By: Devan Moonsamy 

In identifying the psychological effects of political unrest, we first need to understand; what is political unrest and how does it present itself in South Africa? Political unrest is defined differently by a number of scholars; however, we learn that ultimately it encapsulates the instability of a nation through acts such as protest & violent behaviour of its citizens (Tarkhani, 2021). However, when we apply this to the South African context, we can see that political unrest has been prevalent throughout our nation’s history, and in recent years instances such as COVID-19, The attacks on farmers and even the arrest of former president Jacob Zuma, led South Africans to take to the streets in an outcry, let’s not even take it as far as this, political and civil unrest, in Cape Town, Western Province – Monday 21 November 2022 through a city-wide shutdown orchestrated by Santaco (the South African National Taxi Council) (Isaacs, 2022). This event occurred for a number of reasons and grievances, however the institutionalisation of the shutdown created panic, stress and inconvenience for the commuters of the city of Cape Town – enhancing the psychological tolling aspect of political unrest; these instances demonstrate in its purest form; political unrest amongst the South African citizenry.

What effects did political unrest/instability have on our people

We then ask ourselves during these crises, what effects did political unrest/instability have on our people and more importantly what effect did this have on the psychological well-being of our South African citizens. Political unrest can lead to an increase in an individual’s stress, anxiety, substance use – as a coping mechanism, it can in some cases even cause depression, and a decrease in one’s motivation (Newport Institution, 2022). When we look at the rioting and looting that fell part of the ”Free Zuma” campaign it caused many people to feel unsafe. Shop owners were worried about their lives, showcasing increased levels of stress and anxiety – and looting would have led to increased rates of depression (Vhumbunu, 2022). Coupled with this, citizens of affected areas would be left questioning their safety and security adding to the stress of the riots and looting scenes. Amongst children it was reported that the recurrence of loud bangs or mass screaming also reignited the trauma and fear of being present in the midst of chaos (Vhumbunu, 2022). Even when we analyse the effects of farm attacks, we can also note that those involved developed a lacked sense of safety and security, ultimately leading to the development of anxiety, depression added stresses and a massive feeling of being unsafe and insecure living life on their farms. These instances also then spread to the individual not physically involved, causing the average citizen to feel a sense of discomfort, increased stress about the future of the governing body and a lack of political faith – which then brings to light a large amount of subsequent psychological, social and economics aspects displaying a negative impact on all citizens of the state. 

Ways to cope with the psychological effects of Political Unrest

When we look at the wider effects of COVID-19 for example it becomes important for the individual to prioritise self-care and accurately manage grief and loss, subsequently navigating through the processes of dealing with grief and loss (Newport Institution, 2022). In doing so the individual will reduce the stress and anxiety attached to dealing with these situations and ultimately reduce the psychological effect these instances possess.

Given the technological era and world we find ourselves to be a part of it is also important to properly manage your social media in-take and the content you consume thereof. In the technological world we live in, social media and online articles have a massive part to play in spreading news and creating panic and distress amongst the local citizenry, in these instances it is important to remember that we are in control of how we react and in control of our actions (Newport Institution, 2022), thus by applying this it puts the individual at the centre and in control of how to respond in times of political unrest.

PubMed is a National Library of Medicine and in their work, they also note that political unrest threatens interpersonal resources(Canetti, et al., 2012). These resources are made up of social support systems – which is inherently important in situations of political unrest, furthermore, they note that people who suffer a physical stress on health during moments of political unrest may also add to the psychological distress during and after the moments of unrest (Canetti, et al., 2012).

Hence it becomes important for people to maintain their social aspects of life to promote their psychological well-being and attempt to mitigate the potential effects of PTS (post-traumatic stress) and PTSD (post-traumatic stress disorder) and in doing so taking the time to recover properly and being able to freely express their experiences of events to promote positive psychological well-being and to create a sense of awareness that could potentially aid others in a post-traumatic experience.

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African Corporate Training Provider & National Learning Institute. He is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. 

The ICHAF Training Institute offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

Tel: 011 262 2461 | 083 303 9159 |

Email: admin@ichaftraining.co.za devan@ichaftraining.co.za | 

Website: www.ichaftraining.co.za |  www.devan-moonsamy.com

References

Canetti, D., Hall, B. J. & Hobfoll, S. E., 2012. Political violence, pyschological distress, and perceived health: A longitudinal investigation in the Palestinian Authority. Psychol Trauma, 4(1), pp. 9-21.

Isaacs, L., 2022. EWN (Eye Witness News) – Breaking News. [Online]
Available at: https://ewn.co.za/2022/11/20/taxi-strike-wced-says-there-s-a-plan-to-get-matric-pupils-to-schools
[Accessed 20 November 2022].

Newport Institution, L., 2022. Newport Institution. [Online]
Available at: https://www.newportinstitute.com/resources/mental-health/mental-health-impact-of-politics/
[Accessed 27 June 2022].

Tarkhani, H., 2021. Peace, Justice and Strong Institutions. Encyclopedia of the UN Sustainable Development Goals, 16 June, pp. 692-702.

Vhumbunu, C. H., 2022. Accord. [Online]
Available at: https://www.accord.org.za/conflict-trends/the-july-2021-protests-and-socio-political-unrest-in-south-africa/
[Accessed 10 December 2021].

