attained by being all that we can be rather than all that others think we should be.
2. People
Like it or not we are all here to serve people. Whether those people are our customers or our staff or our suppliers or our families, the fact of the matter is that we all need to serve and be served.
We are no better than those that serve us than we are less than those that we serve. The more we serve, the greater our reward will be and the greater we will become as individuals.
I’ll say it again – we serve! Get your head around it, get used to it, get good at it and get on with it.
3. Personal Footprint
Let’s face it – there are all kinds of characters in the world of business. Some are grumpy, some are sunny, some are introvert and some are extrovert. The point that I am trying to make is that your success, as an entrepreneur is not dependent upon that particular part of yourself. Your success is dependent upon your credibility as an individual. It’s dependent upon whether you can deliver and whether you are honest in your dealings with people. It is dependent upon who you are intrinsically as a person.
Let me ask you this question (and please answer yourselves honestly), if you were in the market of looking for a mentor – someone you would look up to or aspire to be – would you look at yourself as being that person? If your honest answer to that is “NO”, well I guess that you know what your personal footprint will be.
Next time we will have a look at some more of the issues that you as an entrepreneur should be looking at.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen – N Viljoen Consulting (Pty) Ltd
Please note that this pertains to South African Legislation and Best Practice requirements.
Last time we looked at some of the basic differences between an employee and an entrepreneur.
Now let’s have a look at some of the issues that you will have to explore and questions that you will have to ask yourself and answer honestly as you travel on your path to becoming a successful entrepreneur.
1. Purpose
What is your purpose? I have no doubt that on some level we all understand that we are not only here on this planet called earth, merely to survive during our time here. We all have a purpose in life (whether we actually know what it is or not) and knowing what that purpose is and aligning it to what we want to do, will ensure that we achieve what we want to with a minimum of fuss and bother.
Understanding our purpose and aligning it to what we do will also ensure that we are able to live the best life that we can and become all that we are capable of being.
No one ‘life purpose’ is better or worse than another and our own success will be attained by being all that we can be rather than all that others think we should be.
2. People
Like it or not we are all here to serve people. Whether those people are our customers or our staff or our suppliers or our families, the fact of the matter is that we all need to serve and be served.
We are no better than those that serve us than we are less than those that we serve. The more we serve, the greater our reward will be and the greater we will become as individuals.
I’ll say it again – we serve! Get your head around it, get used to it, get good at it and get on with it.
3. Personal Footprint
Let’s face it – there are all kinds of characters in the world of business. Some are grumpy, some are sunny, some are introvert and some are extrovert. The point that I am trying to make is that your success, as an entrepreneur is not dependent upon that particular part of yourself. Your success is dependent upon your credibility as an individual. It’s dependent upon whether you can deliver and whether you are honest in your dealings with people. It is dependent upon who you are intrinsically as a person.
Let me ask you this question (and please answer yourselves honestly), if you were in the market of looking for a mentor – someone you would look up to or aspire to be – would you look at yourself as being that person? If your honest answer to that is “NO”, well I guess that you know what your personal footprint will be.
Next time we will have a look at some more of the issues that you as an entrepreneur should be looking at.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Monday, July 22, 2019
Inspiration - Advantages of Failure
Inspiration – Advantages of Failure
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
Okay, I know, I know, I know – I seem to be hell bent on the whole “failure” thing at the moment. Truth is, it is very important for me to make sure that we all (and that means me too) know that failure is not the end of the world but rather the beginning of a new chapter.
Here’s a whole new take on it. I was reading an article by Charlene Smith who says “It’s important to fail. But while you’re lying on the floor, what’s even more important is to be thinking ‘Okay, so how do I start again?’”
I really, really like the idea of lying on the floor (well you can’t get much lower or rock bottom than that can you) contemplating the world as it is right at that particular moment, thinking ‘How the hell did I get here” or blaming the government, the tax man, the competitors and the latest one that I heard the other day, the world cup (huh!) before you get to the real reason as to why you failed (oh come on, it’s got to dawn on you at some stage that you are responsible for your own failure)! I also think that it is important to allow yourself to ‘feel’ the pain, the sorrow and the angst for being that failure (well for a maximum of five minutes that is) – you need to remember what that feels like so that when you are tempted to repeat your mistakes, the memory will assist with not allowing you to. But then it is time to stop beating your breast or pulling your hair out or weeping and wailing and throwing your hands heavenward as you cry “why me”? Then it’s time to pick yourself up, dust yourself off, square your shoulders and get on with it.
The ‘it’ that you need to get on with is firstly, a plan to be getting yourself out of the mess that you currently find yourself in and secondly, how to start again and do things differently.
You don’t really think that every single successful person on the planet became mega successful without failing at some point do you? Here’s a touch of reality – what makes you think that you are any different? What makes you think that you are better than the ‘greats’ of the world – we all know them, we all read about them – people like Henry Ford or Thomas Edison or to bring us closer to our own time frame, Bill Gates and Richard Branson. Failure, in Charlene Smith’s words is “unavoidable”! So - take that!
The reality of this means that “no truly successful person has avoided failure or sometimes dramatic setbacks” – again, why would you be any different?
The reality of the situation is that, in order for us to grow ourselves and our businesses we have to be ‘streetwise’. We have to know where the potholes and pitfalls are and for that we need experience. We have to know how to deal with people be they clients or suppliers or staff. The reality of the situation is that we, as humans are lazy – we always want to take the short cut or get others to do things that we are too lazy to do ourselves and therein lies some of our biggest errors. That said, the reality is also that we cannot do everything ourselves, so when we rely on others it should be others that have the experience that we ourselves lack. It should be others that we trust and respect and who have the same values and morals as ourselves.
So while you’re lying there on the floor feeling sorry for yourself and the situation that you find yourself in – think about this in-between the moment where you are weeping and wailing and blaming all and sundry and the moment that you pick yourself up – failing at something gives you the opportunity to do something again, but differently.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
Okay, I know, I know, I know – I seem to be hell bent on the whole “failure” thing at the moment. Truth is, it is very important for me to make sure that we all (and that means me too) know that failure is not the end of the world but rather the beginning of a new chapter.
Here’s a whole new take on it. I was reading an article by Charlene Smith who says “It’s important to fail. But while you’re lying on the floor, what’s even more important is to be thinking ‘Okay, so how do I start again?’”
I really, really like the idea of lying on the floor (well you can’t get much lower or rock bottom than that can you) contemplating the world as it is right at that particular moment, thinking ‘How the hell did I get here” or blaming the government, the tax man, the competitors and the latest one that I heard the other day, the world cup (huh!) before you get to the real reason as to why you failed (oh come on, it’s got to dawn on you at some stage that you are responsible for your own failure)! I also think that it is important to allow yourself to ‘feel’ the pain, the sorrow and the angst for being that failure (well for a maximum of five minutes that is) – you need to remember what that feels like so that when you are tempted to repeat your mistakes, the memory will assist with not allowing you to. But then it is time to stop beating your breast or pulling your hair out or weeping and wailing and throwing your hands heavenward as you cry “why me”? Then it’s time to pick yourself up, dust yourself off, square your shoulders and get on with it.
The ‘it’ that you need to get on with is firstly, a plan to be getting yourself out of the mess that you currently find yourself in and secondly, how to start again and do things differently.
