Inspiration – Believing It is Possible
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
Richard M De Vos says “The only thing that stands between a man and what he wants from life is often merely the will to try it and the faith to believe that it is possible.”
So what exactly is it that we are all so afraid of? Why is it that we are afraid to believe that “things” are possible? Why is it that we have so little faith in ourselves and the magnitude of ‘that’ person that we are, that we are afraid to try things in life? Quite honestly I don’t have the answers.
What I do have is a life and business coach by the name of Vanessa, who is teaching me and guiding me through this process. I always smilingly say that I am a ‘work in progress’!
What I am discovering in this amazing journey through life is that I am beginning to ‘try’ things – not just wanting to try them or thinking about trying them, but that I am actually actively engaged in the process of ‘trying’ life. I am physically, mentally, emotionally and spiritually engaged in ‘the business of trying life.’
Please believe me when I tell you that it is the most difficult thing I have ever done and also the absolute easiest. Difficult because I have had to let go of and work through my own fear and my faith in myself and the Universe. Easy because, once I let myself ‘do’ it, I could not for the life of me understand what it was that I was so scared and afraid of in the first place.
Yip – a work in progress, that’s me! You see every time I hit a ripple in the road (usually put there by myself) my first reaction is one of fear and then I have to stop – work through everything from a logical perspective, understand the fear, throw the fear and the uncertainty out and then continue on my way. I do understand and am aware of the fact that as I continue on my journey the ‘fear factor’ will become less and less though.
You see, the ‘fear’ had been a part of my life for so long that it had become a really nasty and evil habit. Like any other bad habit, you have to be consciously and consistently aware of the damage that it is doing to you and only in that awareness will you be able to rid yourself of it.
It’s a habit that I am expunging on a daily basis.
It’s a habit that will soon be gone from my life forever.
In my new found ‘fearless’ freedom, I am finally starting to try new things and in so doing I have found the faith and trust in myself and the purpose of my life, which will ultimately allow me to live my life to the fullest.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Monday, September 30, 2019
Friday, September 27, 2019
HR 101 - When You Want to Hire Staff – Part 1
HR 101 - When You Want to Hire Staff – Part 1
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
Please note that this pertains to South African Labour Relations and Best Practice requirements.
Let me just say from the get go, that in my opinion, we more often than not, hire staff that we either do not need or alternatively that are completely unsuitable.
Let me explain my statement.
Firstly we have the situation where we hire staff that we don’t need – this is what happens when you walk into your office and are confronted by this huge mound of paper, files, stuff all over the desk – well you assume that it is a desk, because you cannot see it. Your first ‘knee jerk’ reaction is “I need help” and your second ‘knee jerk’ reaction is – “I have to hire a staff member”. This is where you need to step away from the problem, take a deep breath, go and have a cup of coffee, a large whiskey (or whatever your choice of poison) and do nothing else. Chances are, you see, that you actually don’t need anything more than a student type person for a couple of hours to help you clear through the backlog.
Secondly we have the situation, where you are correct, you do need someone to help you and your friend’s, aunties sister who lives down the road was recently retrenched and ‘ag shame’ she could do with the money – so you hire her and then while she sits and watches you work, you do all the work because she has no clue how to do anything! Bad move that! In this situation you are stuck with the new employee that you actually don’t want because they are not helping you but rather costing you money and giving you additional work.
Here’s the thing, before you actually hire anyone, you need to sit yourself down and ask yourself some really hard questions like (but not limited too):
1. Do you really need help or are you just a little behind?
2. What exactly will the person do – or rather (in the spirit of being absolutely honest with yourself), what work, that you are currently doing are you prepared to relinquish to another person – because that is exactly what it is that you will have to do.
3. This work that you are prepared to give up to your new employee – how long does it take you to do it (this will determine whether you need a full day person, or a half day person or a now and then person).
4. Are you giving the person the things that you hate to do (in which case it would be crazy to hire someone exactly like you – you should be looking at someone completely different to you) or are you going to part with the things that you absolutely love to do (I don’t think that that is even up for discussion – do you?).
So now you have asked and answered the questions – now how do you go about finding that particular person and then interviewing them and then hiring them, and yes, it is a process.
Firstly, I would suggest that you write down exactly what they will need to do and what (if any) qualifications or experience you think that they will need to have in order to fulfil their obligations.
Hiring somebody’s aunties, granny who lives down the road and who has never used a computer to do all your online marketing, is not a good idea, I am sure you will agree. So it’s fair to say that it would be a good idea to take each task that you want that particular person to perform and list the minimum skills that they would require in order to perform those skills.
What usually happens now, is that you are left with a list of (but not limited to)
a. Qualifications (e.g. bookkeeping certificate)
b. Skills (e.g. computer literate and versed in excel and office)
c. Experience (e.g. 3 years as an administrative assistant)
and of course a list of what you want them to do such as (but not limited to):
d. maintaining of filing, both paper and electronic, in compliance with laid down procedures
e. data capture new members and maintain existing database
f. check and confirm prices and calculation on shipping documents
g. check and confirm duties charged on imports etc
Now you have the basics of a Job description – and here’s the bonus, the new staff member’s performance (or lack thereof) can be measured.
Once all your requirements and duties are listed, you can use the list to draft your job spec and once your job spec is drafted and you have handed it to the recruitment agency or posted it on the various websites you subscribe to, hopefully you will now start getting some CV’s in.
Next time we will have a look at the next step.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
Please note that this pertains to South African Labour Relations and Best Practice requirements.
Let me just say from the get go, that in my opinion, we more often than not, hire staff that we either do not need or alternatively that are completely unsuitable.
Let me explain my statement.
Firstly we have the situation where we hire staff that we don’t need – this is what happens when you walk into your office and are confronted by this huge mound of paper, files, stuff all over the desk – well you assume that it is a desk, because you cannot see it. Your first ‘knee jerk’ reaction is “I need help” and your second ‘knee jerk’ reaction is – “I have to hire a staff member”. This is where you need to step away from the problem, take a deep breath, go and have a cup of coffee, a large whiskey (or whatever your choice of poison) and do nothing else. Chances are, you see, that you actually don’t need anything more than a student type person for a couple of hours to help you clear through the backlog.
Secondly we have the situation, where you are correct, you do need someone to help you and your friend’s, aunties sister who lives down the road was recently retrenched and ‘ag shame’ she could do with the money – so you hire her and then while she sits and watches you work, you do all the work because she has no clue how to do anything! Bad move that! In this situation you are stuck with the new employee that you actually don’t want because they are not helping you but rather costing you money and giving you additional work.
Here’s the thing, before you actually hire anyone, you need to sit yourself down and ask yourself some really hard questions like (but not limited too):
1. Do you really need help or are you just a little behind?
2. What exactly will the person do – or rather (in the spirit of being absolutely honest with yourself), what work, that you are currently doing are you prepared to relinquish to another person – because that is exactly what it is that you will have to do.
