BY Ivan Israelstam, Chief Executive of Labour Law Management Consulting. He may be contacted on (011) 888-7944 or 0828522973 or on e-mail address:
Constructive dismissal occurs where the employee resigns and claims that the resignation occurred as a result of the employer’s intolerable conduct.
Unbearable or intolerable circumstances in this context can refer to a wide variety of acts on the employer’s part including the failure to pay the employee, verbal or physical assault, sexual or other harassment, victimization, scapegoating, unfair demotion, unjustified unilateral changes in employment conditions or unfair discipline.
In order to convince an arbitrator or judge that unfair constructive dismissal has in fact taken place the employee must show that:
Read more: Unfair Discipline can cause Constructive Dismissal
We already know that millennials are the most disengaged generation in the workplace. A recent Gallup study revealed that 71% of millennials are either not engaged or actively disengaged at work.
Today millennials make up 25% of the workforce and by 2025; they’ll make up 75%. It has never been more important for companies to adapt and accommodate newcomers to their environment.
How do we change our communication strategies in order to fully engage this ‘new’ generation?
Consider what we know about millennials;
1. They are tech savvy
2. They look for purpose and meaning in what they do & want to make a difference
3. They have a great need for acknowledgement and praise
4. Professional growth and development is important to them
5. They enjoy collaborating
6. Freedom and work-life balance is non-negotiable
When communicating with millennials, it is important to keep these characteristics in mind.
Tech: Millennials define their use of technology as the #1 thing that differentiates them from previous generations. Millennials are often referred to as the text generation and studies show that they are highly likely to completely ignore phone calls and emails but respond to text messages almost instantaneously. Studies also show that millennials
Cape Town, South Africa – 18 April, 2018 – Strategy Recruitment Marketing, an award winning recruitment marketing, employer branding and response management company has partnered with 4R Technologies in Cape Town, South Africa in providing a holistic end-to-end staffing solution.4R is an analytics driven, technology enabled IT Support, Software Development and Revenue Cycle Management (“RCM”) company. The 4 “R’s” stands for the Right People, the Right Processes, the Right Technology and the Right Results. Strategy Recruitment Marketing was called upon to assist 4R in unlocking the best local talent to provide their clients with quality solutions. “Finding the right, core staff complement was integral for 4R Technologies, with our focus not only being on sourcing the exact experience and skill set, but the correct attitudes and values. This we wanted to perfect from the start, especially with the Right People being at the forefront of 4R Technologies BPO business model” confirms Celeste Sirin, MD of Strategy Recruitment Marketing.
The 4R business model comprises various different outsourced service offerings
Change-readiness and Learning Agility plays an integral role in the building of a 5-10 year talent pipeline in conditions where it’s not clear how the business and the roles within it will evolve.
Let’s take a look into how the need for rapid change is affecting organisations in the industries of Finance, Sales and IT.
Finance is the field that is undergoing the most rapid change when compared to other sectors, such as IT, media and energy (ref: World Economic Forum).
Banks and financial institutions are moving away from physical branches toward virtual banking portals, with artificial intelligence driving further change.
These very large organisations are faced with the dilemma of a completely new set of roles being defined, with an urgent need to transition employees from the present role-set to the new one.
Read more: Learning Agility: Changing roles in a changing business environment
There have been a number of buzzwords trending in the Human Resources space over the years all with the explicit outcome of holding onto employees and ensuring that your organisation is a cool place to work. In my time I have seen the buzzwords (and related strategies) progress from “Retention” to “Attraction and Retention” to “Engagement” to “Employee Value Proposition” (EVP) and now “Employee Experience” (EX). But isn’t EX just another way of saying EVP? And isn’t that the same as Employee Engagement? Someone pass me a thesaurus!
So what is EX?
“Employee Experience is the sum of the various perceptions employees have about their interactions with the organisation in which they work” Tracy Maylett & Matthew Wride
So isn’t that Employee Life-Cycle (ELC)? Well apparently, not – ELC is part of the broader EX concept. The key difference here is that ELC has a beginning and an end, from recruitment to exit and all the HR parts in the middle. EX is much more than EVP, ELC, the table tennis table by the kitchen, the company bar and dress down Fridays.
So if EVP is the a sum of all the offerings provided by an organisation in return for the value an employee brings to the organisation and Employee Engagement is the result of a well thought out and compelling EVP then where does EX fit? Confused yet?
An effective EX strategy ensures that
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