You don’t really think that every single successful person on the planet became mega successful without failing at some point do you? Here’s a touch of reality – what makes you think that you are any different? What makes you think that you are better than the ‘greats’ of the world – we all know them, we all read about them – people like Henry Ford or Thomas Edison or to bring us closer to our own time frame, Bill Gates and Richard Branson. Failure, in Charlene Smith’s words is “unavoidable”! So - take that!
The reality of this means that “no truly successful person has avoided failure or sometimes dramatic setbacks” – again, why would you be any different?
The reality of the situation is that, in order for us to grow ourselves and our businesses we have to be ‘streetwise’. We have to know where the potholes and pitfalls are and for that we need experience. We have to know how to deal with people be they clients or suppliers or staff. The reality of the situation is that we, as humans are lazy – we always want to take the short cut or get others to do things that we are too lazy to do ourselves and therein lies some of our biggest errors. That said, the reality is also that we cannot do everything ourselves, so when we rely on others it should be others that have the experience that we ourselves lack. It should be others that we trust and respect and who have the same values and morals as ourselves.
So while you’re lying there on the floor feeling sorry for yourself and the situation that you find yourself in – think about this in-between the moment where you are weeping and wailing and blaming all and sundry and the moment that you pick yourself up – failing at something gives you the opportunity to do something again, but differently.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Friday, July 19, 2019
HR 101 - Witnesses Must Testify
HR 101 - Witnesses Must Testify
By Nikki Viljoen of Viljoen Consulting (Pty) Ltd
Please note that this pertains to South African Labour and Best Practice requirements.
I have had to facilitate a huge number of disciplinary hearings during the first half of this year and each one has just magnified the importance of having witnesses. Sure documents tell their own story but the weight of the testimony of a good witness is much stronger.
In the instances that the employee has taken their case to the CCMA – the witnesses also went along to present their testimony which has then been backed up, for the most part, by the documentation and other evidence.
Remember though, no matter how strong or convincing the witness may be, the employee has the right to cross examine that witness and challenge the documentation and other evidence, so it is of the utmost importance that the witness is clear on the facts and that the story is told clearly, factually and without embellishments.
Whatever the story, whatever the facts, these should be backed up with documentary evidence.
Obviously the more witnesses you have and the more documented evidence you have to support the testimony of your witnesses the stronger your case will be.
Disciplinary Chairpersons and CCMA Arbitrators make decisions based on three criteria (apart from the stories that are told by the employer and the employee) and these are:
• Documents
• Items such as video tapes, the actual items that may have been stolen and
• Witness testimony
Although the evidence is critically important, the most crucial is the witness.
Say for example that there is a document that states a particular process in a step by step manner, the author of the document or the person who used the document for training purposes would still be required to firstly, validate the document and secondly to explain the reason or intent behind why the document exists. Finally, how the employee did not adhere to the procedures as stipulated in the document would have to be explained to.
Remember though, that for witnesses to be effective they need to be managed properly, to ensure that they actually pitch to the hearing. They have to be properly prepared, to ensure that they have all the relevant details available. The biggest thing to control though, is to ensure that your witnesses are not bribed or persuaded to lie or negatively embellish the facts in any way.
Be prepared and always be pro-active.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Thursday, July 18, 2019
Early Warning - All About Procurement Fraud – Part 5
Early Warning - All About Procurement Fraud – Part 5
By Nikki Viljoen – N Viljoen Consulting (Pty) Ltd
Last time we looked at some of the different types of issues that need to be looked at around procurement.
Today we will have a look at some more.
As we said one of the ways to limit procurement fraud is to ensure that you have a proper procurement policy in place and that it is adhered to and checked on a regular basis. We looked at the Needs Analysis, Timing and Suppliers. Then we looked at Supplier Communication and Negotiation. Other issues that need to be taken into account when implementing the procurement process are (but not limited to):
1. Supplier Liaison
Of course it is important for the supplier to perform and at this point in the process that is exactly what needs to be done. It makes sense therefore to have some sort of scorecard in place around the performance of the supplier. By now there should have been at least one or two deliveries and re-orders and the whole experience needs to be evaluated. Should the supplier have not met your basic requirements, then it is obviously time for you to consider alternative suppliers or options.
2. Logistics Management
Whilst we all have expectations around our suppliers and their delivery of our goods, it is incumbent upon us to ensure that we manage the whole process. Issues around (but not limited to) shipment, delivery and payment need to be monitored closely and of course the terms and conditions of the contract must be met at all times.
There may instances where an ‘installation’ needs to take place and then training needs to be effected. Clearly this would also need to be monitored carefully as well.
3. Tender Notifications
Should your company be large enough to require or need tenders to go out to meet your procurement requirements then obviously this would necessitate a whole different workflow. There are software systems that can be utilized or you can also outsource these requirements. Obviously you can also keep this ‘in-house’ but I would suggest that careful consideration be taken into how the whole process should work and of course a lot of research would need to be undertaken in order for this to be as painless as possible.
Be sure to document the process so that there are clear lines of what the requirements are and make sure that each step is monitored carefully.
Next time we will have a look at a few more steps that need to address in your procurement process.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen – N Viljoen Consulting (Pty) Ltd
Last time we looked at some of the different types of issues that need to be looked at around procurement.
Today we will have a look at some more.
As we said one of the ways to limit procurement fraud is to ensure that you have a proper procurement policy in place and that it is adhered to and checked on a regular basis. We looked at the Needs Analysis, Timing and Suppliers. Then we looked at Supplier Communication and Negotiation. Other issues that need to be taken into account when implementing the procurement process are (but not limited to):
1. Supplier Liaison
Of course it is important for the supplier to perform and at this point in the process that is exactly what needs to be done. It makes sense therefore to have some sort of scorecard in place around the performance of the supplier. By now there should have been at least one or two deliveries and re-orders and the whole experience needs to be evaluated. Should the supplier have not met your basic requirements, then it is obviously time for you to consider alternative suppliers or options.
2. Logistics Management
Whilst we all have expectations around our suppliers and their delivery of our goods, it is incumbent upon us to ensure that we manage the whole process. Issues around (but not limited to) shipment, delivery and payment need to be monitored closely and of course the terms and conditions of the contract must be met at all times.
There may instances where an ‘installation’ needs to take place and then training needs to be effected. Clearly this would also need to be monitored carefully as well.
3. Tender Notifications
Should your company be large enough to require or need tenders to go out to meet your procurement requirements then obviously this would necessitate a whole different workflow. There are software systems that can be utilized or you can also outsource these requirements. Obviously you can also keep this ‘in-house’ but I would suggest that careful consideration be taken into how the whole process should work and of course a lot of research would need to be undertaken in order for this to be as painless as possible.
Be sure to document the process so that there are clear lines of what the requirements are and make sure that each step is monitored carefully.
Next time we will have a look at a few more steps that need to address in your procurement process.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Wednesday, July 17, 2019
Networking 101 - Protect Your Database
Networking 101 - Protect Your Database
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
Networking, as most of you understand by now, for me is about building relationships. Relationships for me, is not just about finding out what people can do for me, but also about finding out what I can do for people.
Many people, for whatever reason, only start Networking when they are desperate for business – it’s like networking becomes a ‘last ditch effort’ to resurrect their struggling businesses. Going into a Networking meeting with that kind of attitude is already looking for trouble, as it is highly unlikely that business will be forthcoming at a Networking meeting. Let’s be honest here, no-body really wants to deal with someone who is desperate.
