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By Daniel Orelowitz, MD at Training Force and Trenton Birch, CEO at Cheeba Africa

South Africa stands at a crossroads. The recent elections have brought renewed hope, but the nation faces a persistent challenge: unemployment. It is essential that unemployment is addressed with urgency in order to avoid economic stagnation, social unrest and wasted potential. The key to solving the problem of unemployment lies in education and skills development. By prioritising practical skills, fostering collaboration, and investing in upskilling initiatives, South Africa can empower its workforce and propel economic growth.

The skills gap is a pressing concern
The current unemployment rate exposes a critical mismatch between the skills our education system produces and the demands of the job market. Theoretical knowledge is valuable, but it’s insufficient. South Africa needs a system that integrates practical training and critical thinking, equipping graduates to excel in real-world scenarios. This mismatch isn’t just a numbers game; it has real human consequences. Unemployed individuals face financial hardship, stress and a decline in well-being. Furthermore, a large unemployed population represents a pool of untapped skills, wasted potential and missed productivity. The cost of inaction is simply too high.

Practical solutions to bridge the gap
Technical and vocational institutions should expand their offerings to include industry-relevant programmes and here, collaboration with businesses in curriculum development ensures graduates possess the skills employers actively seek. Imagine a graduate from a hospitality programme who has not only mastered theoretical concepts but has also gained practical experience in hotel management through an internship.

Their resume would be far more attractive to potential employers. Internships, apprenticeships and job shadowing opportunities further enhance employability by providing valuable work experience. These programmes not only equip individuals with the specific skills employers are currently seeking in the job market, but also boost their confidence as they enter the workforce, as such qualifications relating to an occupation increase their employability and earning potential.

The power of learnerships and apprenticeships
These programmes bridge the gap between theory and practice by offering hands-on experience and mentorship. By expanding and refining these programmes, in close collaboration with industry stakeholders, ensures participants develop the specific skill sets needed to thrive in the current job market.

Learnerships and apprenticeships provide a unique advantage: they allow individuals to apply classroom knowledge in a practical work environment. An apprentice electrician working alongside a seasoned professional, learns not only the technical aspects of the trade but also gains invaluable insights into workplace practices and safety protocols.

This type of real-world exposure is essential to preparing individuals for a successful career. Mentors also play a vital role in these programmes, providing feedback to refine skills and bridge the theory-practice gap. Such a combination of practical experience and mentorship empowers graduates to hit the ground running upon entering the workforce.

Upskilling for a dynamic future
The skills needed for success are constantly evolving, which means that targeted upskilling initiatives in digital literacy, entrepreneurship, and other in-demand areas are vital. Continuous learning equips individuals to adapt and remain competitive in a dynamic job market, given that the digital revolution is transforming industries at an unprecedented pace.

By equipping individuals with digital literacy skills, from basic computer use to data analysis, this ensures they have the skills to embrace change and not get left behind. It is also important to educate beyond simply the theory and practical. Establishing a culture and equipping students with the skills to embrace and practise critical thinking and lifelong learning is an element often forgotten by education organisations but is vital to drive adaptability.

Entrepreneurship programmes can empower individuals to create their own opportunities, fostering innovation and contributing to economic growth and job creation. Only by identifying trends and aligning skills training with current and future job market demands, can South Africa ensure its workforce remains competitive on the global stage.

A call to collective action
Addressing unemployment necessitates a collective effort. Government, businesses, and educational institutions must work together to create an evolving framework for education and training programmes that prioritise practical skills to align with market demands      and government policies must be informed by real-world experience to ensure effectiveness.

With mechanisation and AI on our doorstep, educators need to continue to evolve curriculum, teaching practices and work closely with industry to understand the rapidly changing landscape and evolving employment pathways.

Businesses can co-create training programmes and offer mentorship opportunities, providing valuable insights into industry needs. Educational institutions can leverage these partnerships to develop and deliver relevant curriculum. Public-private partnerships are also essential for bridging the gap between education and employment.

