Jan 30, 2018
If you thought that finding a new position is a daunting task, you were probably right. It takes work to find work, but luckily all your efforts and dedication has resulted in an offer of employment. You have survived your resignation month and now the weekend is here with the first day of the new job looming……a light at the end of the tunnel or an oncoming train? Whether you are a rookie, just starting out your career or a seasoned professional with a few ‘’first days” under your belt, feeling anxious or nervous is quite normal.
Time Minus 2 to 3 Days: Admin & Logistics
Contact your Recruitment Agent or the HR Consultant who facilitated your application process and make 100% sure of your required arrival time on the first day. You may find that you would be asked to come in a little later than usual business hours to give everyone involved your hiring process a chance to settle in (and have caffeine), before your arrival.
Request the contact name of the person who will be meeting you at reception and perhaps clarify the dress code one more time; you do not want to pitch up on the company’s casual day of the week dressed Armani style when everyone else is wearing jeans and t-shirts.
Clarify the onboarding process activities with the Recruiter or HR Consultant to ascertain if there is preparation from your side to be done, prior to your first day.
Your induction or onboarding period may involve certain meetings with an in-house Financial Consultant or Remuneration Specialist for the final structuring of your package and the selection of option plans regarding medical aid and pension or provident fund contribution offerings. Make copies of all the necessary documentation beforehand like ID, Tax Certificates, Academic Qualification, Marriage Certificates and Bank Details.
If you need a haircut, get one but please ladies no makeover regimes which include self-tans, facials and drastic hair changes with any probability to go pear-shaped at the last minute.
Go to bed early, as you will probably toss and turn a bit the night before Day 1.
Time Minus 1 Day: Moving into Third Gear
Pick out your outfit with the aim to blend in professionally and rather not dress to impress. You will be the focus of attention in any case, no need to stand out more than you have to on day one with a cerise pink top, screaming: “I am new.”
Set your alarm (more than one preferably) and even though you have been to the premises a few times for interviews and assessments, get a few alternate routes to follow on Google Maps in case of taxi strikes, highway protests or gridlocked traffic (remember Murphy, he is not your friend)
Charge your smart devices and clean them properly. You will possibly be part of a few induction meetings during your first week, and no-one wants to look at a laptop or tablet where dust and dirt formed permanent screenshots.
If you cannot fall asleep, do not fret too much. Read, watch a movie, listen to music or any other activity that will distract your mind from Day 1.
Time: Houston we have lift off!
The most important activity for today is to arrive on time, no matter what. If that means leaving 40 minutes before the Google Maps estimation, then so be it. Rather hang around in your car doing breathing exercises to make up the time, than arrive late on your first day.
With most organisations, your first few days may involve a mandatory, formal induction period, where you will receive information and orientation regarding company policies and procedures, general employee conduct, parking arrangements, building access and possibly have an introductory meeting with your manager and the rest of the team members.
If no formal induction is on the cards and you are uncertain of the acceptable office conduct, it is advisable to proverbially “ask for permission rather than forgiveness”, regarding any issues that you are unsure of or actions to be taken on your part. Make a friend or two that can give you simple advice relating to the informal office dynamics, directions to the canteen and the “who’s who in the zoo”. The receptionist, manager’s PA or tea lady are good contacts to have by your side.
Time plus 7 Days: The Law of the Land
The formal induction period should be drawing to a close at this stage, and if you have been actively participating, you will feel more at ease walking through those doors now.
Ascertaining company culture or office dynamics is a process that may take a few weeks, so be an avid observer of those around you. Flying under the radar in terms of social interactions is more sensible than trying to be the office clown at this stage.
Become acquainted with the office dynamics by engaging in conversation (not interrogation), with your team members and other employees you meet in the lift or on the way to the parking lot. Memorising people’s names is the quickest way to become part of the new tribe so pay attention when you get introduced to others.
If you are invited to join the team for lunch or drinks after hours, accept gracefully even if this means changing your personal schedule around a bit to attend. (You can miss that gym session and maybe a friend can pick up the kids from school this one time.) The purpose of KYC (Know Your Colleagues) activities is to engage, converse and discover, not to entertain, irritate and annoy.
Now is an excellent time to schedule a meeting with your manager to clarify expectations for the next 60 days, projects you need to become involved in, meetings to attend, timelines regarding work assigned to you and preferred channels of communication you should be following regarding progress reports.
Time plus 15 to 30 Days: Adapt or Die
About two weeks to a month into a new position your comfort level should be on the rise, and you should not be feeling like a “fish out of water” anymore. By now you have probably made a few friends, got the hang of systems and have a decent grasp of the office dynamics and reporting structures.