This brings me to the point, where I usually meet with someone on a one-on-one basis, to find out more about what it is that they do so that I can refer them to the right people. Sometimes this can turn out to be a ‘nightmare’ meeting, with me being almost ‘grilled’ for the names of people in my database. I am then often harassed afterwards for the details of the people that I will refer, with no regard or consideration for what my time constraints may be. To add insult to injury, these people also very seldom ask me how it is that they can be of assistance to me. A completely one sided type of arrangement, I am sure that you will agree.
What happened to ‘mutually’ beneficial opportunity or reciprocity or even plain good manners? What happened to treating people in the same manner and with the same respect that you would like to be treated?
I know that I for one, feel almost like I have been pillaged and often quite resentful when I am treated like this and what this means is that when I go about my business and add contacts to my data base, chances are that should I meet with someone who you possibly could do business with, I may be just that little bit more disinclined to send them to you.
So remember, don’t just ask what I can do for you – also think about what you could possibly do for me.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
Networking, as most of you understand by now, for me is about building relationships. Relationships for me, is not just about finding out what people can do for me, but also about finding out what I can do for people.
Many people, for whatever reason, only start Networking when they are desperate for business – it’s like networking becomes a ‘last ditch effort’ to resurrect their struggling businesses. Going into a Networking meeting with that kind of attitude is already looking for trouble, as it is highly unlikely that business will be forthcoming at a Networking meeting. Let’s be honest here, no-body really wants to deal with someone who is desperate.
This brings me to the point, where I usually meet with someone on a one-on-one basis, to find out more about what it is that they do so that I can refer them to the right people. Sometimes this can turn out to be a ‘nightmare’ meeting, with me being almost ‘grilled’ for the names of people in my database. I am then often harassed afterwards for the details of the people that I will refer, with no regard or consideration for what my time constraints may be. To add insult to injury, these people also very seldom ask me how it is that they can be of assistance to me. A completely one sided type of arrangement, I am sure that you will agree.
What happened to ‘mutually’ beneficial opportunity or reciprocity or even plain good manners? What happened to treating people in the same manner and with the same respect that you would like to be treated?
I know that I for one, feel almost like I have been pillaged and often quite resentful when I am treated like this and what this means is that when I go about my business and add contacts to my data base, chances are that should I meet with someone who you possibly could do business with, I may be just that little bit more disinclined to send them to you.
So remember, don’t just ask what I can do for you – also think about what you could possibly do for me.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Tuesday, July 16, 2019
Business Tips – From Employee to Entrepreneur – Part 1
Business Tips – From Employee to Entrepreneur – Part 1
By Nikki Viljoen – Viljoen Consulting (Pty) Ltd
Please note that this pertains to South African compliance regulations and Best Practice.
I have, of late, been mentoring several young ladies who are currently employed, but who dream of owning their own businesses. The more I talk to them, the more I become aware of the huge mind shift change that has to take place. And this is how this particular series was born.
Firstly, I would like to explore some of the differences between an employee and an entrepreneur – just so that we can all understand the basic differences and understand what we are getting ourselves into.
1. An employee is paid to work, they are paid, often irrespective of whether they put in a full days’ work or not. They are paid irrespective of whether they have given 100% effort or done ‘just enough to get by. An entrepreneur pays others to work and often works for free themselves. Entrepreneurs pay their staff and the bills first and then if there is anything left over they get to pay themselves. This is particularly true when they are starting out. They are passionate about the product or service that they are providing and need to consistently give 100% (or more) effort into what they are doing in order to build the brand and the business.
2. Employees are managed. They have someone that they report into, there is always someone else who is ultimately responsible for what they do (or don’t do as the case may be). Entrepreneurs manage others and themselves. That means that ‘the buck stops’ with them and they are responsible for everything that happens at the end of the day.
3. Employees have a specified ‘end of day’ time. Irrespective of whether they have an employment contract or letter of employment, the number of hours that they work is governed by the BCEA (Basic Conditions of Employment Act) and they cannot be forced to work overtime unless they have agreed to do so in writing. An entrepreneur has no specific closing time – they often work long grueling hours and even through the night, to meet deadlines and get the work out.
4. Employees are only responsible for developing themselves, provided of course that they want to grow or improve themselves – many have no interest in this at all. Entrepreneurs, on the other hand not only develop themselves (and that is an ongoing challenge), but they are also responsible for developing their staff. Actually, if the truth be told, you will find that entrepreneurs try and develop everyone that they come into contact with.
I am sure that you can see from the few points that I have highlighted that the list could very well be endless. The point that I am trying to make however, is that the mindset is very different. It has to be!
This of course means that if you are wanting to start your own business and do your own thing, you have to step up to the plate and stop thinking like an employee and start thinking like an entrepreneur.
Next time we will have a look at some of the issues that you have to look at, understand and more often than not, follow.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen – Viljoen Consulting (Pty) Ltd
Please note that this pertains to South African compliance regulations and Best Practice.
I have, of late, been mentoring several young ladies who are currently employed, but who dream of owning their own businesses. The more I talk to them, the more I become aware of the huge mind shift change that has to take place. And this is how this particular series was born.
Firstly, I would like to explore some of the differences between an employee and an entrepreneur – just so that we can all understand the basic differences and understand what we are getting ourselves into.
1. An employee is paid to work, they are paid, often irrespective of whether they put in a full days’ work or not. They are paid irrespective of whether they have given 100% effort or done ‘just enough to get by. An entrepreneur pays others to work and often works for free themselves. Entrepreneurs pay their staff and the bills first and then if there is anything left over they get to pay themselves. This is particularly true when they are starting out. They are passionate about the product or service that they are providing and need to consistently give 100% (or more) effort into what they are doing in order to build the brand and the business.
2. Employees are managed. They have someone that they report into, there is always someone else who is ultimately responsible for what they do (or don’t do as the case may be). Entrepreneurs manage others and themselves. That means that ‘the buck stops’ with them and they are responsible for everything that happens at the end of the day.
3. Employees have a specified ‘end of day’ time. Irrespective of whether they have an employment contract or letter of employment, the number of hours that they work is governed by the BCEA (Basic Conditions of Employment Act) and they cannot be forced to work overtime unless they have agreed to do so in writing. An entrepreneur has no specific closing time – they often work long grueling hours and even through the night, to meet deadlines and get the work out.
4. Employees are only responsible for developing themselves, provided of course that they want to grow or improve themselves – many have no interest in this at all. Entrepreneurs, on the other hand not only develop themselves (and that is an ongoing challenge), but they are also responsible for developing their staff. Actually, if the truth be told, you will find that entrepreneurs try and develop everyone that they come into contact with.
I am sure that you can see from the few points that I have highlighted that the list could very well be endless. The point that I am trying to make however, is that the mindset is very different. It has to be!
This of course means that if you are wanting to start your own business and do your own thing, you have to step up to the plate and stop thinking like an employee and start thinking like an entrepreneur.
Next time we will have a look at some of the issues that you have to look at, understand and more often than not, follow.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Monday, July 15, 2019
Inspiration – Actions Speak Louder than Words
Inspiration – Actions Speak Louder than Words
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
Ralph, Waldo Emerson says “What you do speaks so loud that I cannot hear what you say.”
So many times I get the feeling that I am talking “at” people rather than talking to them or with them.