Devan Moonsamy 

The workplace is the space in which most of our time of our day is spent. The office has a wide variety of people with different qualities and personalities. We have the office watchdog, they will communicate every slight movement to the office manager. We have the unapathetic team members who are just trying to make it to Friday without any concern for their surroundings. But we also have the office bully. Their behaviour is the one that can severely get under our skin. The hostility they have when speaking can leave a terrible experience for us in the workplace. 

Hostile conversation starters are a sad reality of the working world. As much as individuals have grown to accept this as the nature of the person, the reality is that they have just accepted this person’s bully behaviour and believe it to be normal. Some of us might not allow this behaviour to get to us, as we try to be unemotional at work. Ultimately, we are human and our emotions can be triggered when we are spoken to in a manner that is unacceptable. 

Trying to ignore someone’s bully behaviour in the form of hostile negotiation rarely works. It can be difficult for some to ignore such behaviour. As a result, this will cause frustration and pent-up animosity to associate with this person. This will then cause issues for us in the workplace as we might not want to discuss decisions with this individual based on their behaviour. We might even give in to the office politics surrounding this person and chip in on how we have faced their hostility. 

But here’s the thing, comparing notes on how this person is being difficult will not solve the problem. It might make us feel better temporarily as we get to vent about our experience, but in reality, this does little to solve the problem. It is important to talk about a difficult negotiator’s behaviour but not in the form of gossip mongering. 

Often when a difficult person speaks to us with hostility we start to feel as if they are attacking us. But the moment we take time to think about it and stop taking their hostility personally, we can move forward in addressing the real issue behind their behaviour. This doesn’t imply that we need to council our office bully, but rather we need to take the correct approach to end toxicity instead of fuelling it. 

Let us look at how to manage hostile negotiators in the workplace

• The most important point would have to be to remain calm. Often when an office bully is snapping or directing their hostility towards us, we tend to shut or feel triggered by this. They might be raising their voice just to get their point across. The aim is to move the conversation from a hostile one, to one that displays collaboration and joint decision making. When you find yourself in front of a hostile and irate conversation with a worker then you need to take steps to manage this. It is ok to want to close this conversation or ask the co-worker if we can reschedule this for another time. It might seem like you are giving the bully the upper hand and it can be very frustrating to have to be spoken to in this manner. Remember, it is perfectly fine to be frustrated. The aim of this activity is to remind us to manage our emotions better in these difficult situations, remaining calm is the key to this. 
• Not all difficult negotiators are a bully. It is important to be able to know the difference between the difficult negotiator and an office bully. A difficult negotiator might be the person who is set in seeing things in the way they are comfortable with. A bully will go out of their way to make another person feel uncomfortable. If we know whether we are dealing with a difficult negotiator or a bully, we would be able to better see that not all negotiations are going to be successful. A difficult negotiation might not end in agreement. Sometimes we might just be on the opposite side of the coin. This would be a great time to refer to our contingency plans and rework our argument to find a common ground on the issue at hand. 

• Remain firm in your own goal during the conversation. Once you stand your viewpoint and remain firm in your belief, negotiating with a difficult negotiator can become easier. If we are firm in our viewpoint, it will help us eliminate and manage the tense emotions that might arise when confronting a hostile negotiator. When we allow ourselves to succumb to a difficulty from a hostile negotiator there is a high chance of us making mistakes in our pitch. Instead let us maintain a calm voice, and seek clarity in the conversation by asking questions to help you better understand.

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African Corporate Training Provider & National Learning Institute. He is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. 

The ICHAF Training Institute offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

Tel: 011 262 2461 | 083 303 9159 |

Email: admin@ichaftraining.co.za devan@ichaftraining.co.za | 

Website: www.ichaftraining.co.za |  www.devan-moonsamy.com

Devan Moonsamy 

The most frustrating thing for any employee has to be when their work is not being acknowledged. In the fast-paced work environment, the race to remain the best can be overwhelming and it might suck out the energy from even the most creative employee when they are not acknowledged for their effort. 

When a team member is not recognised for their effort, they might want to slip into the shadows and not want to continue giving their best. The mindset that if my great work was not noticed, then surely my lack of interest in work won’t be noticed either. 

If a motivated team member starts to feel this way, it is unfortunately the start of a very negative journey for them in the workplace. They will be deterred and they won’t want to participate in activities in the office. 

As management, it might be the looming deadlines and the fast-paced office environment that might have us not giving recognition to the team members who require it, even though we see their hard work. This is not an excuse for the behaviour but rather a point for management to consider when it comes to dishing out recognition to staff. 

Ensuring that your work gets noticed comes from the effort you put in to it. If you are confident that the work you have done is flawless and deserves recognition, then you need to ensure you get recognised for it: 

Here are a few ways to ensure you are getting recognised for your work: 

•  The first to getting recognised for the great work you do is to change your perception. You need to have a fresh take on productivity. If you want to be recognised for the work you are doing, then you need to be great at it. Work should not be done, in order to meet a deadline. If you want to be recognised for your work then you need to ensure that you have put it 100% of your effort. This is where it starts. 
•  
• Another great way to get noticed for your effort has got to be teaming up with other staff members. Having more engagement in the office and pairing up with another team member, might get you in the spotlight for the great work you are doing. Collaborating will help you not just building work relationships, but also it will help you feel the gratitude from your team members. This will do wonders for the team morale in the office. 