3. This work that you are prepared to give up to your new employee – how long does it take you to do it (this will determine whether you need a full day person, or a half day person or a now and then person).
4. Are you giving the person the things that you hate to do (in which case it would be crazy to hire someone exactly like you – you should be looking at someone completely different to you) or are you going to part with the things that you absolutely love to do (I don’t think that that is even up for discussion – do you?).
So now you have asked and answered the questions – now how do you go about finding that particular person and then interviewing them and then hiring them, and yes, it is a process.
Firstly, I would suggest that you write down exactly what they will need to do and what (if any) qualifications or experience you think that they will need to have in order to fulfil their obligations.
Hiring somebody’s aunties, granny who lives down the road and who has never used a computer to do all your online marketing, is not a good idea, I am sure you will agree. So it’s fair to say that it would be a good idea to take each task that you want that particular person to perform and list the minimum skills that they would require in order to perform those skills.
What usually happens now, is that you are left with a list of (but not limited to)
a. Qualifications (e.g. bookkeeping certificate)
b. Skills (e.g. computer literate and versed in excel and office)
c. Experience (e.g. 3 years as an administrative assistant)
and of course a list of what you want them to do such as (but not limited to):
d. maintaining of filing, both paper and electronic, in compliance with laid down procedures
e. data capture new members and maintain existing database
f. check and confirm prices and calculation on shipping documents
g. check and confirm duties charged on imports etc
Now you have the basics of a Job description – and here’s the bonus, the new staff member’s performance (or lack thereof) can be measured.
Once all your requirements and duties are listed, you can use the list to draft your job spec and once your job spec is drafted and you have handed it to the recruitment agency or posted it on the various websites you subscribe to, hopefully you will now start getting some CV’s in.
Next time we will have a look at the next step.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Thursday, September 26, 2019
Leadership 101 - The Role and Responsibility of Directors – Part 3
Leadership 101 - The Role and Responsibility of Directors – Part 3
By Nikki Viljoen – N Viljoen Consulting (Pty) Ltd
Please note that this pertains to South African Legislation, the King Requirements and Best Practice.
So today we start looking at some of the specific risks that most companies face and therefore what, in particular the Board of Directors should be looking at.
Firstly, let’s look at some of the key questions that entrepreneurs should be looking at in terms of themselves. The reality is that in order for a company to run effectively and indeed be compliant, they have to be headed up by a Board of Directors. The Board of Directors are responsible for directing, governing and being in control of the company. Some of the questions that they should be asking are (but not limited to):-
- Does the company have the right people in place. This would be both in terms of those who lead as well as those who manage the business from a directorship perspective as well as senior management or even HOD’s (Heads of Department).
- Whilst the Board are ultimately responsible they cannot do everything themselves and realistically they need to step out of the way in terms of the day to day management of the company.
The next question therefore is, are the Directors independent of management?
- In the instances where external assistance is needed and the Board of Directors can outsource expert advice and where they do, do they actually make use of that advice?
- Sometimes it is better to go outside of the company and sometimes it isn’t. The reality is that the Board needs to make a decision as to whether they would get a greater value from internal or external assistance. This needs to be evaluated. Remember that this is in the best interests of the company, so egos should be checked in at the door.
- The duties of the Board are onerous – there is all the compliance stuff and all the leadership stuff and getting the business in and finding the deals and paying the bills and looking after the staff stuff and the reality is that you cannot control everything all of the time. So, has the Board delegated sufficiently to committee’s or sub-committees or even to HOD’s directly?
- What about the Board and Committee charters? Firstly do you have a charter and if so is it updated on a regular basis to ensure that it still meets the requirements of the company as well as any new legislation? Not meeting new legislation requirements could prove to be very costly.
- How are the sustainability issues dealt with? Is there a committee or sub-committee set up to handle them or are they handled by a committee that is already set up and if so, which one? Is it the right one? To have tasks split between the sub-committees or to have one sub-committee set up specifically to deal with the sustainability issues is a decision that will need to be taken.
- There must be a measurement structure in place to ascertain whether the current roles and structures of the subsidiary Boards are adding value. This should be monitored on a regular basis and adjusted accordingly.
- How is the Board incorporating strategy, risk, performance and sustainability into their decision making philosophy? How is this managed and measured?
- What about the directors themselves, are they spending their time effectively and efficiently in meetings and dealing only with material issues? Again, how is this being monitored and measured?
As you can see from the level of detail in this one section of the requirements, the level of responsibility and accountability is huge.
Next time we will have a look at the Directors responsibilities around the governance of risk.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen – N Viljoen Consulting (Pty) Ltd
Please note that this pertains to South African Legislation, the King Requirements and Best Practice.
So today we start looking at some of the specific risks that most companies face and therefore what, in particular the Board of Directors should be looking at.
Firstly, let’s look at some of the key questions that entrepreneurs should be looking at in terms of themselves. The reality is that in order for a company to run effectively and indeed be compliant, they have to be headed up by a Board of Directors. The Board of Directors are responsible for directing, governing and being in control of the company. Some of the questions that they should be asking are (but not limited to):-
- Does the company have the right people in place. This would be both in terms of those who lead as well as those who manage the business from a directorship perspective as well as senior management or even HOD’s (Heads of Department).
- Whilst the Board are ultimately responsible they cannot do everything themselves and realistically they need to step out of the way in terms of the day to day management of the company.
The next question therefore is, are the Directors independent of management?
- In the instances where external assistance is needed and the Board of Directors can outsource expert advice and where they do, do they actually make use of that advice?
- Sometimes it is better to go outside of the company and sometimes it isn’t. The reality is that the Board needs to make a decision as to whether they would get a greater value from internal or external assistance. This needs to be evaluated. Remember that this is in the best interests of the company, so egos should be checked in at the door.
- The duties of the Board are onerous – there is all the compliance stuff and all the leadership stuff and getting the business in and finding the deals and paying the bills and looking after the staff stuff and the reality is that you cannot control everything all of the time. So, has the Board delegated sufficiently to committee’s or sub-committees or even to HOD’s directly?
- What about the Board and Committee charters? Firstly do you have a charter and if so is it updated on a regular basis to ensure that it still meets the requirements of the company as well as any new legislation? Not meeting new legislation requirements could prove to be very costly.
- How are the sustainability issues dealt with? Is there a committee or sub-committee set up to handle them or are they handled by a committee that is already set up and if so, which one? Is it the right one? To have tasks split between the sub-committees or to have one sub-committee set up specifically to deal with the sustainability issues is a decision that will need to be taken.
- There must be a measurement structure in place to ascertain whether the current roles and structures of the subsidiary Boards are adding value. This should be monitored on a regular basis and adjusted accordingly.