During this period, your actual job function usually commences with all the added responsibilities or new functionalities you signed up for when deciding to join the organisation. Adaptation is critical, you are in a new environment, and specific expectations have been formed already, relating to your competencies and ability to deliver results.
Focus on establishing trust with your peers, subordinates and management and do everything in your power to meet expectations, deadlines and deliver within project time frames even if that entails a few late nights or weekend hours initially until your efforts reach economies of scale.
If you are sensing increased pressure, you are in a good place. No position is just moonshine and roses; even a dream opportunity has a few monsters under the bed. Alleviate this pressure by asking questions, opening feedback channels with your superiors and be prepared to receive criticism in a positive manner and to take immediate corrective action.
Time plus 60 to 120 Days: Final Words of Advice
Do not be tempted to jump ship when doubts start creeping into your mind. Questioning your decision to move is entirely reasonable, but try and divert yourself from these thoughts by any means possible, whether it is starting a new hobby or getting more involved in informal activities at the office.
Celebrate at least one positive outcome whether minor or significant, on a daily basis.
Realistically a “settling in” period could take up to six months, before one may finally experience a sense of familiarity, content and enjoyment in a new position.
Now your next journey is about to start: “The road to achieving that sweet spot destination of job satisfaction.”
Jan 23, 2018
A ping sound notifies you of the email you have been waiting for all week: The offer letter for your dream position is finally here! If you have been a ‘’good candidate’’, following the advice from my previous blogs by disclosing your current package and clarifying your expectations correctly, the number on that dummy payslip should be a reason to pop the champagne tonight. For now, a little internal victory dance (or a contained screech in a private boardroom), would do just fine. Well done to you, your job seeking journey is almost finished.
“Almost…what do you mean by almost?”
Well, before signing on the dotted line, make sure that you understand all the aspects of the Employment Contract and Dummy Payslip presented to you by the new company. (If no dummy payslip is included, please request one to review and use the guidelines provided in my previous blog to ascertain precisely what the numbers entail.) If you have any questions or need clarification regarding certain parts, have a discussion with your Recruitment Agent, or if you applied directly, the Human Resources Consultant at the new organisation would be able to assist you accordingly.
Do not sign until you resign, or should you?
Think very carefully prior to putting your “paw print” on a contract of employment and hitting the send button. You are officially committing yourself to another organisation, and this is a binding contractual agreement you are signing.
Are you ready to do this? Signing an employment contract, only to negate or retract later (usually fear of change or counteroffer issues are the main culprits), may lead to certain legal ramifications as a company would be well within their rights to sue you for breach of contract. Luckily this rarely happens, but the reputational risk to your level of integrity is massive, and you would probably not have another chance at that specific organisation again. Also, chances are you would be back in the market, (and desperate) within 3-6 months’ time.
My advice would be to sign that employment contract and emotionally finalise the process in your mind, before you schedule the resignation meeting with your current manager.
R-Day: What can you expect?
The resignation event is a stressful occurrence, and whether this is your first time or your fourth time, it is never easy to tell someone that you are leaving. You are actually breaking up with your current organisation to pursue greener pastures at another employment company. Like with most things in life, planning for Resignation Day is crucial. The following pointers may steer you in the right direction:
- Craft a well-structured, concise resignation letter (you are not writing an essay, but neither a telegram.) Your resignation letter should contain the official date of your resignation period effective from x date up until your last day. Thank your manager for the time you have spent under his/her supervision and mention one or two points of value gained during the duration of your employment. Enquire about the handover process and commit to giving your full cooperation to the parties involved. Ending off the letter could include wishing the company (or manager) all the best in their future endeavours. That’s it, no soppy stories or elaborate explanations regarding your reasons for leaving. Remember to date your letter and sign
- Once the letter is written, you should start contemplating the different ways in which the resignation meeting may transpire on the day. A “bon voyage”, thank you for your contributions and good luck with your future career, is the best option to hope for, but unfortunately, things don’t always pan out this way. Expect adverse reactions that can range from awkwardness, sour grapes, disappointment or even anger. Your departure is creating an annoyance after all. Someone needs to pick up the slack of your responsibilities if a replacement employee cannot be found in time and as we all know, sourcing new candidates involve an array of its own challenges and tribulations. An unexpected counteroffer, may also be presented during this meeting…..STEP AWAY FROM THAT VEHICLE! Research has shown that the majority of candidates who accept counteroffers are back in the market again after just six
- Resign as soon as possible. Schedule a meeting with your boss, within 48 hours after you have sent your signed offer letter your new employer.