• If you are working remotely, and you are failing to be recognised for the effort you put in then it is time to make the change. The technology in place to track remote working is not to keeps tabs on you but rather it is there to ensure accountability. If you are working remotely, it might seem much more difficult to be recognised, but ensuring you log in on time and complete all tasks assigned to you daily can be the start to getting recognised to working hard despite challenges like loadshedding etc. 

• Make an impact. Start taking the office environment into account and make a difference. If there are projects or tasks requiring extra hands and your team at the current moment, is not as busy, perhaps you should volunteer. This will be great way to work in another department and also it will help you familiarise yourself with other departments in the business. 

• Try not to be discouraged when you are not immediately recognised. If you notice that you put in a lot of effort in a particular task, but you were not recognised for it, don’t be discouraged. Rather, go back and look at what the potential gaps were and try harder the next time. It could also mean you need to rework the strategy you are using to reach your goals. 

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African Corporate Training Provider & National Learning Institute. He is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. 

The ICHAF Training Institute offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

Tel: 011 262 2461 | 083 303 9159 |

Email: admin@ichaftraining.co.za devan@ichaftraining.co.za |  Website: www.ichaftraining.co.za |  www.devan-moonsamy.com

Devan Moonsamy 

The 10^th of October marks World Mental Health Day. The day is set aside to raise awareness on global mental health education and to advocate against the stigma around mental health issues. The discussion around mental health issues has been largely tabled in most organisations. Infact, many businesses are even engaging in the dialogue around it regularly and not just in this month. Workshops, seminars and training is hosted on how to manage mental health in the workplace. 

As much as there are steps being taken to address issues around the topic, the conversation is not an easy one to have. In most organisations the conversation might be easier for woman, but there might be some hesitation and challenges for men to discuss their concerns with their mental health. For either gender, the conversation is not an easy one to have yet more woman might open up instead of men. The challenges with mental health are not with one specific gender, department or office and it is for this reason that mental health needs to be discussed with all. 

However, we need to start focusing on the impact mental health issues have on men who do not deal with their issues. A stressful job, missing deadlines, working with toxic managers in a toxic work environment, could be fuelling the unresolved and undiagnosed mental health issues that some men face in the work place. 

Let us look at some of the possible reasons men might be struggling with their mental health. It can start with pressure and stress from a huge meeting or just general pressure at work. It can be from being overshadowed by a colleague for a promotion. It might even be substance abuse, issues on the personal front as well as challenges with personal finances. For some it might even be abuse in their childhood and not dealing with their childhood trauma. The possibilities are endless as to what might be the sparking point for an issue around mental health. 

The reality is that if a person with severe mental health issues do not diagnose and get the help it will be challenging for them. It could cause major problems on the personal front. It might even result in toxicity towards their partners and family. They might resort to substances and narcotics to cope and manage something they do not understand. 

What we need to look at is how to start getting men to talk about their mental health issues. Here are a few ways to get men to start taking their mental health issues serious at work: 

• Start by breaking the stigma that men or boys don’t cry. This generational curse that has made is acceptable for men to always be emotionally unavailable has got to end. The approach starts in the home. Educate your sons that it is ok to cry. This is how we can start the difficult conversations that need to happen. If men are made to feel that it is okay to not mask their emotions, to accept that they have had a bad day and that a beer won’t fix it, then it is a start for them to take steps towards bettering their mental health. In the workplace, host the seminars and workshops to get male staff aware of the need for emotional awareness. 

• As senior management, become more involved in the wellness of your employees. If there have been concerns about the office environment, take a keen interest and get involved. Sometimes the lack of resources, team members and even encouragement from management could be the reason for not just men, but most staff to feel demotivated and stressed.  Play a more active role in listening to staff wellness. Engage and participate with staff on how to improve the office environment. 

• Make your teams mental health a priority. Invest in a specialist or hire an individual that can provide assistance to your team. It can be a councillor or a therapist that they can meet with to manage their mental health. It is not always that work is the spark for issues around mental health, but it could be the reason an employee is not performing their best. Offering your staff an additional wellness benefit will improve their morale and allow them to better manage their mental health. This could also be the start more team members seeking help and resolving the issues they have not dealt with. 

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African Corporate Training Provider & National Learning Institute. He is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. 

The ICHAF Training Institute offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

Tel: 011 262 2461 | 083 303 9159 |

Email: admin@ichaftraining.co.za devan@ichaftraining.co.za |  Website: www.ichaftraining.co.za |  www.devan-moonsamy.com

Devan Moonsamy 

Being a business owner comes with its challenges on an ordinary day, but on days when the power is out every few hours, those challenges can become impossible to cope with. Small business owners are the ones facing the worse of the loadshedding which has plagued us these last few weeks. The fluctuating levels from stage 5 to 3 and so for on, has made it impossible to plan the work day with minimum disruptions.

Besides the power cuts impacting productivity, it is also causing supplier delays as well as disruptions to the work flow. The loadshedding causes traffic delays, this results in suppliers or drivers not meeting the timeous deadlines that businesses promise customers. The power outages can also cause staff members to come late to work. For many who work from home, the power outages might now force them back to the office to cope with the work load as the loadshedding at home cuts in on their work time. 