The benefits of a skilled workforce
Investing in education, learnerships, and upskilling programmes is not just about individual empowerment; it’s about building a more robust and self-sufficient workforce. A skilled population fosters economic growth as there is more consumer spending and a larger tax base. It creates a more stable society, with individuals less susceptible to the negative consequences of unemployment.

Furthermore, a skilled workforce unlocks the full potential of South Africa’s people. It’s time to unleash this wealth of talent by equipping them with the tools they need to succeed. Ultimately, a skilled and empowered workforce has a positive ripple effect, and businesses can thrive with a readily available pool of competent, skilled human capital. Individuals can achieve financial security and contribute meaningfully to society while the nation reaps the benefits of a robust economy and a more stable social fabric.

South Africa has the potential to be an economic powerhouse, but the path forward requires a shared vision and a commitment from all stakeholders. By working together, we can unlock the potential of our workforce and build a nation that thrives in the 21st century. Let this be the turning point, the moment where South Africa bridges the gap between education and employment, empowering its people and shaping a brighter tomorrow.

By Daniel Orelowitz. Managing Director at Training Force

In South Africa, businesses are required to contribute to the social and economic development (SED) by the Broad-Based Black Economic Empowerment (B-BBEE) Act of 2003. This legislation stipulates the assessment of SED performance through a scorecard covering enterprise development, skills training, job creation, socio-economic projects, and preferential procurement. Companies have the option to fulfil SED obligations through various means like investing in small enterprises, offering training, creating jobs, supporting socio-economic projects, and practicing preferential procurement. Although obligations vary based on size, industry, and location, all businesses are expected to contribute to SED. However, they often struggle to make a meaningful and sustainable impact.

 

Shifting paradigms to make a real difference

Traditional approaches to social and economic development often involve investing in physical assets like buildings or equipment. While these contributions are important, they may fall short of creating lasting change. The shift towards a more purposeful approach, centred around skills development programs, presents a powerful strategy for businesses with the potential to reshape both social and economic landscapes.

 

Consider this: a business can purchase and donate the most advanced equipment, but without skilled individuals to operate and maintain the investment, its true potential remains untapped by the recipient. The analogy holds true for SED contributions. The conventional practice of allocating funds to equipment and training suppliers, while beneficial, is unlikely to maximise the impact of SED contributions. In this respect, businesses should consider shifting their approach toward skills development program partnerships.

 

The strategic power of skills development

A well-designed and well-implemented skills development strategy becomes the bedrock of a meaningful approach to social and economic development. In such a model, businesses earn SED points not just by monetary contributions but by actively investing in training programs.

 

Skills development programmes have various purposes, including enhancing employability, improving productivity in existing employees, supporting career advancement, and fostering lifelong learning. They encompass diverse types, including vocational training for practical occupations, technical training for specific technologies, business and management training, soft skills development for interpersonal skills, and computer literacy training covering basic computer skills and software applications.

 

From obligation to transformation

The benefits of such initiatives extend beyond mere box-ticking corporate social responsibility obligations. Skills development programmes play a decisive role in advancing socio-economic development (SED) by equipping individuals and their communities with essential skills that enhance employability, entrepreneurial potential, and overall quality of life. These programmes yield individual benefits such as improved employability, increased earning potential, the cultivation of entrepreneurial spirit, and personal development by fostering self-confidence and overall well-being. Societal benefits include economic stimulation through an expanded pool of skilled workers, reduced unemployment, financial participation, and poverty reduction. Skills development programmes are powerful tools for socio-economic development, providing a pathway to empowerment, economic growth, and a more inclusive and prosperous future.

 

Financial and sustainable advantages

But why should businesses embrace this approach? Beyond humanitarian reasons, there are practical financial incentives. Every company with a turnover exceeding R15 million is mandated to contribute a percentage of its net profit after tax to SED. Investing in skills development not only fulfils this requirement while contributing to the B-BBEE scorecard, but can also lead to tax incentives, especially if the education programmes align with sustainability and income-generating goals. With skills development programmes as an alternative to physical investments or direct monetary contributions, sustainability becomes a fundamental theme, emphasising the importance of initiatives that outlast the initial investment. As such, the key to a successful skills development programme lies in sustainability and empowerment because it is not just about imparting skills; it is about providing individuals and communities with the means to become self-sufficient.