- How is the Board incorporating strategy, risk, performance and sustainability into their decision making philosophy? How is this managed and measured?
- What about the directors themselves, are they spending their time effectively and efficiently in meetings and dealing only with material issues? Again, how is this being monitored and measured?
As you can see from the level of detail in this one section of the requirements, the level of responsibility and accountability is huge.
Next time we will have a look at the Directors responsibilities around the governance of risk.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Wednesday, September 25, 2019
Networking 101 - Take an Interest in What People Do
Networking 101 - Take an Interest in What People Do
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
“In 1936, Dale Carnegie published – ‘How to win friends & influence people’. Since then, his book has sold more that 15 million copies and is widely credited as being the first book in the modern self-help genre.”
So says C J Hayden in his article entitled “To make more sales, try making more friends.”
But what does this actually mean?
Why is it that I, being as grumpy and as disagreeable as I am known to be, who ‘growls’ at people at every opportunity, am in the enviable position of having a great number of ‘friends’ and acquaintances, who not only like and even love me as an individual, but who also often heed my advice?
Well, I think it is because I take an interest in them and whatever it is that they do.
You see when I first meet people at a Networking event, I make sure that I contact them and set up a ‘one-on-one’ meeting with them. I do this in order to get a better understanding of what they do and what their dreams are. I take down notes and ask questions – in short, I take a genuine interest in what they do. I listen to what their needs are, what their desires are and then I connect them with the people who can meet those needs and desires.
This makes them feel good about themselves, it makes them feel that they are important to me.
Now of course, as you help someone to meet their needs and desires, what they start to feel for you is gratitude, and as you continue to build the relationship with them, that gratitude turns to respect and if you are really lucky into a genuine friendship.
Who would have thought – that it would take the simple act of ‘listening’ to the needs of a stranger - to add a new friend, to make a new contact, to sign a new deal, to find a great opportunity?
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
“In 1936, Dale Carnegie published – ‘How to win friends & influence people’. Since then, his book has sold more that 15 million copies and is widely credited as being the first book in the modern self-help genre.”
So says C J Hayden in his article entitled “To make more sales, try making more friends.”
But what does this actually mean?
Why is it that I, being as grumpy and as disagreeable as I am known to be, who ‘growls’ at people at every opportunity, am in the enviable position of having a great number of ‘friends’ and acquaintances, who not only like and even love me as an individual, but who also often heed my advice?
Well, I think it is because I take an interest in them and whatever it is that they do.
You see when I first meet people at a Networking event, I make sure that I contact them and set up a ‘one-on-one’ meeting with them. I do this in order to get a better understanding of what they do and what their dreams are. I take down notes and ask questions – in short, I take a genuine interest in what they do. I listen to what their needs are, what their desires are and then I connect them with the people who can meet those needs and desires.
This makes them feel good about themselves, it makes them feel that they are important to me.
Now of course, as you help someone to meet their needs and desires, what they start to feel for you is gratitude, and as you continue to build the relationship with them, that gratitude turns to respect and if you are really lucky into a genuine friendship.
Who would have thought – that it would take the simple act of ‘listening’ to the needs of a stranger - to add a new friend, to make a new contact, to sign a new deal, to find a great opportunity?
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Tuesday, September 24, 2019
Business Tips - Documentation and SARS
Business Tips – Documentation and SARS
By Nikki Viljoen – N Viljoen Consulting (Pty) Ltd
Please note that this pertains to South African SARS (South African Revenue Services) and best practice requirements.
On a daily basis I meet with people who are either starting their own businesses or alternatively there are those who have been in business for many years now – irrespective of where they are in this particular journey called life, they more often than not, have no clue about the legal requirements around the retention of their business documents.
The harsh reality is that not only is there a legal requirement in terms of what documents must be kept there are also requirements on how long these documents must be kept and they are not all just about the financial records either. Some need to be kept for only a couple of years, others for up to 5 or 7 or even 15 or so years and others that have to be retained ‘indefinitely’.
Add to all of this the digital and electronic age and although in many ways this simplifies life there are also instances where this will complicate things.
Take for example the tax records . . . it has been promulgated into law that the tax records and financial documentation pertaining to these records can be stored in their electronic form provided that they are stored electronically in a physical location in South Africa. Furthermore, if the taxpayer wishes to store and maintain their accounting or invoicing records using ‘the cloud’ technology or servers outside of South African borders, they will need to obtain written approval from a Senior SARS officiator.
Apparently though, obtaining authority to do this is not an easy achievement either, as the following requirements have to be met. These are (but not limited to):-
- You have to be able to easily access these records here in SA.
- Irrespective of the location of these servers, this should not affect the access to the records.
- It is a requirement that the country where the servers are hosted has to have an international tax agreement with South Africa for reciprocal tax assistance.
- That the taxpayer in South Africa has to be able to produce an acceptable electronic form of the record – ideally it should look exactly like its paper hardcopy equivalent and
- The storage capabilities must meet all storage requirements.
Additional challenges that may be encountered are in the form of system description development should the software or electronic platform not be commonly used and recognized in South Africa, so beware of all the ‘off the shelf’ products that may have been developed in India or the USA as they may carry ‘hidden’ costs.
Be sure to have properly researched what you purchase to ensure that SARS requirements are always met – it will be cheaper in the long run.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen – N Viljoen Consulting (Pty) Ltd
Please note that this pertains to South African SARS (South African Revenue Services) and best practice requirements.
On a daily basis I meet with people who are either starting their own businesses or alternatively there are those who have been in business for many years now – irrespective of where they are in this particular journey called life, they more often than not, have no clue about the legal requirements around the retention of their business documents.
The harsh reality is that not only is there a legal requirement in terms of what documents must be kept there are also requirements on how long these documents must be kept and they are not all just about the financial records either. Some need to be kept for only a couple of years, others for up to 5 or 7 or even 15 or so years and others that have to be retained ‘indefinitely’.
Add to all of this the digital and electronic age and although in many ways this simplifies life there are also instances where this will complicate things.
Take for example the tax records . . . it has been promulgated into law that the tax records and financial documentation pertaining to these records can be stored in their electronic form provided that they are stored electronically in a physical location in South Africa. Furthermore, if the taxpayer wishes to store and maintain their accounting or invoicing records using ‘the cloud’ technology or servers outside of South African borders, they will need to obtain written approval from a Senior SARS officiator.
Apparently though, obtaining authority to do this is not an easy achievement either, as the following requirements have to be met. These are (but not limited to):-
- You have to be able to easily access these records here in SA.
- Irrespective of the location of these servers, this should not affect the access to the records.
- It is a requirement that the country where the servers are hosted has to have an international tax agreement with South Africa for reciprocal tax assistance.