The group that his impacted the most is small business owners. When the power is out clients have to be turned away, especially in services business like a salon or printing facility. For those running supermarkets or small convivence stores the power cuts can see food produce losing its quality. Fridges in the business would be without power for some time and this might cause items in the fridge to go bad. The stock loss is a concern for the business. 

The reality is that some small businesses are unable to purchase generators at the capacity that it is necessary to power up the entire store during loadshedding. The loadshedding also causes damage to the equipment in the business and many business owners might not have that sort of cash to service the equipment that is damaged during the loadshedding period. 

The loadshedding also brings a security risk as it can see a rise in the criminal element. In the area when the power goes out, potential criminal activities might transpire. This will cause the business to incur further loss. Whether it is theft or even robbery, the loadshedding allows for easier access for criminal activity.

It has been just a few months of normalcy since the dawn of Covid-19. The corona virus brought not just a deadly virus in its path but a disruptive streak of mayhem that resulted in the loss of economic prosperity for small business owners.

Just as businesses are slowly recovering from the blows dealt with Covid-19, the newest stumbling block in their way is the continuous loadshedding. While loadshedding seems to have us slowing down our tracks, let us look at 3 ways to work around the challenges presented to small businesses from loadshedding: 

• Flexibility is key in the wake of loadshedding. Allow your team members to work flexibly during the loadshedding schedule. This means checking the schedule ahead of time and being informed of your times of loadshedding. Then structuring or putting a schedule together that is flexible. This could also mean adjusting start and finish times to ensure work is completed in the time when there is power to prevent production delays. 

• Work on an alternate energy source. There are a number of possible solutions to keep the power on in the workspace. The easiest being a generator. This does however come at a cost. Instead assess the situation in the office. Look at the processes which requires the most amount of work to be done. If it is a booking or reservation computer that must be up and running, try to get a UPS to power up those areas as it is essential to the business. You may also use this time to catch up on admin and filing. 

• Avoid stockpiling. In light of the current situation with the loadshedding, avoid stocking up on items that require being put in the fridge. Rather order and stock them as you need them. This will minimise the stock wastage and it will also allow you to better manage the goods on hand. Use plug protectors to prevent the damage to equipment. This can be helpful in preventing damage to equipment in the long term.

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African Corporate Training Provider & National Learning Institute. He is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. 

The ICHAF Training Institute offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

Tel: 011 262 2461 | 083 303 9159 |

Email: admin@ichaftraining.co.za devan@ichaftraining.co.za | 

Website: www.ichaftraining.co.za |  www.devan-moonsamy.com

Devan Moonsamy 

The month of September usually has a hub of activity around culture. It is during this time of the year, that the spotlight is on aspects of cultural engagement. There is hype in the workplace with everyone preparing to dress in their cultural attire to participate in the Heritage Day activities.

However, as much as it is something to look forward to and it can be deemed as a fruitful team building activity, there might be those team members who don’t necessarily enjoy the participation. The lack of enthusiasm and the forced participation might not leave everyone feeling optimistic about joining in on the celebration.

The need for additional involvement for team members in activities outside their work scope might not receive the support you hoped. This is due to the fact that most people in the office find participation in workplace activities forced. They have a lack of enthusiasm and it can infiltrate to others on the team. The lack of enthusiasm and the lack of participation can create negativity around the idea of building a successful team spirit in the workplace. 

Before we look at how to overcome it, we should look at why are team members feeling this way?

There are many reasons as to why a team member might not feel as enthusiastic about participation in team activities. Some team members are driven by their work and might view this as a distraction. Others might have a lot happening on the personal front and as a result they might not feel like they want to participate in tedious activities. 

We should understand that a person’s choice to participate or not to participate should be respected. The same must be communicated to those who are trying to snuff out the light of those who want to participate. The choice of participation is key in restoring the team spirit around team building tasks.

Here are 5 creative ways to get your team to celebrate Heritage Day in the office: 

•  Start by getting team members who usually drag their feet to participate in these activities to share ideas on how to celebrate culture. Engage not just with these team members but all team members to identify the best possible way to commemorate all cultures. Opening the floor to your team towards a solution for the celebration can get the team members excited about celebrating their culture. If your team is all out of ideas have a group engagement. If the entire team actively participates, the event will be more successful. 

• Incentivise the celebration. The best way to get people to participate is if they can see value for them in the end. Ensure there is a best dressed, best team, most creative outfit etc. If you are worried it might put people under pressure to have to spend and out shine the others, then engage with the team around the guidelines for this. It doesn’t have to be something like a pageant, but rather just a day to have fun getting to know each other’s culture by dressing in traditional attire. 

• Try initiating the culture swop. For the sake of knowledge sharing, get your team to swop their cultures. Put down the different cultural groups on paper, shuffle them around and assign them to the team members by allowing them to randomly pick one out of a hat. This is spontaneous and will definitely have them thinking out of the box. The culture swop can be used for dressing and for information sharing. 

• Ditch the usual drinks and a braai. Instead, take a trip with your team to a historical site in the city. This way they can share more about South African culture. Take a trip to a national site or even visit a few religious institutes to gain clarity on religious beliefs. This will do wonders in knowledge building and also be a field trip for the office-based staff members. If the work load isn’t permitting a road trip, try getting team members to present information from their culture. Have a fun quiz on South African culture thereafter. 