 

Collaboration to overcome challenges

The role of training partners in ensuring the effectiveness of skills development initiatives cannot be overemphasised. Businesses must collaborate with skilled training providers who understand the specific needs of the communities they aim to empower. It is not merely about spending money but investing it wisely in accredited programs that impart tangible skills. Because of this, setting up a skills development programme comes with challenges. Many companies grapple with finding the right balance and identifying programmes that align with their objectives. The broad scope of SED, without specific directives, can lead to uncertainty in budgetary and resource allocation. Overcoming these challenges necessitates a thoughtful approach, where companies actively seek out training provider partners capable of delivering sustainable programmes with a clear focus on transforming communities.

 

Integrating skills development into CSR initiatives

It is also essential for businesses to grasp the importance of skills development within their context of Corporate Social Responsibility (CSR) goals. It is not just about ticking boxes or generating feel-good content for the annual report; it is about making a meaningful impact on communities and contributing to societal well-being. Tailoring skills development initiatives to align with CSR goals ensures that businesses not only fulfil their obligations but actively contribute to meaningful change. The golden thread that will tie it all together is the partnership with resolute training providers. The right training partner ensures that businesses are not just spending money but making a strategic investment in the future. Accredited programmes, delivered by skilled educators, will pave the way for a transformative approach to SED contributions, creating a ripple effect that empowers communities and fosters sustainable development.

Training Force, in collaboration with Cheeba Cannabis Training, has embarked on a ground-breaking initiative to train a diverse group of 100 local farmers in the cultivation and value chain surrounding the production of industrial hemp. The training, which took place at the Fort Cox Agriculture and Forestry Training Institute in Middledrift just north of King Williamstown, was funded by the Eastern Cape Rural Development Association and delivered in partnership by Training Force and Cheeba Cannabis Training.

The comprehensive course covered the agricultural element of hemp cultivation, including the various industrial applications of hemp and how to harvest and process the plants. It also incorporated areas such as the legal framework of the hemp industry, how to produce a number of products from the hemp plant, taking the products to market, and various other elements in the hemp supply chain.

“Hemp has so many different applications, from textiles, paper and food to construction, cosmetics, energy production in the form of biofuels, and more. It also supports efforts to decarbonise, as it can even be utilised as a biodegradable plastic alternative and has multiple environmental benefits, including carbon sequestration, prevention of soil erosion and improvement of biodiversity. However, growing hemp is only part of getting this burgeoning industry off the ground in South Africa,” says Linda Siboto Director and Co-Founder of Cheeba Cannabis Training.

“Together with Training Force, we developed and delivered a comprehensive programme that included a significant practical component. This covered how to plant hemp seed and manage fields as well as low tech applications for the hemp plant, such as hemp bricks, cosmetics, hemp milk and manual decortication to make things like basic fibres like rope. The course also included a module aligned to the AgriSETA National Certificate in Plant Production. This unique programme is a first in the country and will empower the farmers to develop both the value and supply chain around industrial hemp production,” he adds.

South Africa has an ideal climate for hemp cultivation, and the industry represents a significant opportunity for economic growth, rural development, community upliftment and carbon reduction. Globally, it has been identified as a massive growth sector, and it aligns with numerous United Nations Sustainable Development Goals. While agriculture is a catalyst for hemp production, it spreads to so many different industries and could provide significant employment opportunities across the value chain.

“We have worked in partnership with Cheeba Cannabis Training for the past year, combining our industry training knowledge with their expertise in hemp, to leverage opportunities across the country where we have resources to uplift the agricultural sector. This strategic endeavour not only elevates the prospects for local farmers but also contributes to the diversification and sustainability of South Africa’s agricultural landscape. It empowers local farmers with the knowledge, skills, and tools they need to take advantage of the opportunities presented by this young and growing industry,” concludes Daniel Orelowitz, MD at Training Force.