- That the taxpayer in South Africa has to be able to produce an acceptable electronic form of the record – ideally it should look exactly like its paper hardcopy equivalent and
- The storage capabilities must meet all storage requirements.
Additional challenges that may be encountered are in the form of system description development should the software or electronic platform not be commonly used and recognized in South Africa, so beware of all the ‘off the shelf’ products that may have been developed in India or the USA as they may carry ‘hidden’ costs.
Be sure to have properly researched what you purchase to ensure that SARS requirements are always met – it will be cheaper in the long run.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Monday, September 23, 2019
Inspiration – Becoming More Conscious
Inspiration – Becoming More Conscious
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
You know, I grew up on a farm in the late 50’s and 60’s and for the people of my generation, using the “K” word (and for the Americans amongst you this is the “N” word) was pretty much the norm. Was that right? Of course not! My point though is that nowadays when I hear that word (although it is very rare to hear it these days, thank goodness), apart from the fact I find it offensive, I am also reminded how things were.
So how did we get from there to here? How did a whole nation of people go from using words that were the ‘norm’ for that period of time – to something that now, the majority of us find absolutely reprehensible?
Well I think it is because we have become more conscious about what we say. It’s like the ‘volume’ control on kids – as they grow, so they become more aware of what they sound like and then instead of every word being said as loud as they possibly can, it becomes softer and more manageable.
Now here’s the thing – if we become more aware of what we say to ourselves softly and quietly, on a daily basis and stop all the negative thoughts that run wild in our heads, chances are that those negative thoughts will become positive thoughts and pretty soon instead of a sad, depressed and frightened individual, we’ll be a happy, upbeat confident person.
So how do we go about this? Well as with most things in life, it would be one word at a time, one day at a time. Be aware of what your thoughts are – each time something negative pops into you mind, mentally shake it loose – get rid of it and then replace it with a word with the opposite meaning. Actively think of the good things around you, be aware of your surroundings, take time out of your day to enjoy the simple things in life, the magnificent sunrise, the glorious sunset, the smell of freshly brewed coffee or freshly baked bread.
Allow your mind to wonder back to the memories of child hood where you were responsible for nothing more than being a kid and having a good time. Remember the laughter and the sunshine.
Watch children at play, see the delight upon a child’s face as they see their first butterfly or soapy bubbles as they float in the air and remember the thoughts that you had when you first experienced things. It will lighten the load in your heart and put a spring in your step.
Fill your head with pleasant positive thoughts and the burdens of your day will melt away.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
You know, I grew up on a farm in the late 50’s and 60’s and for the people of my generation, using the “K” word (and for the Americans amongst you this is the “N” word) was pretty much the norm. Was that right? Of course not! My point though is that nowadays when I hear that word (although it is very rare to hear it these days, thank goodness), apart from the fact I find it offensive, I am also reminded how things were.
So how did we get from there to here? How did a whole nation of people go from using words that were the ‘norm’ for that period of time – to something that now, the majority of us find absolutely reprehensible?
Well I think it is because we have become more conscious about what we say. It’s like the ‘volume’ control on kids – as they grow, so they become more aware of what they sound like and then instead of every word being said as loud as they possibly can, it becomes softer and more manageable.
Now here’s the thing – if we become more aware of what we say to ourselves softly and quietly, on a daily basis and stop all the negative thoughts that run wild in our heads, chances are that those negative thoughts will become positive thoughts and pretty soon instead of a sad, depressed and frightened individual, we’ll be a happy, upbeat confident person.
So how do we go about this? Well as with most things in life, it would be one word at a time, one day at a time. Be aware of what your thoughts are – each time something negative pops into you mind, mentally shake it loose – get rid of it and then replace it with a word with the opposite meaning. Actively think of the good things around you, be aware of your surroundings, take time out of your day to enjoy the simple things in life, the magnificent sunrise, the glorious sunset, the smell of freshly brewed coffee or freshly baked bread.
Allow your mind to wonder back to the memories of child hood where you were responsible for nothing more than being a kid and having a good time. Remember the laughter and the sunshine.
Watch children at play, see the delight upon a child’s face as they see their first butterfly or soapy bubbles as they float in the air and remember the thoughts that you had when you first experienced things. It will lighten the load in your heart and put a spring in your step.
Fill your head with pleasant positive thoughts and the burdens of your day will melt away.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Friday, September 20, 2019
HR 101 - UIF (Unemployment Fund) – Part 5
HR 101 - UIF (Unemployment Fund) – Part 5
By Nikki Viljoen of Viljoen Consulting (Pty) Ltd
Please note that this pertains to South African Labour Relations and Best Practice requirements.
Last time we had a look at how to collect maternity as well as adoption benefits and in this, our final article on the subject of UIF, we will focus on the ‘how to’ of claiming death benefits.
Obviously if you are dead, you cannot collect the benefit – however the spouse and the ‘minor’ children of the deceased may be illegible to receive the benefits.
Here are some of the rules though:
The benefits have to be collected within six months of the death of the worker.
Here are the documents that need to be presented when you (as the husband or wife of the deceased) have to take to the Labour Centre.
- A Form UF126 needs to be completed. This can be collected from the Labour Centre or off the Labour Department site (but remember to check that it is the correct and current form).
- Your green, bar encoded identity document.
- Copies of the deceased’s last six pay slips
- A signed and completed form UI19 from the employer of the deceased.
- A certified copy of the deceased’s death certificate
- A certified copy of your marriage certificate
- A certificate of Service from the employee
- Proof of your (the claimant’s) banking details.
- If you are a minor child of the deceased, the claim must then be done by completing a form UF127. This must be done by the child’s legal guardian. Again this can be collected from the Labour Centre or off the Labour Department site (but remember to check that it is the correct and current form).
Here are the documents that need to be presented when the legal guardian of the child (as the minor child of the deceased), have to take to the Labour Centre.
- Your green, bar encoded identity document.
- Copies of the deceased’s last six pay slips
- A signed and completed form UI19 from the employer of the deceased.
- A certified copy of the deceased’s death certificate
- A certified copy of your marriage certificate
- A certificate of service from the employee
- Proof of your (the claimant’s) banking details.
- Proof of guardianship of the child’s representative
- Proof that the minor child is a learner who was dependant upon the deceased.
Once the above has been received by the Labour Centre, you will be issued with a Form UF 128, which needs to be completed and signed by the last employer of the deceased and then submitted to the Labour Centre.
This is a once off payment and it is the amount that the deceased would have been able to claim had they been unemployed.
Again this will be paid by means of a cheque or an electronic transfer where possible.
Next time we will tackle a new topic.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen of Viljoen Consulting (Pty) Ltd
Please note that this pertains to South African Labour Relations and Best Practice requirements.