• Get your team members to learn a new phrase or sentence from a culture group. This can be useful even when assisting customers on the phone. Don’t stop there. Put up some posters with bits of information on different cultures that come from team members around the office. This can be done weekly or even every month. It will help keep the discussion around culture active.

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African Corporate Training Provider & National Learning Institute. He is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. 

The ICHAF Training Institute offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

Tel: 011 262 2461 | 083 303 9159 |

Email: admin@ichaftraining.co.za devan@ichaftraining.co.za |  Website: www.ichaftraining.co.za |  www.devan-moonsamy.com

Devan Moonsamy 

When a work environment is plagued by toxicity, it starts to have an impact on the wellness of staff. Workplace culture plays an important role in the journey of employees in the business. It can shape the way they carry out their duties, engage in activities and their overall enthusiasm for being in the business. 

A toxic work culture consists of conflict, negative energy, hostility and even isolation. There is a lack of team spirit and a gap in deliverables being met. The reality is that a toxic work culture can be the cause for many staff members feeling disconnected on the verge of leaving. It pushes people to the point in which they feel their mental health is being compromised. 

If the work environment is lacking room for growth and creativity for the staff, this will impact the way in which the business meets its objectives. Toxic work culture doesn’t just occur with staff. It is also the pitfalls and lack of encouragement from senior staff members that are hindering the progress of the team. It is for this reason that toxic work culture needs to be eradicated to ensure there is room for growth and opportunity. 

Senior management not following the company guidelines and thinking they are above the policies are a classic start to a toxic work place. If you have management not meeting objectives of the business timeously, coming in and leaving whenever they fancy and even cutting corners when needing to meet company objectives – then this is the start of the toxic environment.

Staff members should not be made to feel as if they are picking up the slack, whilst a senior management member reaps the benefit. A toxic environment has managers who are not able to lead their people, ruin the environment because of their lack of accountability. It is important to ensure that your team sees you as the beacon of hope, the light to their dark days and the influencer to encourage them when the work place gets a bit too much to handle.

Lack of collaboration between team members also contributes to a toxic environment. This presents itself as an opportunity for the team to just believe in the fact that they can only rely on themselves. This causes a gap in the aspect of team work in the business. Instead of working together people might find it more fitting to hash it out on their own rather than asking anyone for assistance. As a result, there is a lack of growth for the team members. 

The reality is that when company work culture becomes toxic, the first thing to fall is trust between team members. As a result, there silo working mentality is established. People in the workplace would rather work by themselves instead of leaning in on another person to gain assistance. 

If we don’t fix our toxic work cultures, there will always be a barrier to growth. The environment with its hostility and frustration is preventing the team from moving forward to their goals and objectives. 

Here are a few ways to pave the way for growth and work on the toxicity in the workplace: 

• Conduct a review on your team’s performance more regularly. Engage with the team and observe their work. This will help you to determine the best possible plan to assist them in enhancing their presence in the business. You can identify gaps and even applaud the moments that they had a good performance. The route of recognition will help break team members away from the negativity around the work culture. 

• Reintroduce your values to your team. Perhaps it has been a while since team engagement and identification of values. Having a catch-up session and relooking at the values can help work on why people feel they should be in the workplace that they are in. Engagement is the most important element to break the toxicity in the workplace. 

• Show your staff that you care. If they have lost a loved one recently or they were absent from work due to ill health, check in on them. If you don’t engage with staff and show them you care they start to participate in the toxicity in the work place. This will cause tension for others and even encourage other team members to chime in on how bad the organisation is. 

• Train senior management on how to handle staff members. Deal with issues of favouritism and concerns around lack of policy implementation. When we listen and act on what our team needs, we will see a more holistic environment. People will want to come to work and participate because there are no sides. 

• Growth is important for all employees. Ensure you have plans and steps in place to assist staff in their developmental goals in the business. If they need upskilling and training, send them on those courses. It is a sign that you care about their growth and you will overcome the challenges to meet their needs. Accommodate their grievances and assist them. These are all steps that must be taken to overcome the toxic workplace that sees a large staff turnover. Do things that will keep your staff happy and employed with you.

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African Corporate Training Provider & National Learning Institute. He is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. 

The ICHAF Training Institute offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

Tel: 011 262 2461 | 083 303 9159 |

Email: admin@ichaftraining.co.za devan@ichaftraining.co.za | 

Website: www.ichaftraining.co.za |  www.devan-moonsamy.com

Devan Moonsamy 

September has been marked as a month to commemorate and celebrate the heritage of South Africans. It is also the time of the year when culture gets celebrated and encouraged in the workplace. From dressing in traditional attire to even having food from different cultures being shared, heritage month is a spectrum of diversity. 

As much as time is made in this month to celebrate and commemorate cultures, it is perhaps the only time in many businesses when diversity is celebrated. We might even find the enthusiasm for cultural education and participation might only be active during this month. However, there is a need for engagement and diversity all year round. 

Diversity is not just the inclusion or participation of different colours. It is people with disabilities, different ethnicities, sexuality, religion and even education levels. Instead of just a celebration of culture, how about celebrating diversity in the month of September? 