- During this discussion, politely state your decision to resign (primarily using your written resignation as a summary of what to say). Badmouthing colleagues or getting into the gory details of what you hated most about your job should be avoided at all costs. This is not World War II, keep the bridge intact and don’t blow up a crossing that you may need to use again during the years to come. Enquire whether you are going to be responsible for informing your colleagues, or if your manager will be taking up this task via an official meeting or email notific
Behind Enemy Lines
The resignation month is coming up. Thirty days until arrival at your new company destination. This can be quite a lonely period, where you could feel ostracised to a certain extent as you may be excluded from discussions regarding future projects or meetings where strategic issues are being addressed. (This is normal, you are the one leaving remember).
Stay in touch with your new employer; they will probably do the same. Request an informal meeting to be introduced to the rest of the team you will be working with or ask whether there is any preliminary information you can read through, before commencing employment. Stick to your guns and do not entertain any further attempts to entice you to reverse your decision to move. Now is not the time to arrive late, leave early or take extended lunch breaks. You want to leave with your integrity and professionalism intact.
Final Logistics
If you were using any company equipment like tablets, laptops or smartphones, make sure you give those back in good working order and adequately cleaned: physically and digitally. That can of Coke split across your keyboard or the drunken pics you took at last year’s office party, should not be part of the legacy you leave behind.
Also, inquire with both your current and new employer (usually HR) regarding the transfer of your pension fund and your transition to the new medical aid if applicable.
Be mindful of the fact that you may not have an email address for the first few days in your new position, thus set up a forwarding function for any personal correspondence that is not directed to your private email already. You should add an automated response function to your email (get permission first), indicating that you are no longer employed at the company and providing details of a relevant contact person still employed to handle any correspondence or enquiries going forward.
Contact your new employer during the last week your resignation period to ascertain the time of arrival on your first day and who the relevant person is that is going to meet you at reception.
Last, but not least: Enjoy your first day and may this next chapter of your career be jam-packed with abundant growth opportunities and advancement going forward.
Jan 9, 2018
The least glamorous part of a job-seeking journey is perhaps for most candidates, the number crunching of their current earnings. If the variations found in salary structures and employment contract components offered by companies are not adding “spice” to your job hunting life, then this write-up may provide a foundation to navigate your numbers from and manage your expectations realistically.
Level 1 – READ your Payslip and Employment Contract
Grasping the main elements of a Payslip or Salary Advice is the first step towards calculating your total earnings figure. (If you are one of the lucky few where 1 + 1 = 2 and actually reflects as such on your salary advice, do not scroll past, because your potential new remuneration structure from your next offer of employment may not be as elementary.)
TCTC – Total Cost to Company
This number reflects the total company offering inclusive of all quantifiable benefits listed in the Employment Contract as well as the Payslip. Please note that both documents should be under review when calculating the TCTC as often company perks like Free Housing, Staff Rates, Petrol Cards or Subsidised Meals do not reflect on the Payslip itself, but may appear only in the Contract of Employment.
CTC – Cost to Company
The figure listed on your payslip which reflects the sum of all the remuneration amounts that form part of your total salary package for payroll purposes. Total Earnings or Total Remuneration are alternative descriptions for this number and could be named as such listed at the top or bottom of your salary advice document.
CC – Company Contributions
Also referred to as Employer Contributions (EC) or Employer contribution to Remuneration, (ER) on the Payslip, the company contributions may include benefits like Medical Aid, Pension Fund, Provident Fund, Group Life Insurance, Risk Benefits and Death Benefits. These offerings are often split into contributions made by the employer and contributions made by the employee, although in some companies the full contribution to benefits is provided for by the organisation with no contribution amounts from the employee.
Gross Package
A gross salary refers to the number, usually on the left-hand side of the payslip, calculated, after all Company Contributions are deducted, but before tax and employee contributions are subtracted. An alternative term for a gross package is Pensionable Earnings, and the percentage of Pension and Provident Fund contributions are calculated using this figure.
Allowances
Allocation of funds towards housing, cell phone expenses, internet costs or subsidies provided for electricity and fuel, are reflected as allowances on the left-hand side of the salary advice in the same column as the Basic Salary.
Basic Salary
Cash Earnings or Cash Salary are alternative terms to Basic Salary which is the figure in the salary structure, before any employee deductions have been taken off.
Deductions
This term refers to the sum of all subtractions from the Basic Salary for instance Employee Contributions, Tax, Garnishee Orders and Company Loans.
EC – Employee Contributions
Candidate payments towards benefits like Medical Aid, Pension Fund, Provident Fund, Life Insurance or Death Benefits form part of this contribution amount. As per Company Contributions explained earlier, Employee Contributions towards benefits may be shared by Company and Candidate or be fully paid by the Employee or entirely contributed to by the organisation.
PAYE – Tax
I guess you can figure out what this means: A compulsory payment to the Tax Man! The value thereof is determined by specific tax brackets related to your level of earnings.