Last time we had a look at how to collect maternity as well as adoption benefits and in this, our final article on the subject of UIF, we will focus on the ‘how to’ of claiming death benefits.
Obviously if you are dead, you cannot collect the benefit – however the spouse and the ‘minor’ children of the deceased may be illegible to receive the benefits.
Here are some of the rules though:
The benefits have to be collected within six months of the death of the worker.
Here are the documents that need to be presented when you (as the husband or wife of the deceased) have to take to the Labour Centre.
- A Form UF126 needs to be completed. This can be collected from the Labour Centre or off the Labour Department site (but remember to check that it is the correct and current form).
- Your green, bar encoded identity document.
- Copies of the deceased’s last six pay slips
- A signed and completed form UI19 from the employer of the deceased.
- A certified copy of the deceased’s death certificate
- A certified copy of your marriage certificate
- A certificate of Service from the employee
- Proof of your (the claimant’s) banking details.
- If you are a minor child of the deceased, the claim must then be done by completing a form UF127. This must be done by the child’s legal guardian. Again this can be collected from the Labour Centre or off the Labour Department site (but remember to check that it is the correct and current form).
Here are the documents that need to be presented when the legal guardian of the child (as the minor child of the deceased), have to take to the Labour Centre.
- Your green, bar encoded identity document.
- Copies of the deceased’s last six pay slips
- A signed and completed form UI19 from the employer of the deceased.
- A certified copy of the deceased’s death certificate
- A certified copy of your marriage certificate
- A certificate of service from the employee
- Proof of your (the claimant’s) banking details.
- Proof of guardianship of the child’s representative
- Proof that the minor child is a learner who was dependant upon the deceased.
Once the above has been received by the Labour Centre, you will be issued with a Form UF 128, which needs to be completed and signed by the last employer of the deceased and then submitted to the Labour Centre.
This is a once off payment and it is the amount that the deceased would have been able to claim had they been unemployed.
Again this will be paid by means of a cheque or an electronic transfer where possible.
Next time we will tackle a new topic.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Thursday, September 19, 2019
Leadership 101 - The Role and Responsibility of Directors – Part 2
Leadership 101 - The Role and Responsibility of Directors – Part 2
By Nikki Viljoen – Viljoen Consulting (Pty) Ltd.
Please note that this pertains to South African Legislation, the King Requirements and Best Practice.
When the New Companies Act came into being, the role and responsibilities of the Directors changed - dramatically. The problem of course is that still today, most Directors out there have no clue what it is that they are responsible for!
One of the things that Directors will be held responsible and accountable for is managing the risks in the Business? Here are some of the risks that will need to be assessed and then managed.
There are three distinct types of risks. These are:
- Hazard
- Opportunity
- Uncertainty
Let’s have a look at these in more detail.
Hazard risk.
This is usually the "threat" of negative things that could happen to a business and it is usually the most common risk that Directors understand and it usually the only one that is discussed around the boardroom table.
Opportunity Risk
This is usually about an opportunity that is lost due to decisions taking too long to be made, or when an opportunity is not recognized until it is too late. It is about the possibility of "positive" things not happening or taking place.
Uncertainty Risk
This is when potential is not realized. For example when forecasts and budgets are not met in reality.
All of these should be used to identify the risks.
There are Five Key Functions that the Board need to agree on when assessing risks.
- The Board needs to agree on three or four critical risks that the organization is facing. Solutions to the risk and solutions to managing the risk need to be identified and documented and then management needs to be monitored to ensure that the risks are in fact being managed.
- The Risk Management Policy must be approved by the Board and must also be monitored by the Board.
- In order ensure that attention is always focused on the Risks, KPI's (key performance indicators) for the CEO (Chief Executive Officer) should be established.
- The issues around risk should be discussed at all strategy meetings and certainly at all the Board meetings, so it must be included on the agenda.
- A SWOR (strengths, weaknesses, opportunities and risks) analysis should be conducted for strategic planning purposes.
Next time we will have a look at some of the specific risks that many organizations have.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen – Viljoen Consulting (Pty) Ltd.
Please note that this pertains to South African Legislation, the King Requirements and Best Practice.
When the New Companies Act came into being, the role and responsibilities of the Directors changed - dramatically. The problem of course is that still today, most Directors out there have no clue what it is that they are responsible for!
One of the things that Directors will be held responsible and accountable for is managing the risks in the Business? Here are some of the risks that will need to be assessed and then managed.
There are three distinct types of risks. These are:
- Hazard
- Opportunity
- Uncertainty
Let’s have a look at these in more detail.
Hazard risk.
This is usually the "threat" of negative things that could happen to a business and it is usually the most common risk that Directors understand and it usually the only one that is discussed around the boardroom table.
Opportunity Risk
This is usually about an opportunity that is lost due to decisions taking too long to be made, or when an opportunity is not recognized until it is too late. It is about the possibility of "positive" things not happening or taking place.
Uncertainty Risk
This is when potential is not realized. For example when forecasts and budgets are not met in reality.
All of these should be used to identify the risks.
There are Five Key Functions that the Board need to agree on when assessing risks.
- The Board needs to agree on three or four critical risks that the organization is facing. Solutions to the risk and solutions to managing the risk need to be identified and documented and then management needs to be monitored to ensure that the risks are in fact being managed.
- The Risk Management Policy must be approved by the Board and must also be monitored by the Board.
- In order ensure that attention is always focused on the Risks, KPI's (key performance indicators) for the CEO (Chief Executive Officer) should be established.
- The issues around risk should be discussed at all strategy meetings and certainly at all the Board meetings, so it must be included on the agenda.
- A SWOR (strengths, weaknesses, opportunities and risks) analysis should be conducted for strategic planning purposes.
Next time we will have a look at some of the specific risks that many organizations have.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Wednesday, September 18, 2019
Networking - Giving Feedback
Networking - Giving Feedback
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
Dr. Renate Volpe, in her nugget cards entitled “Networking Tips” says:
“Provide constructive feedback to people in your network, that they can use to enhance their businesses.”
As some of you know, I recently had my website revamped (go check it out on http://www.viljoenconsulting.co.za – sign up, it’s free). One of the things that I was now able to add onto my site is a ‘Testimonials’ page. I then sent out an e-mail to my entire database asking everyone to send me a testimonial.
The response was both unexpected and even a little overwhelming. In fact, there were several occasions where I was a little damp around the eye area, although I am not admitting to anything you understand.
You see, since 2003, when I started this particular journey, I have handed out probably more than several thousand referrals and I have connected people, not only locally, but also across borders, across continents and even across time zones.
Sure there have been instances where I have had a ‘thank you’ mail or call and even more rarely, I have actually received a ‘feedback’ of sorts, where I have been told that they have actually met up with the person and they are now doing business together. Sadly though, these are very few and far between.