The reality is that steps have been taken to embrace and bring about diversity on the workplace. However, there is a pattern of diverse practises or recognition of other cultures only occurring in the month of September. More needs to be done to highlight the different backgrounds and way of life in the workplace. Using the entire month of September might be a great way to raise awareness on the need for diversity. 

Here are 5 ways to diversify your working environment 

• The first step to take in the wake of approaching diversity would be to ensure you introduce diversity in your hiring pool. When you are selecting potential candidates in to be employed in the business, ensure that the scope for the job is applicable to a wide range of candidates from different backgrounds. This is a stepping stone in terms of opening the platform to bring in a variety of groups to your working environment. 

• Try to have a broad spectrum of people in management. Diversity is not only about colour or beliefs. It is also about employing and engaging with people from all walks of life, including different intellectual skills. Engaging with a wider range of people in the office can go a long way in ensuring clients are even comfortable. This means having people from all nationalities, ethnic groups, religious backgrounds etc. 

• September might be heritage month for us South Africans, but our journey to discovering the inclusive and diverse potential doesn’t stop there. Use the whole year to shape and mould the work place to be more diverse and applicable to all communities. Having diversity is the answer to minimising conflict and tension. Once people open up to different groups, the education and conversation takes place. This allows for perceptions and misunderstandings to be ironed out. 

• Mentorship programmes are also a great way to diversify your workplace. Offering internships and allowing your team to mentor a new staff member and even existing staff can also help debunk many perceptions people have around things they don’t understand. Mentorship might also feel like a tedious task to staff who just want to meet their goals and objectives at work and go home. In this case, be transparent, and ensure the staff member understands that the purpose of mentoring is to bring about better understanding to diversity in the workplace. 

• Training around diversity can be a great way to educate staff around diversity. This also allows management to acknowledge and admit that there is a need for education around diversity. Training around diversity can help the organisations management and staff understand how to be open to diversity and how to manage any misunderstandings they might have around it. Diversity training equips the team with the ability to work with people who are different form them. It is necessary in order to ensure that staff work harmoniously, respecting each other. 

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African Corporate Training Provider & National Learning Institute. He is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. 

The ICHAF Training Institute offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

Tel: 011 262 2461 | 083 303 9159 |

Email: admin@ichaftraining.co.za devan@ichaftraining.co.za |  Website: www.ichaftraining.co.za |  www.devan-moonsamy.com

Devan Moonsamy 

On a daily basis, businesses deal with disgruntled customers over their service or product. If customers find the taste of product not up to the standards that they are familiar with then, they complain. If a sales agent has promised them a timeous delivery on goods and fails to meet that promise, there is a complain. There are always circumstances that result in customers feeling frustrated and underwhelmed by services that don’t meet their expectations. 

Customer service standards need to be at an exceptional level now more than ever, as businesses get back on their feet post the disruptions brought by Covid-19. However, there are still many businesses that are missing the mark of satisfied customers due to a variety of reasons. 

Staff are always in the firing line of a disgruntled customer. It could be the lack of effort to close a sale, sometimes it might even be the product of the business that is not what it is cut out to be that leads to the complaint. Whatever the reason for a disgruntled customer, businesses highlight that the customer is always right. 

The idea that the customer is always right can be demotivating and frustrating for staff. It can leave them feeling undervalued and often disengaged from the business’s values, as no matter what the customer does, it is always their version that is accepted over the staff member. Getting your team to see the concept behind the customer being right can cause tension with team members. 

During our customer training sessions, the point that always comes up is how can the customer always be right? Why is it that the customer is always right? 

The short answer is yes! The customer is always right. The reasoning behind this is: 

• Customers are the fuel for our business. Without their business, the organisation will not be able to operate. This will result in the inability to pay salaries. As a result, there will be job losses. 

• Good customer service has a direct impact on profitability. If a customer is happy with the service we have provided and our products are great in terms of quality, they will tell others about it and this will bring in more business for us. 

• When we ensure our customers are happy, we don’t just cement a relationship with them as a customer. Rather, they would become a committed customer. A committed customer would choose us time and time again because we have built a solid foundation with them ensuring we meet and exceed their expectations. 

As much as these points highlight the reality that customers are always right, we should not be taking the saying literally. There are cases when the customer is in the wrong. An item can’t be returned without and invoice and tags. If they don’t have these, we won’t be able to assist them. 

It is these policies and processes that must be explained politely and efficiently to customers. The aim of a business must be to ensure customer satisfaction. However, there should be room for assessment and evaluation of the disgruntled customers woes. A staff member should never have to be humiliated by a customer under the policy the customer is always right. 

Here are a few ways to train staff on how to handle disgruntled customers while keeping the motto the customer is always right in mind: 

• When a customer becomes abusive and hurls insult, staff need to know how to handle this. They should not be treated this way yet customers can often lash out and speak in an unacceptable tone. The key here is to remain calm. Staff should not retaliate with name calling and harshness. They should remain calm and firm. Once this escalates to the point that the customer is abusive verbally, a manager must be roped in to assist the staff member. 

• Listen to your customer. Customers often feel that the staff member is not listening to them. Don’t find yourself missing information. Ensure you are actively listening and making notes of the customer’s concern. A lack of listening can be a further frustration to the already upset customer. 