Nett Salary
Finally, the amount landing up in your bank account at the end of the day, for you to spend (hopefully wisely) to your heart’s content.
Although not all of the categories listed above may be evident on your payslip now, or the dummy payslip included in your new offer letter, the aim is to provide you with a comprehensive view rather than a limited salary framework as to compare “apples with apples” and make the best possible decision for your immediate career future.
Level 2 – Hidden Quantifiable Earnings
Now in this section, things get interesting. It is essential to determine whether you are receiving benefits from your organisation, not reflecting on your monthly payslip. The following items serve as examples of hidden earnings, not presented on your monthly payslip:
Staff Rates
These rates are most common in the banking industry where employees receive interest rate savings on loans held at the bank. These could be Personal Loans, Vehicle Finance or Home Loans. To provide more perspective: For a home loan of R 1 500 000 million and Vehicle Finance of R 200 000, the interest rate saving could be as much as R 5000 per month, which constitutes a significant saving towards an employee’s Nett Gain figures.
Employee Discounts
Discounts for permanent staff members may include reduced payments towards short-term or car insurance if employed by an insurance company, groceries at cost price if they work at a major retailer or even fuel benefits if employed at a petroleum company.
Company Housing
In the mining and manufacturing industries employees often receive a company house at no cost to them as part of their remuneration package. Rent is one of the biggest expenses for most salaried employees and not having to contribute towards lease expenditures accounts for significant monthly savings, which gets added to an individual’s monthly spent figure should they move to an organisation not offering free housing.
Digital Equipment
These may range from laptops to tablets and mobile devices, which must be returned to the organisation at the end of the employment period. Free wireless connection devices and perks like uncapped internet, are some of the extras given by organisations adding to an employee’s total Nett Gain figure.
In-House Perks
Free meals, gym memberships, creche facilities and onsite medical services are benefits that companies offer as part of employee retention strategies. Although the monetary value of such benefits may be insignificant in relation to the monthly salary number, the convenience factor value of these should not be disregarded when evaluating a remuneration package.
Do you realise that your Nett Salary and your Nett Gain figure could be different? The Nett Gain figure refers to all the quantifiable monetary benefits you are receiving which constitute a saving of expenses you would have otherwise paid from your Nett Salary.
Level 3 – Once Off, Per Annum and Irregular Earnings
Candidates are usually requested to provide a copy of their payslips during the selection, shortlisting or interview process. Some remuneration related payments occur only once in a year or even every 3-5 years and may then not reflect on the Payslip sent to the prospective employment company.
Guaranteed 13th Cheque
This payment forms part of the annual Total Cost to Company and adds an extra month’s salary to the total CTC figure. The 13th cheque is usually paid out during December or in the month of the company’s financial year-end.
Retention Bonuses
Payments towards employee retention schemes can be made bi-annually, annually or every 3-5 years. The focus is on retaining the employee’s services as a tactic to deter them from seeking opportunities elsewhere.
Performance Bonuses
This type of bonus is not guaranteed and based on individual and company performance. Performance bonuses are generally paid out once or twice per year and may coincide with the organisation’s financial year-end dates.
Share Schemes and Profit Sharing
Allocation of shares or profits to employees on senior level is a common retention strategy pursued by organisations. These share scheme programmes could pay out annually or every 3-5 years.
Sign-on Bonuses
The practice where an employee receives a lump sum payment when joining an organisation is called a sign-on bonus. This bonus is often given as a settlement amount to compensate against the value of a future share payment or pending bonus that the candidate will forfeit, due to the timing of his or her resignation.
As can be seen from the explanations above, these infrequent payments can add up to a substantial amount of the Total Cost to Company, and the timing and potential loss of these funds should be taken into consideration upfront when considering other job opportunities.
Level 4 – Calculating Expectations
Everyone has a price, right? Before cementing your salary expectations and committing your mind to a specific number, please refer again to your motivations for moving for just a second. Where does the priority of Remuneration rank when compared to Stimulation, Assurance, Crowd, Elevation, and Domain? Be honest with yourself upfront regarding your salary expectations and remain realistic when calculating your “moving” numbers.
Find out about market-related packages for your industry, qualifications, and level of experience from reputable sources (not just friends and colleagues) and refrain from setting your expectations at unrealistic levels. Increases of 30%-50% do not happen anymore: Nada, Nein, Negative, Aikona!!! The current average Total Cost to Company increases are in the region of 10% – 15%. (Say what now?) Yes….deal with it. Your career progression is far more important than a short-term monetary gain and choosing Remuneration as your first motivation for moving is never a wise idea.
There is an age-old African Proverb that states: “Make money, but don’t let money make you!”
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