So I am sure you can only imagine my shock when I received hundreds of mails and testimonials and the content of many of them evidenced the difference I had made in the lives of these people. It was a truly humbling experience and one that I will never forget.
It would be really great though, to have this experience (although on a much lesser scale) on a more regular basis and without me actually having to ask for it.
I must say though, that although my database works really hard for me and I have no problem with referring people – those who have thanked me and those who have given me feedback, somehow stick more clearly in my mind. I do know that I get a real sense of pleasure when I am able to refer them.
So remember the person who gave you the connection and the referral in the first place. They have given you something of theirs that they have worked very hard for and that they treasure – have the good manners to, at the very least, thank them. They deserve it don’t you think?
For more information on Renate, please visit her website at http://www.drrenatevolpe.co.za
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
Dr. Renate Volpe, in her nugget cards entitled “Networking Tips” says:
“Provide constructive feedback to people in your network, that they can use to enhance their businesses.”
As some of you know, I recently had my website revamped (go check it out on http://www.viljoenconsulting.co.za – sign up, it’s free). One of the things that I was now able to add onto my site is a ‘Testimonials’ page. I then sent out an e-mail to my entire database asking everyone to send me a testimonial.
The response was both unexpected and even a little overwhelming. In fact, there were several occasions where I was a little damp around the eye area, although I am not admitting to anything you understand.
You see, since 2003, when I started this particular journey, I have handed out probably more than several thousand referrals and I have connected people, not only locally, but also across borders, across continents and even across time zones.
Sure there have been instances where I have had a ‘thank you’ mail or call and even more rarely, I have actually received a ‘feedback’ of sorts, where I have been told that they have actually met up with the person and they are now doing business together. Sadly though, these are very few and far between.
So I am sure you can only imagine my shock when I received hundreds of mails and testimonials and the content of many of them evidenced the difference I had made in the lives of these people. It was a truly humbling experience and one that I will never forget.
It would be really great though, to have this experience (although on a much lesser scale) on a more regular basis and without me actually having to ask for it.
I must say though, that although my database works really hard for me and I have no problem with referring people – those who have thanked me and those who have given me feedback, somehow stick more clearly in my mind. I do know that I get a real sense of pleasure when I am able to refer them.
So remember the person who gave you the connection and the referral in the first place. They have given you something of theirs that they have worked very hard for and that they treasure – have the good manners to, at the very least, thank them. They deserve it don’t you think?
For more information on Renate, please visit her website at http://www.drrenatevolpe.co.za
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Tuesday, September 17, 2019
Business Tips – Setting Goals
Business Tips – Setting Goals
By Nikki Viljoen – N Viljoen Consulting (Pty) Ltd
I am sure that you have all heard the old adage that “if you can’t measure it, you can’t manage it”! Although many business owners faithfully quote this saying almost on a daily basis, the sad reality is that few actually use it themselves.
The reality is that few actually set goals for themselves – goals that they can actually leverage off for their own personal successes. Goals that are specific, that can be measured – that have meaning and make perfectly logical sense. Goals that motivate and excite them, that make them jump out of bed in the morning, ready and rearing to face the day.
Many business owners strategize for the business, for the staff, for the clients, for the suppliers . . . but fail to develop strategies for themselves.
So the challenge today is for you to develop a strategy for yourself, then work out your plan. It might be something as simple as getting yourself to more ‘self-development’ type workshops or as complicated as working a four day week, and then a three day week and then a two day week and then a four hour week.
Whatever it is, write it down. Set actions with deadlines and then focus on achieving your goal.
You know that it is something that you should do, you know it is something that you want to do and most importantly, you know it is something that you can do!
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen – N Viljoen Consulting (Pty) Ltd
I am sure that you have all heard the old adage that “if you can’t measure it, you can’t manage it”! Although many business owners faithfully quote this saying almost on a daily basis, the sad reality is that few actually use it themselves.
The reality is that few actually set goals for themselves – goals that they can actually leverage off for their own personal successes. Goals that are specific, that can be measured – that have meaning and make perfectly logical sense. Goals that motivate and excite them, that make them jump out of bed in the morning, ready and rearing to face the day.
Many business owners strategize for the business, for the staff, for the clients, for the suppliers . . . but fail to develop strategies for themselves.
So the challenge today is for you to develop a strategy for yourself, then work out your plan. It might be something as simple as getting yourself to more ‘self-development’ type workshops or as complicated as working a four day week, and then a three day week and then a two day week and then a four hour week.
Whatever it is, write it down. Set actions with deadlines and then focus on achieving your goal.
You know that it is something that you should do, you know it is something that you want to do and most importantly, you know it is something that you can do!
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Monday, September 16, 2019
Inspiration - Attitude
Inspiration - Attitude
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
Today’s article is based on a whole piece rather than just a one liner, by an unknown author – but what a piece of work it is!
“There once was a woman who woke up one morning,
looked in the mirror, and noticed she had only three hairs on her head.
Well," she said, "I think I'll braid my hair today?"
So she did and she had a wonderful day.
The next day she woke up,
looked in the mirror and saw that she had only two hairs on her head.
"H-M-M," she said,
"I think I'll part my hair down the middle today?"
So she did and she had a grand day.
The next day she woke up,
looked in the mirror and noticed that she had only one hair on her head.
"Well," she said,
"today I'm going to wear my hair in a pony tail."
So she did and she had a fun, fun day.
The next day she woke up,
looked in the mirror and noticed that there wasn't a single hair on her head.
"YEA!" she exclaimed,
"I don't have to fix my hair today!"
Attitude is everything.
Be kinder than necessary,
for everyone you meet is fighting some kind of battle.
Live simply,
Love generously,
Care deeply,
Speak kindly.......
Life isn't about waiting for the storm to pass.
It's about learning to dance in the rain.”
I have been engaged, in several conversations about being positive, of late. Some of these discussions have turned into extremely bitter arguments, some have ruined friendships, some have been taken in the spirit that they were intended and lifted spirits – all have had a profound affect on me in my personal capacity. They have left their mark and in short made me more determined to see the good in life.
That’s not to say that I walk around with a blinkered view of what is happening around me, it just means that although I see the pain, the poverty, the crime and all the nasties that surround my life, I have made a conscious decision to see the good that has come out of these sometimes impossible situations.
Not only have I chosen to see the good, but I have also made a decision to make a difference where I can.
Don’t worry folks that does not mean that I will don flowing robes and headgear and become the next “Mother Theresa”, I am still “Nikki” and the Nikki that those who know me have grown to love – as far as that is concerned, things will remain the same, but I have chosen my attitude.
I challenge you all to look around you and see what is before you, really look and you too will see the good that has grown out of the bad! Choose to laugh with me, choose to see the view that I see, choose to make a difference in someone else’s life by merely changing your mindset about how you view your own life.
Choose to have the right attitude!