• Never tell a customer to calm down. Avoid using words implying they are wrong. Try not to say, ”it is not my fault”. Remember, you are a brand ambassador for your organisation. Whatever you say, represents the company you work for. Ensure that you are not throwing anyone under the bus. The customer can be reassured by informing them that you understand what they are going through. Empathise with them. 

• Training is key. Unlock your staff potential by ensuring they receive training on how to handle disgruntled customer. Before calling out to the manger, they should have potential skills to deal with an upset customer. Training can empower them to feel capable enough to handle the situation. 

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African Corporate Training Provider & National Learning Institute. He is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. 

The ICHAF Training Institute offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

Tel: 011 262 2461 | 083 303 9159 |

Email: admin@ichaftraining.co.za devan@ichaftraining.co.za |  Website: www.ichaftraining.co.za |  www.devan-moonsamy.com

Devan Moonsamy 

An undervalued employee can be the reason for a disconnect in the team at work. When an employee feels they are not being valued, their passion for their work disintegrates. This contributes to the level of productivity in that department and it results in a lack of creativity from set employee.

Remember though that being undervalued should not be confused with low or poor performance. If you have not met the objectives outlined in your scorecard, then your employer has every right to address these concerns and to take further corrective action against you.

If you a star performer and consistently meet your objectives and deliver on your key performance duties BUT still feel undervalued, then this is a concern.

If you are feeling undervalued at work, this might be the right time to ask yourself what is the meaning of value for you? Being made to feel valuable means different things to different people. For some being commended on their work regularly is a sign of value from their organisation. For another, when they are offered promotions and opportunities for growth, that feels like a value-based contribution from their organisation. 

There are many signs that might indicate that you are being undervalued at your job. Sometimes they are not obvious and as a result this can impact your mental health wellness. Being undervalued isn’t something that stands out immediately. They might be slow and subtle indications that is what is taking place.  

Some of the common signs or being undervalued and how to address them: 

• One of the earliest signs of undervalue is when your point or opinion doesn’t seem to be taken seriously. This means that when you are in a meeting you might be made to feel like your opinion doesn’t matter. It slowly becomes a regular thing when your thoughts seem to get passed off. Perhaps what you said might not be taken seriously. This is a clear sign that you are being undervalued. If you have observed that your ideas are being dismissed far too often in meetings try to address the way in which you present them. Perhaps you need to restructure the way you are presenting. You could relook at the message and ensure it is being projected clearly and easy for people to understand. Ask your colleagues and manager follow up questions based on your suggestion to see what the problem is with the idea you presented. 

• When work is being dished out on new projects and you are getting the tail end of activities or even activities that are not as glamourous, then this is a big sign that you are being undervalued. When work is given around a task that can result in a promotion or even recognition, look at what chunk is being given to you. If it is the admin and the responsibilities that are requiring the most work with little recognition, then it’s time to speak up. It doesn’t mean you need to throw a tantrum to get your point across, instead of being stuck with these tasks, try to align your responsibilities with the ones for the new project which could lead to recognition and a promotion. You could also ask for more responsibilities in the project that would be fitting to your skillset. Showing this commitment might break the perception from others around you and help make the time you spend on the project worth it. 

• Another huge sign of being undervalued is when you are being micromanaged. This basically implies that there isn’t enough trust in you to be able to carry out tasks or responsibilities on your own. Things like a manager checking in regularly on your progress to ensure you are working, picking on the time you clock in and out – these are all indicators that you are not being valued and trusted enough to work independently. The best way out of this would be to talk to your boss to start managing and not monitoring. Suggest this to your boss. Look at creative ways that you could report to them. Try suggesting a daily update instead of an hourly one. Communicate with them around your feelings and this might be the solution to dealing with the micromanagement. 

• The amount you are being paid has a huge impact on how you are being valued for your contributions. If you have not been up for a conversation around an increase in a while, then this is a sign that you are being undervalued. Try to initiate this conversation with your superior. Having a conversation around salary increase and the need to be remunerated can be a great way to reaffirm your value in the organisation. 

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African Corporate Training Provider & National Learning Institute. He is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. 

The ICHAF Training Institute offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

Tel: 011 262 2461 | 083 303 9159 |

Email: admin@ichaftraining.co.za devan@ichaftraining.co.za | 

Website: www.ichaftraining.co.za |  www.devan-moonsamy.com

Devan Moonsamy 

Following a spate of incidents in the country around tavern attacks, the question around small businesses being prepared to handle any disorder comes under the spot light. The deadly shootings over the weekend that claimed the lives of a number of patrons at a tavern and the deadly incident a few weeks ago that claimed the lives of scores of teenagers, highlights the need for small business owners to explore ways to improve the way they run their business. 

A tavern in a township could possibly be the only source of nearby entertainment and venture for patrons in the community but policies and procedures should still be followed. This means ensuring the employees who are joining a place of work are aware of what they should be doing when the order of the day is disrupted. 

Unexpectedly, organisations will host fire drills and evacuation alerts. This does well in ensuring that staff are familiar with the procedure to follow in the event of an emergency. But how often do we focus on what is to be done when there is an armed robbery or a mass shooting incident involving our customers and staff?  

Whether you are a small business owner or the board member of a leading firm in the country, due processes must be followed to educate staff on the emergency policy in place should unforeseen circumstances occur. When we read the stories of stores being held up in malls, we also read of armed gun men wielding weapons in front of staff and forcing staff to hand over cash. This is traumatising which will cause mental and emotional stress for staff members. 