Written by Training Force HR team

 

While competitive salaries and strong leadership are essential for employee retention, company culture remains a powerful yet sometimes overlooked factor. We often talk about it, but what exactly is workplace culture? And no, it’s not just offering free pizza once a month.

Culture is “the set of shared attitudes, values, goals, and practices that characterises an institution or organisation.” This shared vision is what shapes employee experience. Unfortunately, company objectives can sometimes get lost in the daily grind, leading to misalignment and a potentially toxic environment.

Here are five crucial aspects that significantly impact workplace culture:

 

1. Communication

Transparent communication is crucial for a positive workplace culture. Employees should feel informed about company goals, changes and expectations. Open channels of communication between management and staff creates platforms for feedback, suggestions and addressing concerns. If the organisation lacks in this aspect, it creates an environment where employees perceive a lack of trust and feel undervalued.

 

2. Employee Recognition (and appreciation)

This aspect is vital for boosting morale and engagement. Acknowledgement of employees’ achievements publicly, whether big or small, makes employees feel appreciated and encourages them to continue performing at their best. While most employees would love monetary expression of recognition or appreciation, this can be also be done through awards, shout-outs in meetings or simple expressions to save costs.

 

3. Work-life balance

Companies must encourage and support work-life balance initiatives. Promote flexible work schedules, remote work options and provide adequate time off. Balancing work and personal life reduces stress, prevents burnout and increases productivity.  This shows that the company values the employees’ well-being beyond work tasks.

 

4. Development and growth opportunities

Employees continuously seek opportunities for personal and professional growth. Organisations should invest in training programs, mentorship opportunities and career advancement paths to provide different avenues for skills development and advancement. This will not only benefit the employees but also ensure a skilled and motivated workforce for the company.

 

5. Diversity and inclusion

Foster an inclusive workplace where diversity is celebrated and respected. Embrace different backgrounds, perspectives and ideas. Implement policies and practices that promote diversity and inclusion, such as unbiased hiring processes and sensitivity training. An inclusive culture promotes innovation, creativity and collaboration among employees.

Leadership in organisations should prioritise aspects like the ones mentioned above, to create an environment their employees can be proud of and ultimately thrive in. Put emphasis on things like company goals, to ensure staff know what they’re working towards as a team. A great workplace culture not only retains your current talent, but it also fosters high levels of employee engagement, improving productivity and attracting new talent. Through creating a better culture, leadership will be able to bring out the best in their employees, see lower turnover rates and get one step closer to achieving company goals.

 

South Africa stands at a critical juncture in shaping its education landscape to meet the demands of the future workforce. Against this backdrop, Workforce Training and Consulting proudly announces the success of their recent breakfast seminar held at the Houghton Hotel, Johannesburg. The event, themed “Navigating South Africa’s Education Landscape for Future Skills,” convened leading experts and stakeholders to explore pivotal strategies and solutions.

The seminar served as a timely platform to dissect the challenges and opportunities inherent in South Africa’s education system, particularly in light of the evolving needs of the workforce. With an esteemed panel of speakers including Leigh-Ann Revill, CEO at Chartall Business College, Dr. Makhapha Makhafela, COO of SAQA, Tshediso Matona, BBE Commissioner, and Jonathan Goldberg, Labour Lawyer, attendees gained valuable insights into navigating this complex terrain.

Key discussions revolved around the imperative for inclusivity in the economy, the role of lifelong learning in tapping into untapped talent pools, and the transition to the Quality Council for Trades and Occupations (QCTO) as a pivotal step in enhancing skills development.

Dr. Makhapha Makhafela advocated for proactive, solution-oriented conversations, stressing the importance of leveraging the township economy and investing in lifelong learning to foster a skilled workforce capable of driving economic growth.

Leigh-Ann Revill raised critical questions about the effectiveness of training providers in equipping individuals with the skills demanded by the modern workplace, emphasising collaboration, research, and workplace integration as key components of effective training programmes.