The perception, when you are engaged in conversation is that people are hanging onto every word that you say or alternatively, not listening at all. The reality is of course that it’s somewhere in the middle.
What does always really stand out however (well it does for me) is the credibility of the person who is speaking and in order for most people to gain credibility they have to be seen “Walking the talk”.
Let me tell you now, people are tired of “Talk Shows!” More and more people want to see that a person lives up the expectations that they have set up. They want to see that you are a person of your word, a person who can be depended on, a person of moral character.
Many years ago, when I was still a child, my father said “You have no control over the name that you bring into this world because it is the name that I have given you, but you are responsible for the name that you take out of this world because it is the name that you have made for yourself”.
It is something that I have been aware of my whole life and it is something that I live by and something that I live for within the parameters of my business. It is intrinsically who I am and what I stand for.
SMMEs (Small, Medium, Micro Enterprises), in general have earned themselves a reputation and sadly it is one of being unreliable, one of not being able to deliver.
Why? We because we are so busy telling people how fabulous we are, that there is no time to be the ‘fabulous’ that we say we are.
On a personal level, I am far more comfortable being ‘fabulous’ than talking about how ‘fabulous’ I am. I am far more comfortable ‘doing’ than talking about doing.
So tell me are you a “doer” or are you just a talker? Do walk the talk or just talk the talk?
I know exactly which one I want to be known as - do you?
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
Ralph, Waldo Emerson says “What you do speaks so loud that I cannot hear what you say.”
So many times I get the feeling that I am talking “at” people rather than talking to them or with them.
The perception, when you are engaged in conversation is that people are hanging onto every word that you say or alternatively, not listening at all. The reality is of course that it’s somewhere in the middle.
What does always really stand out however (well it does for me) is the credibility of the person who is speaking and in order for most people to gain credibility they have to be seen “Walking the talk”.
Let me tell you now, people are tired of “Talk Shows!” More and more people want to see that a person lives up the expectations that they have set up. They want to see that you are a person of your word, a person who can be depended on, a person of moral character.
Many years ago, when I was still a child, my father said “You have no control over the name that you bring into this world because it is the name that I have given you, but you are responsible for the name that you take out of this world because it is the name that you have made for yourself”.
It is something that I have been aware of my whole life and it is something that I live by and something that I live for within the parameters of my business. It is intrinsically who I am and what I stand for.
SMMEs (Small, Medium, Micro Enterprises), in general have earned themselves a reputation and sadly it is one of being unreliable, one of not being able to deliver.
Why? We because we are so busy telling people how fabulous we are, that there is no time to be the ‘fabulous’ that we say we are.
On a personal level, I am far more comfortable being ‘fabulous’ than talking about how ‘fabulous’ I am. I am far more comfortable ‘doing’ than talking about doing.
So tell me are you a “doer” or are you just a talker? Do walk the talk or just talk the talk?
I know exactly which one I want to be known as - do you?
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Friday, July 12, 2019
HR 101 - Maintain Control of your Staff – Part 7
HR 101 - Maintain Control of your Staff – Part 7
By Nikki Viljoen of Viljoen Consulting (Pty) Ltd
Please note that this pertains to South African Labour Relations and Best Practice requirements.
During the course of the several last weeks, we have had a pretty extensive look at some of the more common problems that line managers and SMME’s experience with their staff. I have touched on some of the ways in which to combat these problems but list hereunder some additional thoughts on the subject.
Before I get into any kind of serious detail about the “how to” of controlling the situation, let me make it very clear from the get go that it is not necessarily the Manager’s fault that the staff want to get up to the mischief that they manage to get themselves into. Human nature being what it is means that there will always be those individuals who are lazy or who actually are not interested in what they are doing or in fact have no interest in being an integral part of a team. That is just the way that it is sometimes.
Here’s the thing though, it is incumbent upon the manager to implement measures that control staff and this is usually done in the first instance by putting together preventative and even corrective measures. These measures of course have one of two effects upon the staff. They will either change the behaviour of the staff member, or alternatively where the staff member is just not interested in conforming or getting back into line with the rest of the staff – these measures can and should be used to discipline and where applicable, even dismiss the individuals concerned (be sure to follow the correct procedures though).
The manager, must therefore be able to quickly recognise where there is a problem with rebellious or lazy staff. Staff who are demotivated also need to be monitored closely to ensure that they too start working correctly. Managers need to deal with staff in such a way that they clearly understand that their bad behaviour is not going to be tolerated. Staff who have momentarily ‘lost’ their way, need to be guided back to what they should be doing in a fair, but also firm manner.
Where necessary, swift and appropriate disciplinary action should be taken, which not only deals effectively with the situation, but also is considered fair by the CCMA and the various bargaining councils.
Any kind of procedure must be fair though and disciplinary action taken must always be procedurally correct to ensure that the employer doesn’t end up on the ‘receiving’ end of the wrath of the CCMA.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen of Viljoen Consulting (Pty) Ltd
Please note that this pertains to South African Labour Relations and Best Practice requirements.
During the course of the several last weeks, we have had a pretty extensive look at some of the more common problems that line managers and SMME’s experience with their staff. I have touched on some of the ways in which to combat these problems but list hereunder some additional thoughts on the subject.
Before I get into any kind of serious detail about the “how to” of controlling the situation, let me make it very clear from the get go that it is not necessarily the Manager’s fault that the staff want to get up to the mischief that they manage to get themselves into. Human nature being what it is means that there will always be those individuals who are lazy or who actually are not interested in what they are doing or in fact have no interest in being an integral part of a team. That is just the way that it is sometimes.
Here’s the thing though, it is incumbent upon the manager to implement measures that control staff and this is usually done in the first instance by putting together preventative and even corrective measures. These measures of course have one of two effects upon the staff. They will either change the behaviour of the staff member, or alternatively where the staff member is just not interested in conforming or getting back into line with the rest of the staff – these measures can and should be used to discipline and where applicable, even dismiss the individuals concerned (be sure to follow the correct procedures though).
The manager, must therefore be able to quickly recognise where there is a problem with rebellious or lazy staff. Staff who are demotivated also need to be monitored closely to ensure that they too start working correctly. Managers need to deal with staff in such a way that they clearly understand that their bad behaviour is not going to be tolerated. Staff who have momentarily ‘lost’ their way, need to be guided back to what they should be doing in a fair, but also firm manner.
Where necessary, swift and appropriate disciplinary action should be taken, which not only deals effectively with the situation, but also is considered fair by the CCMA and the various bargaining councils.
Any kind of procedure must be fair though and disciplinary action taken must always be procedurally correct to ensure that the employer doesn’t end up on the ‘receiving’ end of the wrath of the CCMA.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Thursday, July 11, 2019
Early Warning - All About Procurement Fraud – Part 4
By Nikki Viljoen – N Viljoen Consulting (Pty) Ltd
Last time we looked at some of the different types of issues that need to be looked at around procurement.
Today we will have a look at some more.
As we said one of the ways to limit procurement fraud is to ensure that you have a proper procurement policy in place and that it is adhered to and checked on a regular basis. We looked at the Needs Analysis, Timing and Suppliers. Other issues that need to be taken into account when implementing the procurement process are (but not limited to):
1. Supplier Communication
Once you have sourced the supplier, irrespective of whether you have one supplier for each product or several suppliers, you need to obtain quotes and ask for a proposal. It may be that you require additional information pertaining to the product and where it was sourced (for the Eur1 certificate if applicable). It is important to have the correct contact details of the person that you will be dealing with in order to establish a good working relationship.