Here are a few ways to get staff familiar with how to handle an unexpected scenario in the workplace: 

• When staff are inducted, they should be made aware of the emergency exits. This can also be recapped occasionally, atleast once a year so that even existing staff members are given a refresher on which route to take in the event of the emergency. The staff members must also be aware of the assembly points. This means ensuring that there is signage in the correct places indicating that this is where people need to gather during the evacuation. 

• Evacuation plans should also be placed in the boardrooms, training rooms and on each floor in the building. This gives staff and guest the idea of how to find the nearest exist in the event of an emergency. Not everyone will remember this information and we must familiarise ourselves with this so we know how to manage the situation of an emergency. 

• Relevant emergency numbers must also be available to staff. Have a list visible so staff know how to contact the police, fire department and an ambulance when there is a need. In the face of an emergency, it might be difficult to remember to remain calm and follow steps. Having information visible and accessible will help to remind staff on what to do. 

• Each team should have a designated first aid assistant. Invest in sending the staff member on the relevant training so that they are skilled in terms of how to handle an emergency situation. The first aid training is crucial in the organisation to manage immediate emergencies and aid while help arrives. 

• No one can truly ever be ready in the face of an emergency. When an armed  assailant is demanding the staff member hands over whatever is in the till or wants to get to the safe, then staff need to know how to handle this situation. This is never something any staff member or customer should have to go through, but alas this does happen. Witnessing the shooting of clients or other staff members can be devastating. However, it is in that moment that an individual requires the most amount of courage to remain calm and just comply with whatever is being asked of them. 

• As a business owner take the time to refresh security. Change the passwords and update security systems. If you don’t already have armed response and a panic button in place, now is the time to do that. It is in your interest to safe guard the business environment for both your staff and clients.

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African Corporate Training Provider & National Learning Institute. He is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. 

The ICHAF Training Institute offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

Tel: 011 262 2461 | 083 303 9159 |

Email: admin@ichaftraining.co.za devan@ichaftraining.co.za |  Website: www.ichaftraining.co.za |  www.devan-moonsamy.com

Devan Moonsamy

When workers embark on a strike it sends a ripple effect through the business. It causes service delivery delay. It also results in customers not being helped and financial strain to the business. Eskom has been the recent enterprise that is making headlines due to striking workers. This has inevitably resulted in major delays to the country in terms of power outages. It is one of the contributing reasons for a stage 6 blackout that the country is experiencing. The latest strike action is the example of the impact strike action can have on not just the business but on the country. 

It is for this reason that we need to explore the impact that strike action has on a business. We also need to look at how the protest impacts employers, employees and then clients. For employers this will be the reason for low financial turnover for that period. It will be the cause for the loss of clients. It can also be the reason that the business has to endure long time disruption as a result of hitting a deadlock with negotiations. 

For an employee embarking on strike action is a risk. You will not be paid in this period. It is also a challenge when negotiations are ongoing causing disruptions to work creating a backlog. In some instances, not all staff want to embark on strike action. This means that whilst they might not want to strike, they are forced to down tools whilst the process is being played out. There is also often intimidation from striking workers towards those who don’t want to strike. 

For the client protest action inevitably means delays and frustrations. There will be no joy in meeting their client’s needs as a result of the loss of production and customers will lead to financial loss to their organisation. But the impact of protest action does not stop here. It also has an impact on the economy. 

Now that we have unpacked the impact of strike action, we have to identify what are some of the common reasons that lead to employees striking. Employees take the route of striking when they have excessive work hours, low wages, any form of discrimination, lack of tools and resources, mismanagements from seniors etc.  

Ultimately these challenges can be overcome before it leads to strike action. Here are a few ways to help manage the impact of a strike: 

• The moment there are whispers around a possible strike by employees, get into a room with the union members to understand what the grievances are. This will help you get ahead of the issue and prevent a major setback in service delivery. There is no guarantee that each time things will work in your favour and you would be able to resolve the issues before it escalates to a protest. But what this would show your employees is that you value their role in your organisation and that you want to ensure if they are experiencing any challenges, then you are willing to assist them to overcome it. 

• Have a good HR team that are properly skilled and able to handle the queries of staff. This will create a more secure environment for staff to channel the concerns and see that it is dealt with. Implement continues training and staff wellness programmes to acknowledge the grievances of staff. This will allow you to monitor their satisfaction as an employee of the organisation.  Improving your staff skills and investing in their wellness will show staff your vested interest in their development. 

• When staff do embark on a strike ensure that there are protocols that can be put in place do manage the circumstances of a strike. Things like getting a security company involved to prevent vandalism and disruptions are key. Chances are staff won’t be disruptive but criminal elements might see this as an opportunity to create havoc. 

There is no telling how a strike might turn out. having a plan to manage the situation is necessary to try and mitigate the overall impact the strike has on the business. The sooner negotiations happen the better it will be for the staff and employer.

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African Corporate Training Provider & National Learning Institute. He is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. 

The ICHAF Training Institute offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

Tel: 011 262 2461 | 083 303 9159 |

Email: admin@ichaftraining.co.za devan@ichaftraining.co.za |  Website: www.ichaftraining.co.za |  www.devan-moonsamy.com