Jonathan Goldberg shed light on the National Skills Development Strategy and the challenges associated with balancing BBBEE compliance and training for skills needed in business. He emphasised digital skills and the need for both degrees and .

Daniel Orelowitz, MD at Training Force, further emphasised the need for educational programmes to align with business needs and future-required skills, advocating for active involvement of businesses in curriculum development.

As South Africa strives to position itself competitively in the global economy, Workforce Training and Consulting’s seminar provided a pivotal platform for stakeholders to collectively navigate the education landscape, ensuring the nation’s workforce is equipped with the skills essential for future success.

When it comes to procurement, I often hear the words: “Why all this red tape when we want to procure goods/services”; OR “We need this urgently, can’t we use petty cash or the company credit card “.

Hence, I thought it appropriate to write about some fundamental principles regarding the importance of a robust procurement policy.

As we continue to grow and evolve as a training company, it’s crucial that we pay close attention to this.  Let’s take a moment to explore why.

1. Selecting the best Supplier/Business Partner

To start of the process, we need to be sure we select the best Supplier/Business Partner to supply us with the goods/services.  These suppliers are maintained on an approved supplier list.

When the need arises to procure goods/services from a partner that does not form part of our current approved list of suppliers, the following criteria needs to be considered before adding to that list:

1. 2 – 3 Quote principle: Always get 2 to 3 quotes from different suppliers.  This enables you to compare prices and different offerings.
2. Reputation & Quality: Does the supplier have a good reputation in the market and a track record of quality products/services and an after-sales support structure.
3. B-BBEE scorecard: Always consider the supplier’s B-BBEE scorecard/certificate.  Procurement plays a pivotal role in our overall B-BBEE scorecard and needs to be considered when selecting a new supplier.

To help us with the above, we make use of an online onboarding platform to give us the ability to manage, control and secure the full lifecycle of a payee.

2. Getting approval

Probably the most important element to the procurement process is a company culture of “Approval before engagement with suppliers”.

As a company, our buyers/purchase requesters need to obtain approval from their relevant line manager before kick starting the purchase process with the supplier.  This is done via our purchase requisition form from where we can create an approved purchase order to send through to the supplier.

The above seems obvious, however due to time pressure and multiple training programmes running simultaneously, we can easily fall into the trap of engaging with a supplier before approval to get the process started earlier.  This creates the risk of legally binding us to service provider without oversight from management.

3. Cost Efficiency

A well-designed procurement policy helps us optimise our spending and ensure that every Rand is wisely allocated.  It also helps to identify cost-saving opportunities, negotiate better deals with suppliers, and avoid unnecessary expenses.  This not only contributes to our bottom line but also allows us to invest more resources into enhancing the quality of our training programs and services.

4. Risk Mitigation

In today’s business environment, risks are ever-present.  From supplier reliability issues to compliance concerns, there are numerous factors that can disrupt our operations if not properly managed.  As mentioned under point # 1, to help us mitigate these risks, we need stringent evaluation criteria for suppliers, ensuring compliance with relevant regulations, and fostering transparency and accountability throughout the procurement process.  This will help safeguard our business continuity and reputation.

5. Quality Assurance

As I mentioned in my February article, 2024 is dubbed the “year of the client”.  Delivering exceptional training experiences to our clients is at the core of what we do.

Our procurement policy plays a critical role in maintaining the quality and consistency of the resources and materials we utilise in our programs.  By establishing standards for product and service specifications, conducting thorough vendor assessments, and monitoring performance metrics, we can uphold the high standards that our clients expect from us.  This not only enhances customer satisfaction but also strengthens our competitive advantage in the market

6. Sustainability and Social Responsibility

As a responsible corporate citizen, we have a duty to consider the broader impact of our procurement practices on society and the environment.  Whether it’s supporting local businesses and communities, or reducing waste generation, we can align our procurement decisions with our values and contribute to building a more sustainable future.

In conclusion, a good procurement policy is not just a tick box exercise or adding unnecessary red tape to our decision-making process.  It’s a vital strategy to ensure our Company’s effectiveness and sustainability.  By adhering to our procurement policy and embracing a culture of continuous improvement, we can optimise our resource utilisation and uphold our commitment to responsible business practices.