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za.
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
Today’s article is based on a whole piece rather than just a one liner, by an unknown author – but what a piece of work it is!
“There once was a woman who woke up one morning,
looked in the mirror, and noticed she had only three hairs on her head.
Well," she said, "I think I'll braid my hair today?"
So she did and she had a wonderful day.
The next day she woke up,
looked in the mirror and saw that she had only two hairs on her head.
"H-M-M," she said,
"I think I'll part my hair down the middle today?"
So she did and she had a grand day.
The next day she woke up,
looked in the mirror and noticed that she had only one hair on her head.
"Well," she said,
"today I'm going to wear my hair in a pony tail."
So she did and she had a fun, fun day.
The next day she woke up,
looked in the mirror and noticed that there wasn't a single hair on her head.
"YEA!" she exclaimed,
"I don't have to fix my hair today!"
Attitude is everything.
Be kinder than necessary,
for everyone you meet is fighting some kind of battle.
Live simply,
Love generously,
Care deeply,
Speak kindly.......
Life isn't about waiting for the storm to pass.
It's about learning to dance in the rain.”
I have been engaged, in several conversations about being positive, of late. Some of these discussions have turned into extremely bitter arguments, some have ruined friendships, some have been taken in the spirit that they were intended and lifted spirits – all have had a profound affect on me in my personal capacity. They have left their mark and in short made me more determined to see the good in life.
That’s not to say that I walk around with a blinkered view of what is happening around me, it just means that although I see the pain, the poverty, the crime and all the nasties that surround my life, I have made a conscious decision to see the good that has come out of these sometimes impossible situations.
Not only have I chosen to see the good, but I have also made a decision to make a difference where I can.
Don’t worry folks that does not mean that I will don flowing robes and headgear and become the next “Mother Theresa”, I am still “Nikki” and the Nikki that those who know me have grown to love – as far as that is concerned, things will remain the same, but I have chosen my attitude.
I challenge you all to look around you and see what is before you, really look and you too will see the good that has grown out of the bad! Choose to laugh with me, choose to see the view that I see, choose to make a difference in someone else’s life by merely changing your mindset about how you view your own life.
Choose to have the right attitude!
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za.
Friday, September 13, 2019
HR 101 - UIF (Unemployment Fund) – Part 4
HR 101 - UIF (Unemployment Fund) – Part 4
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
Please note that this pertains to South African Labour Relations and Best Practice requirements.
Last time we had a look at how to collect illness benefits and this time we will focus on the ‘how to’ of claiming the maternity benefits as well as adoption benefits.
Following along from all the other collections you will need to register at the Labour office and obviously you will need to get a medical certificate from your doctor – be advised though that the doctor has to complete and sign the correct form, so make sure that you get a copy from the Labour office or alternatively get one off the website, but make sure that it is the correct one.
When you go to register, again the following documents need to be taken with you:
- A copy of your 13 digit, green bar encoded identity document
- Copies of your last 6 payslips
- Form UI19 completed and signed by your employer
- A Certificate of service from your employer
- Proof of your banking details
- A statement from your employer to evidence any money that you may have (or will be) receiving during the period that you will be on Maternity Leave.
- A fully completed and signed registration form.
When you go to the Labour Offices to register, you will also be given a Form UF92. This form must be completed and signed by your doctor and then it has to be returned to the Labour Office.
Again the benefits will be paid to you by means of a cheque which will be posted to you or where possible by means of an electronic transfer.
If you need to apply for additional benefits after the baby is born, then you need to complete a Form UF 95 (which also needs to be completed and signed off by the doctor who delivered the baby.)
If you are unemployed as well as pregnant, then you need to advise the Claims officer as you may be entitled to additional benefits.
The documents that you need if you are applying for adoption benefits are:
- A copy of your 13 digit, green bar encoded identity document
- Copies of your last 6 payslips
- Form UI19 completed and signed by your employer
- A Certificate of service from your employer
- The adoption order or legal documentation pertaining to the adoption of the child
- Proof of your banking details
- A statement from your employer to evidence any money that you may have (or will be) receiving during the period that you will be on Adoption Leave.
- A copy of your adopted child’s birth certificate
- A fully completed and signed registration form.
Please note though that adoption benefits must be applied for within six months of the adoption order being issued – after that your claim will not be registered and you will not receive the benefits.
Again the benefits will be paid to you by means of a cheque which will be posted to you or where possible by means of an electronic transfer, however a form will be issued by the Labour Office, when payment is made and this must be completed and returned to the Claims Officer at the Labour Centre.
Next time we will have a look at the “how to” collect the death benefits too.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
Please note that this pertains to South African Labour Relations and Best Practice requirements.
Last time we had a look at how to collect illness benefits and this time we will focus on the ‘how to’ of claiming the maternity benefits as well as adoption benefits.
Following along from all the other collections you will need to register at the Labour office and obviously you will need to get a medical certificate from your doctor – be advised though that the doctor has to complete and sign the correct form, so make sure that you get a copy from the Labour office or alternatively get one off the website, but make sure that it is the correct one.
When you go to register, again the following documents need to be taken with you:
- A copy of your 13 digit, green bar encoded identity document
- Copies of your last 6 payslips
- Form UI19 completed and signed by your employer
- A Certificate of service from your employer
- Proof of your banking details
- A statement from your employer to evidence any money that you may have (or will be) receiving during the period that you will be on Maternity Leave.
- A fully completed and signed registration form.
When you go to the Labour Offices to register, you will also be given a Form UF92. This form must be completed and signed by your doctor and then it has to be returned to the Labour Office.
Again the benefits will be paid to you by means of a cheque which will be posted to you or where possible by means of an electronic transfer.
If you need to apply for additional benefits after the baby is born, then you need to complete a Form UF 95 (which also needs to be completed and signed off by the doctor who delivered the baby.)
If you are unemployed as well as pregnant, then you need to advise the Claims officer as you may be entitled to additional benefits.
The documents that you need if you are applying for adoption benefits are:
- A copy of your 13 digit, green bar encoded identity document
- Copies of your last 6 payslips
- Form UI19 completed and signed by your employer
- A Certificate of service from your employer
- The adoption order or legal documentation pertaining to the adoption of the child
- Proof of your banking details
- A statement from your employer to evidence any money that you may have (or will be) receiving during the period that you will be on Adoption Leave.
- A copy of your adopted child’s birth certificate
- A fully completed and signed registration form.
Please note though that adoption benefits must be applied for within six months of the adoption order being issued – after that your claim will not be registered and you will not receive the benefits.
Again the benefits will be paid to you by means of a cheque which will be posted to you or where possible by means of an electronic transfer, however a form will be issued by the Labour Office, when payment is made and this must be completed and returned to the Claims Officer at the Labour Centre.