If this is a new supplier that you are considering, it is a good idea to get references (which of course must be checked properly). You may require samples so that you can check the quality or find out who to speak with when you have issues around repairs or maintenance or installation etc. You may what to test samples so need both new and used products in order to conduct same.
Clearly the better the lines of communication the more successful the relationship will be, remember to be clear in your expectations and requirements.
2. Negotiation
I always say that assumption, perception, expectation and interpretation are the four most dangerous words in the dictionary because they seldom meet reality!
The reality of course is that there will always be negotiation. The client always wants to pay less for the goods and the seller always wants to sell more products for more money.
Make sure that your expectations are fair and clear. Is the price right, are the goods readily available and if not what are the time lines for delivery? Are the products standard or do they have to be customized and if so what does that entail? Delivery schedules should be put into place as well as payment schedules.
If you need to test certain products to ensure quality etc., then this also needs to be documented into your process as well as what the physical tests are. The acceptable levels are in terms of the quality and functionality of the product.
Next time we will have a look at a few more steps that need to address in your procurement process.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen – N Viljoen Consulting (Pty) Ltd
Last time we looked at some of the different types of issues that need to be looked at around procurement.
Today we will have a look at some more.
As we said one of the ways to limit procurement fraud is to ensure that you have a proper procurement policy in place and that it is adhered to and checked on a regular basis. We looked at the Needs Analysis, Timing and Suppliers. Other issues that need to be taken into account when implementing the procurement process are (but not limited to):
1. Supplier Communication
Once you have sourced the supplier, irrespective of whether you have one supplier for each product or several suppliers, you need to obtain quotes and ask for a proposal. It may be that you require additional information pertaining to the product and where it was sourced (for the Eur1 certificate if applicable). It is important to have the correct contact details of the person that you will be dealing with in order to establish a good working relationship.
If this is a new supplier that you are considering, it is a good idea to get references (which of course must be checked properly). You may require samples so that you can check the quality or find out who to speak with when you have issues around repairs or maintenance or installation etc. You may what to test samples so need both new and used products in order to conduct same.
Clearly the better the lines of communication the more successful the relationship will be, remember to be clear in your expectations and requirements.
2. Negotiation
I always say that assumption, perception, expectation and interpretation are the four most dangerous words in the dictionary because they seldom meet reality!
The reality of course is that there will always be negotiation. The client always wants to pay less for the goods and the seller always wants to sell more products for more money.
Make sure that your expectations are fair and clear. Is the price right, are the goods readily available and if not what are the time lines for delivery? Are the products standard or do they have to be customized and if so what does that entail? Delivery schedules should be put into place as well as payment schedules.
If you need to test certain products to ensure quality etc., then this also needs to be documented into your process as well as what the physical tests are. The acceptable levels are in terms of the quality and functionality of the product.
Next time we will have a look at a few more steps that need to address in your procurement process.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Wednesday, July 10, 2019
Tuesday, July 09, 2019
Business Tips – Social Media – What Gives?
Business Tips – Social Media – What Gives?
By Nikki Viljoen – Viljoen Consulting (Pty) Ltd
Many of my clients seem to be tearing their hair out because of staff taking time away from their designated jobs to ‘play’ on the social media sites or incessantly chat on their cell phones.
Twenty years ago Social Media was simply the radio or television and was relatively harmless to business – I mean it was quite easy to ensure that staff were not glued to the TV or the radio. With the introduction of WWW (World Wide Web) and the internet however, things have changed drastically and currently employers are bearing the brunt of it.
Today we have all sorts of distractions such as (but not limited to) Facebook, Twitter, LinkedIn and don’t forget Instagram and WhatsApp. According to an article written by Jan Du Toit entitled “Social Media: Guidelines on the policy for employees using social media for non-business purposes”, employees spend as much as 79% of their business day, playing on social networking and gaming sites. Never mind the work that doesn’t get done, there is also the cost of the resource that the company will ultimately be responsible for. Just how long can any company, regardless of its’ size, continue doing business under these circumstances – my guess is not very long at all.
There have also been reported incidents where employees have been dismissed because of how they have disparaged bosses or colleagues or clients, publically – what kind of damage does that do to the reputation of the company as well as the individual? Yes, technology has advanced us as a species into a wonderful world, where there is so much to explore and learn – sadly, it has also caused huge problems in terms of the way that it is being abused by individuals who have no control over their own actions and who are addicted to the games or the interaction. Sadly many of us find that are lives are now governed by gadgets.
It is obvious, that in order for SME’s (small, medium enterprises) as well as big corporate companies, to survive the technical revolution, certain measures need to be implemented to ensure that staff spend their work time actually working and not playing in their personal capacities. Enter the Social Media Policy. This will set clear guidelines to ensure that staff do not abuse company resources and provide clear definitions between what is and isn’t allowed.
Here are some of the types of issues that would need to be addressed:
If the employee is using media sites for business purposes, they must be aware of and clear on (but not limited to):
- Which social media sites can be used and when.
- The legality of postings and whether they are ethical or disrespectful and disparaging.
- The company’s confidentiality policy should not be breeched, this should include the personal details of management, colleagues and even clients and suppliers.
- Company details and information should be correctly disclosed, and only the official company logo should be used.
- In terms of compliance or legislation, it is also a good idea to ensure that all copyright laws are adhered to.
- Media type statements and public postings should always first be cleared by the employer or their designate.
For employees using the internet, social media (including cell phones and IM {instant messages applications}), they should be (but not limited to).
- Company policy on the use of company equipment as well as what social sites can be used and when
- Company confidentiality policy must not be breeched in any way, so company information must be kept safe
- The company code of conduct should be upheld
- Employees should only post in their personal capacities and not on ‘behalf of’ the company, their colleagues, clients or service providers and suppliers.
- Usage of cellphones should also be included here.
Furthermore, employees should be made aware of the consequences, should they fail to comply with the policy and a reminder that internet and e-mail and in the case of company cell phones, usage can and will be monitored.
It’s also a good idea to include this on the letter or contract of appointment, making sure that employees understand that when they sign their letters or contracts, they also give employers permission to monitor the internet/e-mail/cell phone usage of the employee.
Please contact Nikki, if you require assistance with this policy or any other policies/procedures/templates that you may require.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen – Viljoen Consulting (Pty) Ltd
Many of my clients seem to be tearing their hair out because of staff taking time away from their designated jobs to ‘play’ on the social media sites or incessantly chat on their cell phones.
Twenty years ago Social Media was simply the radio or television and was relatively harmless to business – I mean it was quite easy to ensure that staff were not glued to the TV or the radio. With the introduction of WWW (World Wide Web) and the internet however, things have changed drastically and currently employers are bearing the brunt of it.
Today we have all sorts of distractions such as (but not limited to) Facebook, Twitter, LinkedIn and don’t forget Instagram and WhatsApp. According to an article written by Jan Du Toit entitled “Social Media: Guidelines on the policy for employees using social media for non-business purposes”, employees spend as much as 79% of their business day, playing on social networking and gaming sites. Never mind the work that doesn’t get done, there is also the cost of the resource that the company will ultimately be responsible for. Just how long can any company, regardless of its’ size, continue doing business under these circumstances – my guess is not very long at all.