Thank you, and here’s to the shared quest of our continued success as a leading training company.

Written by Cobus Terblanche, Training Force Chief Financial Officer

 

TIMES ARE TOUGH… This is a statement we often hear these days, and in our current environment, it’s a hard reality. From South Africa to Training Force, all the way through to our individual households, times certainly are tough. Hence, I thought it appropriate to write about some fundamental principles regarding good financial management.

 

In this environment, understanding the basics is the key to success. These principles do not only apply to our day-to-day operations but also to personal financial well-being.

 

Budgeting

 

For our operational teams, the concept of budgeting aligns closely with project planning and running of a successful project. It involves strategic thinking about where financial resources should be allocated to achieve the best project outcomes. A well-thought-out budget serves as a gatekeeper to show us where we might be going wrong in the way we’re running our projects and where we’re bleeding financially.

 

On a personal level, budgeting is a tool to showcase your financial priorities. Identifying and allocating funds for necessities ensures financial stability and protects you from unnecessary expenses. Again, it serves as a gatekeeper to show you where you are overspending + where you potentially have wasteful expenditure.

 

Expense tracking

 

Operational efficiency depends on meticulous record-keeping, especially when it comes to expenses. Tracking every transaction, no matter how small, allows us to maintain transparency and control over our financial activities. This disciplined approach contributes to the overall financial health of the company.

 

Similarly, on a personal level, maintaining a record of expenses is a practical habit. It provides a clear picture of where your money is going and allows you to identify areas where you might have wasteful expenditure or costs you no longer need/use.

 

Cash flow management

 

There is a saying “Cash is King”. It’s also referred to as “business oxygen” and is the most evidential sign of a strong balance sheet. Our business cannot breathe without cash flow.

 

All businesses need cash to achieve their short-term goals – to pay employees, trade suppliers, and a host of other expenses. It’s therefore vitally important to manage cash flow through forecasting, budgeting, and the use of variance analysis.

 

A sign that a business is doing well is one that regularly maintains a minimum cash reserve for rainy days/protection. At Training Force, the key to strong cash flow management is to invoice our projects timeously and collect the cash/payment as quickly as possible. Remember, every sale we make only realizes when the money is in our bank account.

 

On a personal level, the most important habit is to save. Once our salary hits our bank account, try to store/save some of it (however small amount) in a separate account. This will protect you for when life happens, and you need to pay an unplanned expense. Also, as mentioned under the expenses section, try to cut out wasteful expenses or costs you no longer need/use.

 

Team communication/shared financial responsibility

 

At Training Force, communication between teams is essential for financial success. Open communication about financial goals and challenges allows for a more cohesive approach to decision-making.

 

2024 is dubbed the “year of the client”. To honour this commitment, communication between our different teams is essential to ensure the best customer experience and empathy. This, in turn, will ensure our financial sustainability.

 

Likewise, at home, involving family members in financial discussions and decisions promotes shared responsibility. Establishing financial goals together and working towards them creates a sense of unity and purpose.

 

Recognising achievements, large and small

 

Excellence deserves recognition, and celebrating achievements, no matter the scale, is crucial for me. Acknowledging successful projects, meeting targets, and staying within budget fosters a positive and motivated work culture.

 

Similarly, at home, recognizing and celebrating financial milestones – be it a successful budget adherence or a well-planned purchase – reinforces good financial habits and encourages continued discipline.

 

In conclusion, these fundamental principles, when applied with diligence and consistency, lay the groundwork for success. Whether at work or in your personal life, embracing these practices contributes to stable and thriving finances.

 

Thank you, and here’s to the shared quest for financial success.

Written by Michael Barnett, Training Force: Chief Commercial Officer

 

In the ever-evolving realm of training and development, nurturing and sustaining robust client relationships isn’t merely a commendable practice; it stands as the bedrock of achievement. Whether you operate as a freelance trainer, within a training organisation, or as an in-house corporate trainer, the vitality of your client connections bears direct influence on your capacity to deliver training solutions that truly resonate and foster enduring triumph. Let’s explore why cultivating these robust client relationships is of utmost importance in the training and development sector.