There have also been reported incidents where employees have been dismissed because of how they have disparaged bosses or colleagues or clients, publically – what kind of damage does that do to the reputation of the company as well as the individual? Yes, technology has advanced us as a species into a wonderful world, where there is so much to explore and learn – sadly, it has also caused huge problems in terms of the way that it is being abused by individuals who have no control over their own actions and who are addicted to the games or the interaction. Sadly many of us find that are lives are now governed by gadgets.
It is obvious, that in order for SME’s (small, medium enterprises) as well as big corporate companies, to survive the technical revolution, certain measures need to be implemented to ensure that staff spend their work time actually working and not playing in their personal capacities. Enter the Social Media Policy. This will set clear guidelines to ensure that staff do not abuse company resources and provide clear definitions between what is and isn’t allowed.
Here are some of the types of issues that would need to be addressed:
If the employee is using media sites for business purposes, they must be aware of and clear on (but not limited to):
- Which social media sites can be used and when.
- The legality of postings and whether they are ethical or disrespectful and disparaging.
- The company’s confidentiality policy should not be breeched, this should include the personal details of management, colleagues and even clients and suppliers.
- Company details and information should be correctly disclosed, and only the official company logo should be used.
- In terms of compliance or legislation, it is also a good idea to ensure that all copyright laws are adhered to.
- Media type statements and public postings should always first be cleared by the employer or their designate.
For employees using the internet, social media (including cell phones and IM {instant messages applications}), they should be (but not limited to).
- Company policy on the use of company equipment as well as what social sites can be used and when
- Company confidentiality policy must not be breeched in any way, so company information must be kept safe
- The company code of conduct should be upheld
- Employees should only post in their personal capacities and not on ‘behalf of’ the company, their colleagues, clients or service providers and suppliers.
- Usage of cellphones should also be included here.
Furthermore, employees should be made aware of the consequences, should they fail to comply with the policy and a reminder that internet and e-mail and in the case of company cell phones, usage can and will be monitored.
It’s also a good idea to include this on the letter or contract of appointment, making sure that employees understand that when they sign their letters or contracts, they also give employers permission to monitor the internet/e-mail/cell phone usage of the employee.
Please contact Nikki, if you require assistance with this policy or any other policies/procedures/templates that you may require.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Monday, July 08, 2019
Inspiration – Achievements
Inspiration – Achievements
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
David T Schwartz says “All great achievements require time”.
Well this is one area that I am seriously found wanting – not the achievements part, but certainly the time part.
Like most people, I want instant gratification. I want results and I want them right now!
Sounds familiar – doesn’t it?
We flick a switch and we want the light to come on. We put our card into the ATM and we want the money to come out. We turn a key and we want the car to start.
Yet, think about it for a moment – can you imagine an instant sunrise or sunset? Isn’t part of the wonder, the magnificence and the beauty to watch the sunrise from the first hint of light to the brilliance of the colours, the freshness of the new day and the understanding of new beginnings?
Think back on all the most special moments of your life – none of them were a single moment, but rather a culmination of moments leading up to something incredibly special. They usually involve some, if not all of your senses and always take time to build up before the results are in.
I guess what I am trying to say is that the magical moments take time to arrive – it’s a process, so take the time to savor them and enjoy them.
So to is it with achievements. We work hard, we practice hard and through all of this, in time – we achieve. Remember that there are small achievements and there are large achievements.
The size and the caliber of the achievement is attributable to the goals, aspirations and dreams of the individual.
So don’t try and rush it, enjoy the journey, live the dream and savor the rewards.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
David T Schwartz says “All great achievements require time”.
Well this is one area that I am seriously found wanting – not the achievements part, but certainly the time part.
Like most people, I want instant gratification. I want results and I want them right now!
Sounds familiar – doesn’t it?
We flick a switch and we want the light to come on. We put our card into the ATM and we want the money to come out. We turn a key and we want the car to start.
Yet, think about it for a moment – can you imagine an instant sunrise or sunset? Isn’t part of the wonder, the magnificence and the beauty to watch the sunrise from the first hint of light to the brilliance of the colours, the freshness of the new day and the understanding of new beginnings?
Think back on all the most special moments of your life – none of them were a single moment, but rather a culmination of moments leading up to something incredibly special. They usually involve some, if not all of your senses and always take time to build up before the results are in.
I guess what I am trying to say is that the magical moments take time to arrive – it’s a process, so take the time to savor them and enjoy them.
So to is it with achievements. We work hard, we practice hard and through all of this, in time – we achieve. Remember that there are small achievements and there are large achievements.
The size and the caliber of the achievement is attributable to the goals, aspirations and dreams of the individual.
So don’t try and rush it, enjoy the journey, live the dream and savor the rewards.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Friday, July 05, 2019
HR 101 - Maintain Control of your Staff – Part 6
HR 101 - Maintain Control of your Staff – Part 6
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
Please note that this pertains to South African Labour Relations and Best Practice requirements.
One of my ‘pet hates’ is when people miss deadlines. I mean, what’s the point of setting a goal or a deadline, if you don’t mean to meet it? It’s like having a meeting for the sake of having a meeting – a complete waste of time! Having employees who consistently don’t meet deadlines can have an adverse effect on the rest of the team and ultimately on the business, particularly if, by missing their deadlines they impact on what is to follow. Projects don’t flow, time is wasted and wasted time always means wasted money.
Ensuring that your staff meet their deadlines means that they need to be properly managed and that their performance needs to be measured. The staff need to understand that there are consequences if deadlines are missed and employers need to ensure that these consequences are in fact enforced.
Another situation that many employers find themselves in is where money is literally being thrown away is when production materials are wasted or worse, misappropriated for personal use by the staff. Wasting production materials will obviously have an affect on your bottom line, in that it will adversely affect the ‘cost of sale’, which in turn will have an affect on the margin and ultimately decrease the profits.
Finally, another of my pet hates is the employee who is always late, who takes extended tea and lunch breaks and then leaves early too. Stealing time from employers is one of the easiest things to do – think about it for a moment – which boss gets all bent out of shape because someone is 5 minutes late? Not many that I know of – but add it up! 5 minutes late for work, plus 5 minutes late from morning tea, then another 5 minutes late from lunch and 5 minutes late from afternoon tea and then they leave 5 minutes early at the end of the day. That’s already 25 minutes per day – almost 2 ½ hours per week or 10 hours per month – now the whole picture changes, doesn’t it?
Employees need to understand that there is a “zero” tolerance to tardiness. Again though, if this is not measured, controlled, monitored and implemented with consequences evidencing that you mean what you say, it is quite meaningless in itself.
Having consequences that are not enforced is the same as having no consequences at all.
Next time we will have a look at some examples of how to effectively control and manage your employees.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
Please note that this pertains to South African Labour Relations and Best Practice requirements.
One of my ‘pet hates’ is when people miss deadlines. I mean, what’s the point of setting a goal or a deadline, if you don’t mean to meet it? It’s like having a meeting for the sake of having a meeting – a complete waste of time! Having employees who consistently don’t meet deadlines can have an adverse effect on the rest of the team and ultimately on the business, particularly if, by missing their deadlines they impact on what is to follow. Projects don’t flow, time is wasted and wasted time always means wasted money.
Ensuring that your staff meet their deadlines means that they need to be properly managed and that their performance needs to be measured. The staff need to understand that there are consequences if deadlines are missed and employers need to ensure that these consequences are in fact enforced.
Another situation that many employers find themselves in is where money is literally being thrown away is when production materials are wasted or worse, misappropriated for personal use by the staff. Wasting production materials will obviously have an affect on your bottom line, in that it will adversely affect the ‘cost of sale’, which in turn will have an affect on the margin and ultimately decrease the profits.
Finally, another of my pet hates is the employee who is always late, who takes extended tea and lunch breaks and then leaves early too. Stealing time from employers is one of the easiest things to do – think about it for a moment – which boss gets all bent out of shape because someone is 5 minutes late? Not many that I know of – but add it up! 5 minutes late for work, plus 5 minutes late from morning tea, then another 5 minutes late from lunch and 5 minutes late from afternoon tea and then they leave 5 minutes early at the end of the day. That’s already 25 minutes per day – almost 2 ½ hours per week or 10 hours per month – now the whole picture changes, doesn’t it?
Employees need to understand that there is a “zero” tolerance to tardiness. Again though, if this is not measured, controlled, monitored and implemented with consequences evidencing that you mean what you say, it is quite meaningless in itself.
Having consequences that are not enforced is the same as having no consequences at all.
Next time we will have a look at some examples of how to effectively control and manage your employees.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Thursday, July 04, 2019
Early Warning 101 - All About Procurement Fraud – Part 3
Early Warning 101 - All About Procurement Fraud – Part 3
By Nikki Viljoen – N Viljoen Consulting (Pty) Ltd
Last time we looked at some of the different types of procurement
Today we will have a look at some of the different issues that need to be looked at, around procurement.
One of the ways to limit procurement fraud is to ensure that you have a proper procurement policy in place and that it is adhered to and checked on a regular basis. Issues that need to be taken into account when implementing the procurement process are (but not limited to):
1. Needs Analysis.
It’s a good idea to sit down and establish a strategy. This of course means that you really have to understand the Company’s needs. To start off, a ‘short term’ strategy (usually anything between three to five years) should be implemented. You will also need to “define” the ‘technical direction’ as well as the requirements that this will entail. Remember technology changes at an incredible rate and therefore you need to prepare yourself for all the changes coming down the road.
2. Timing
When do you need the stock? How long does it take to get to you? How quickly (or slowly) do you go through the stock and at what level of ‘stock-on-hand’ are you comfortable with for each product?
Remember stock-on-hand becomes money in the bank, only when it is sold, so having too much stock-on-hand is not a good thing particularly if it is a ‘slow’ moving product.
On the other hand, if you don’t have the stock-on-hand, you won’t have the money in the bank either as you cannot sell what you don’t have, so not having enough stock on hand is not a good thing either, particularly if it is a ‘fast’ moving product.
3. Suppliers
You need to identify your suppliers. In a small environment this is usually done through your networks and then when that fails you will usually resort to Google. Remember that whilst referrals from friends, relatives, colleagues and in particular staff, can be great, they may also carry a hidden cost in the form of ‘kickbacks’ or payoffs.
You need to ascertain if the product is a specific brand, in which case there will be recognized suppliers, or maybe you would like a product that is similar but less costly. You may want to use several suppliers for the same product or use a single supplier for all of your products. You may want to use local suppliers or import your products, the choice of course is always yours. Here’s the thing though, it is very important that you do the research and identify who best, will supply you with what you require at a competitive price – good value for money is the name of the game.
If you are wanting to import, then attending Trade Shows or contacting the ‘Trade” section of a Chamber of Commerce who will assist you, is the way to go. Taking a company’s name and contact details out of the yellow pages or its electronic equivalent, without getting referrals and doing your homework is a very clear recipe for disaster.
Next time we will have a look at some more of these issues.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen – N Viljoen Consulting (Pty) Ltd
Last time we looked at some of the different types of procurement
Today we will have a look at some of the different issues that need to be looked at, around procurement.
One of the ways to limit procurement fraud is to ensure that you have a proper procurement policy in place and that it is adhered to and checked on a regular basis. Issues that need to be taken into account when implementing the procurement process are (but not limited to):
1. Needs Analysis.
It’s a good idea to sit down and establish a strategy. This of course means that you really have to understand the Company’s needs. To start off, a ‘short term’ strategy (usually anything between three to five years) should be implemented. You will also need to “define” the ‘technical direction’ as well as the requirements that this will entail. Remember technology changes at an incredible rate and therefore you need to prepare yourself for all the changes coming down the road.
2. Timing
When do you need the stock? How long does it take to get to you? How quickly (or slowly) do you go through the stock and at what level of ‘stock-on-hand’ are you comfortable with for each product?
Remember stock-on-hand becomes money in the bank, only when it is sold, so having too much stock-on-hand is not a good thing particularly if it is a ‘slow’ moving product.
On the other hand, if you don’t have the stock-on-hand, you won’t have the money in the bank either as you cannot sell what you don’t have, so not having enough stock on hand is not a good thing either, particularly if it is a ‘fast’ moving product.
3. Suppliers
You need to identify your suppliers. In a small environment this is usually done through your networks and then when that fails you will usually resort to Google. Remember that whilst referrals from friends, relatives, colleagues and in particular staff, can be great, they may also carry a hidden cost in the form of ‘kickbacks’ or payoffs.
You need to ascertain if the product is a specific brand, in which case there will be recognized suppliers, or maybe you would like a product that is similar but less costly. You may want to use several suppliers for the same product or use a single supplier for all of your products. You may want to use local suppliers or import your products, the choice of course is always yours. Here’s the thing though, it is very important that you do the research and identify who best, will supply you with what you require at a competitive price – good value for money is the name of the game.
If you are wanting to import, then attending Trade Shows or contacting the ‘Trade” section of a Chamber of Commerce who will assist you, is the way to go. Taking a company’s name and contact details out of the yellow pages or its electronic equivalent, without getting referrals and doing your homework is a very clear recipe for disaster.
Next time we will have a look at some more of these issues.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Wednesday, July 03, 2019
Networking 101 - Beware of Information Overload
Networking 101 - Beware of Information Overload
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
With the introduction of the internet we are exposed and even subjected, against our will, to a huge amount of information.
Gone are the days when we had to traipse off to the local library to do research, having to haul down dusty books that we hoped would have the necessary information that we needed. Nowadays, with a click of a mouse, we have all the information that we need and then some. Information in great abundance.
Abundance of information, is now becoming a problem. You see most of us suffer from ‘Information Overload’.
So why am I bringing all of this up in an article about Networking? Well it is really quite simple. Some people who attend Networking meetings, try to get everything that they do into their 30 second pitch. The result of this is that at the end of the meeting, the most that will be remembered is that person XZM had a huge amount to say. What they were actually talking about is often not heard at all.
In this case – less is actually more.
If you have or wear several hats in business, rather pick one or two or at a push, three issues or areas of expertise and then talk about these clearly and concisely.
Remember you are not communicating on a ‘one on one’ with someone who will actually refer you, but rather a group of people who don’t know you and who you need to ignite a spark of interest in. Once interested in what you have to say, they will seek you out and then that is when you arrange for a ‘one on one’ meeting and at that meeting is where you share, in greater detail, what it is that you do. Don’t forget to return the favour though – you need to listen carefully to what it is that they do to.