 

A primary advantage of fostering a strong client rapport is the insight you gain into your client’s needs, objectives, and hurdles. Training and development solutions are far from being one-size-fits-all. By forging formidable relationships with clients, you position yourself to finetune your services to meet their precise requisites. This paves the way for more effective training initiatives, ones that squarely address their specific requirements and help boost profits and growth.

 

Trust serves as the bedrock of any flourishing business relationship. When your clients place their trust in you, they become more amenable to close collaboration and receptive to your guidance. Over time, sturdy client alliances generate market credibility, making it easier for potential clients to have faith in your proficiency and the value you provide. This trust often culminates in enduring partnerships, recurrent business, and valuable referrals.

 

In the training and development sphere, effective communication is essential. Strong client relations facilitate open and transparent dialogue. Clients tend to convey their feedback, voice concerns, and pose queries with greater ease when they feel at ease with you. This communication proves priceless in ensuring that training programs remain on course and align with the evolving requirements of the client.

 

The business landscape undergoes continual transformation, as do the needs of your clients. A robust client relationship equips you to navigate these shifts adeptly. By staying well-informed about your client’s sector and challenges, you can adapt training programmes as required, ensuring they remain pertinent and influential.

 

Such relationships frequently foster deeper levels of collaboration. When clients perceive you as a trusted partner rather than a mere service provider, they are more inclined to involve you in strategic dialogues and planning. This synergy can result in the co-creation of leading training solutions, amplifying the value for the client, and equipping you with valuable information.

 

The art of building robust client relationships isn’t confined to soliciting new business alone; it’s equally about retaining and expanding your existing client base. Contented clients, who sense their importance, are more likely to sustain their collaboration with you and may even extend their engagement with your services. This creates a stable and sustainable business model.

Written by Liverne Le Grange, HR Operations Manager of Training Force

 

During the COVID pandemic we saw an increase in mental health awareness across the world. While everyone’s physical health was at sever risk during the outbreak of the virus, we were all hyper aware of the fragility of mental health while we navigated social distancing, isolation, loss, grief, and more. People were posting their thoughts, both written and recorded, across social media platforms, alerting others on how to take care of their mental wellbeing throughout an incredibly trying time.

 

The World Health Organization record an approximate 25% increase in depression and anxiety amidst the pandemic. Looking at this finding, one can’t help but to wonder how much our employers contribute to our feelings of depression and anxiety? Is there a direct correlation between the two and if so, how can our employers turn the tables to safeguard our mental wellbeing as well as our psychological safety in the workplace?

 

Mental wellbeing can be described as a combination of one’s feelings and how one functions in daily activities, including interacting with others and managing work stress. Whereas psychological safety is defined as feeling safe to speak up on concerns, risks, or questioning without fear of being humiliated or punished for doing so.

 

Post pandemic work conditions have seen employers take various measures to provide employees with the necessary support to help them through personal or work-related stresses that may impact their over wellbeing. These measures might include Employee Wellness Programmes which promise to provide professional services to employees 24/7/365. This generally comes at no additional cost to the employee.  Some employers even grant their staff a “duvet-day” or a “mental-health day” for those times they might not feel up for the challenges that come with a new day but might physically be in good health.

 

Many employers aim to create a psychologically safe working environment for all their staff and look to different methods of building the environment through:

 

• Creating safe platforms for employees to voice their opinions or concerns
• Providing opportunities for employees to come up with new ideas
• Giving recognition where praise is due
• Allowing for constructive/productive feedback
• Turning risk/mistakes into opportunities for growth

 

Psychological safety can tell you a lot about a company’s culture. To create a progressive working environment where everyone collaborates, companies need to focus on creating psychologically safe workplaces for all.

Employee well-being and psychological safety can truly transform the workplace and assist staff in their productivity, increasing the bottom line and embracing a true growth culture.