At the start though, remember – less is more, be clear in what you say, keep it short but make it memorable.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
With the introduction of the internet we are exposed and even subjected, against our will, to a huge amount of information.
Gone are the days when we had to traipse off to the local library to do research, having to haul down dusty books that we hoped would have the necessary information that we needed. Nowadays, with a click of a mouse, we have all the information that we need and then some. Information in great abundance.
Abundance of information, is now becoming a problem. You see most of us suffer from ‘Information Overload’.
So why am I bringing all of this up in an article about Networking? Well it is really quite simple. Some people who attend Networking meetings, try to get everything that they do into their 30 second pitch. The result of this is that at the end of the meeting, the most that will be remembered is that person XZM had a huge amount to say. What they were actually talking about is often not heard at all.
In this case – less is actually more.
If you have or wear several hats in business, rather pick one or two or at a push, three issues or areas of expertise and then talk about these clearly and concisely.
Remember you are not communicating on a ‘one on one’ with someone who will actually refer you, but rather a group of people who don’t know you and who you need to ignite a spark of interest in. Once interested in what you have to say, they will seek you out and then that is when you arrange for a ‘one on one’ meeting and at that meeting is where you share, in greater detail, what it is that you do. Don’t forget to return the favour though – you need to listen carefully to what it is that they do to.
At the start though, remember – less is more, be clear in what you say, keep it short but make it memorable.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Tuesday, July 02, 2019
BUSINESS TIPS – Managing Your Business – Part 5
BUSINESS
TIPS – Managing Your Business – Part 5
By Nikki Viljoen – Viljoen Consulting (Pty) Ltd – April
2011
Irrespective of how ‘uncertain’ times are and how difficult it is to get
the business in or make the sale, or how much you have downscaled the expenses,
the fact of the matter is that you have to keep your staff motivated if you
want to still get the business in and the orders processed. Clearly I am not talking only of the sales
staff here!
Here’s the thing, if you have cut back and trimmed away as much as you
should have and tightened your belt as far as it can be tightened, then most if
not all of your staff have taken over some (if not all) of the duties of the
staff who have left and usually for no additional remuneration. That means that you need to implement some
sort of reward system to motivate them.
This is where you have to get creative, as you may not be able to reward
them financially. There are many perks that don’t necessarily cost the company
a lot of money but could have huge beneficial implications to the staff. Things like, introducing flexitime, so that
they spend less time in traffic and therefore have more quality family time or
even, if it can be done, allowing them to work from home. This could result in you renting out your
excess office space and your staff member spending less on fuel and toll fees –
a win/win situation, I am sure you will agree.
Rather get rid of the ‘dead wood’ and poor performers and reward those
who have invested themselves in your company and who work effectively and
efficiently. Poor performers and ‘dead wood’ take up a huge amount of
management time and ultimately increase costs in more ways than one.
One of the quickest ways to decrease costs and increase productivity is
to ensure that your operational costs are kept to a minimum. Machinery should be well and regularly
maintained to optimise efficient use and processes implemented and properly
managed to ensure that both quantity and quality of output. This should also be measured to ensure that
it is of the highest standard. Regular
review of processes and procedures to ensure that they are both effective and
efficient and that they comply with legislation will also ensure that workflow
output is optimised and constant and that fines or penalties are not levied
against you for non-compliance.
Finally, “always keep your enemies close”. Make sure that you know what your competition
is doing to ensure that you are doing things better, more efficiently and more
effectively. Make sure that your always
give value for money and that you operate from a place of integrity and honesty
with your clients, your suppliers and your staff.
In your Business – honesty really is the best policy!
Nikki is
an Internal Auditor and Business Administration Specialist who can be contacted
on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Monday, July 01, 2019
Inspiration – Accepting Responsibility for Change
Inspiration – Accepting Responsibility for Change
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
Dennis Waitley says “There are two primary choices in life, to accept conditions as they exist, or accept responsibility for changing them.”
Looking back on the articles that I have written on the subject of ‘accepting responsibility’ over the years, I am both surprised (at the sheer volume) and also a little saddened by it. Saddened because I still seem to find the need to write about something that I really feel should be second nature and automatic – taking responsibility for ones actions.
Change has to happen, it is the only way that we grow and evolve, whether as individuals, as part of a team (such as a company) or even as a country – change is going to happen, accept it. Despite the fact that so many of us resist change at every opportunity, we all accept on one level or another, that it has to happen – the Universe, the Gods (whomever you may perceive them to be) won’t let us sit and rest in our comfort zones for too long – we have to make changes and we all make them in our daily lives – yes we do, when you change lanes in order to go past another car – you’re making a change to your destiny (yip that’s exactly what you are doing!).
Now logic must tell us that any kind of change, no matter how big or how small, will have a consequence. Not only will it have a consequence, but it will also have ‘pros and cons’ and depending upon which one outweighs the other and which one we choose, we will be, in effect, accepting that particular consequence and that particular consequence will have a responsibility that someone will need to take and since you made the decision to change, the consequence and therefore the responsibility for that change is, and should be all yours!
That makes me, (and therefore you too) a very powerful person (and I’m not talking about the power that CEO’s and world leaders – even corrupt one’s wield), I am talking about the power to make positive (yes and negative) changes in our own lives – changes that can improve every aspect of our lives. Oh, I know that many folk bemoan their lot in life and bemoan the fact that they are stuck in a rut or have no choice – but I guess that that is their choice and therefore their decision and it should be their responsibility therefore, to live like that.
The fact of the matter is that if you want to change, you have to take responsibility for yourself and make that change.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
Dennis Waitley says “There are two primary choices in life, to accept conditions as they exist, or accept responsibility for changing them.”
Looking back on the articles that I have written on the subject of ‘accepting responsibility’ over the years, I am both surprised (at the sheer volume) and also a little saddened by it. Saddened because I still seem to find the need to write about something that I really feel should be second nature and automatic – taking responsibility for ones actions.
Change has to happen, it is the only way that we grow and evolve, whether as individuals, as part of a team (such as a company) or even as a country – change is going to happen, accept it. Despite the fact that so many of us resist change at every opportunity, we all accept on one level or another, that it has to happen – the Universe, the Gods (whomever you may perceive them to be) won’t let us sit and rest in our comfort zones for too long – we have to make changes and we all make them in our daily lives – yes we do, when you change lanes in order to go past another car – you’re making a change to your destiny (yip that’s exactly what you are doing!).
Now logic must tell us that any kind of change, no matter how big or how small, will have a consequence. Not only will it have a consequence, but it will also have ‘pros and cons’ and depending upon which one outweighs the other and which one we choose, we will be, in effect, accepting that particular consequence and that particular consequence will have a responsibility that someone will need to take and since you made the decision to change, the consequence and therefore the responsibility for that change is, and should be all yours!
That makes me, (and therefore you too) a very powerful person (and I’m not talking about the power that CEO’s and world leaders – even corrupt one’s wield), I am talking about the power to make positive (yes and negative) changes in our own lives – changes that can improve every aspect of our lives. Oh, I know that many folk bemoan their lot in life and bemoan the fact that they are stuck in a rut or have no choice – but I guess that that is their choice and therefore their decision and it should be their responsibility therefore, to live like that.
The fact of the matter is that if you want to change, you have to take responsibility for yourself and make that change.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
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