Next time we will have a look at the “how to” collect the death benefits too.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Thursday, September 12, 2019
Leadership 101 - The Role and Responsibility of Directors – Part 1
Leadership 101 - The Role and Responsibility of Directors – Part 1
By Nikki Viljoen – N Viljoen Consulting (Pty) Ltd
Please note that this pertains to South African Legislation, the King Requirements and Best Practice.
There is a great deal of eye winking and chuckling from the “Gogos” (one of the local native names for Grandmother), around the term CEO (Chief Executive Officer) or even Director, here in South Africa. It seems that everybody that you talk to is either a self- named, self-styled CEO or they aspire to be one!
The fact of the matter is that with the New Companies Act coming into effect, the whole landscape, in terms of business ownership has changed dramatically.
In the good old, bad old days anyone could be a Director of a company and in fact there were many individuals who made careers out of being Directors of Companies. I have actually heard of a lady who was a Director of something like 37 different Companies. She earned a considerable sum of money from each of the Companies for doing very little work, but she had her name on the Company Letterheads. Other than attending meetings and perhaps voicing an opinion or two there was little to do and of course there was very little responsibility.
You see before the introduction of the New Company’s Act, responsibility was only really held by very few individuals. Directors like the Financial Directors who were obviously responsible for looking after the financial side of the business, were far and few between. The Sales Director for example was responsible for ensuring that sales targets were met (often by any means possible), but never carried the responsibility for the financial well-being of the Company.
Let me explain – often when a Company found themselves in financial difficulty the Financial Director was made responsible because it was his responsibility to ensure that the ‘numbers’ were correct and that expenses were controlled. In this situation the Sales Directors would usually absolve themselves from any blame by saying something along the lines of “I brought in the sales and that is what I am responsible for, I am not in charge of the expenses.” Hardly fair I am sure you will agree as in my experience the sales people have no problem running up huge expenses.
The New Act makes all Directors equally liable and accountable for what happens in the business.
Let me say that again – all the Directors are equally and jointly responsible for what happens in the Company and they are responsible in their personal capacities.
Next time we will look at some of the risks that Directors should be aware of and also how best to manage them.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen – N Viljoen Consulting (Pty) Ltd
Please note that this pertains to South African Legislation, the King Requirements and Best Practice.
There is a great deal of eye winking and chuckling from the “Gogos” (one of the local native names for Grandmother), around the term CEO (Chief Executive Officer) or even Director, here in South Africa. It seems that everybody that you talk to is either a self- named, self-styled CEO or they aspire to be one!
The fact of the matter is that with the New Companies Act coming into effect, the whole landscape, in terms of business ownership has changed dramatically.
In the good old, bad old days anyone could be a Director of a company and in fact there were many individuals who made careers out of being Directors of Companies. I have actually heard of a lady who was a Director of something like 37 different Companies. She earned a considerable sum of money from each of the Companies for doing very little work, but she had her name on the Company Letterheads. Other than attending meetings and perhaps voicing an opinion or two there was little to do and of course there was very little responsibility.
You see before the introduction of the New Company’s Act, responsibility was only really held by very few individuals. Directors like the Financial Directors who were obviously responsible for looking after the financial side of the business, were far and few between. The Sales Director for example was responsible for ensuring that sales targets were met (often by any means possible), but never carried the responsibility for the financial well-being of the Company.
Let me explain – often when a Company found themselves in financial difficulty the Financial Director was made responsible because it was his responsibility to ensure that the ‘numbers’ were correct and that expenses were controlled. In this situation the Sales Directors would usually absolve themselves from any blame by saying something along the lines of “I brought in the sales and that is what I am responsible for, I am not in charge of the expenses.” Hardly fair I am sure you will agree as in my experience the sales people have no problem running up huge expenses.
The New Act makes all Directors equally liable and accountable for what happens in the business.
Let me say that again – all the Directors are equally and jointly responsible for what happens in the Company and they are responsible in their personal capacities.
Next time we will look at some of the risks that Directors should be aware of and also how best to manage them.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Wednesday, September 11, 2019
Networking 101 - Referrals Through Networking
Networking 101 - Referrals Through Networking
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
I bumped into a friend of mine the other day who I haven’t seen for absolutely ages. After exchanging the usual pleasantries, she asked me how business is and if I was being hurt by the recession or the ‘R’ word as she called it?
Well quite frankly, I’ve heard about the recession and the ‘R’ word, but I have been extremely busy, in fact busier than usual so clearly neither the recession nor the ‘R’ word apply to me.
As most of you know, most of my business comes through referrals, which means that all of my business comes through networking. All the networking that I have been doing since 2003 when I started, is now paying huge dividends and I am swamped with work and am having the time of my life.
She promptly burst into tears! Tears mopped and composure back in place again, she told me how she has had to close her business and is now looking for work. She also told me how she regrets not having listened to me on the countless occasions that I have spoken about networking and referrals, and how to go about both.
You see she treated the networking meetings and events as a social gathering and despite having met a huge number of people and gathering stacks of cards, she actually did nothing else. The result of course, was that she had not built any relationships – secure (well so she thought) in the knowledge that her business came from the big corporate companies.
Sadly, the recession or the “R” word has had the most impact on the Corporate Companies, particularly the mining sector where she so enjoyed to play and one by one her contracts have been put on hold or not re-negotiated when they came to an end. Depressed and panic stricken at seeing her once thriving business deteriorate, she was unable to resort to her network for additional support and referrals – she didn’t have one.
Understanding that to network right now to get leads right now would make her seem quite desperate and would probably do more harm than good, she has elected to close the business – for now.
She assured me though, that whilst she is down, she is certainly not out. She is carefully going through all my articles on networking and she will be going to networking meetings – but from now on, they will not be treated as a social event, they will be used carefully to meet like-minded people, to interact and build sustainable relationships, so that she can, in time ask for and receive referrals and slowly but surely, build up her business until once again it is filled with successfully negotiated solid business.
I certainly hope that she is steadfast in her resolve, because if she is – I have no doubt that her business will once again become a really successful entity.
I also think that she now understands that Networking is about building relationships.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
I bumped into a friend of mine the other day who I haven’t seen for absolutely ages. After exchanging the usual pleasantries, she asked me how business is and if I was being hurt by the recession or the ‘R’ word as she called it?
Well quite frankly, I’ve heard about the recession and the ‘R’ word, but I have been extremely busy, in fact busier than usual so clearly neither the recession nor the ‘R’ word apply to me.
As most of you know, most of my business comes through referrals, which means that all of my business comes through networking. All the networking that I have been doing since 2003 when I started, is now paying huge dividends and I am swamped with work and am having the time of my life.
She promptly burst into tears! Tears mopped and composure back in place again, she told me how she has had to close her business and is now looking for work. She also told me how she regrets not having listened to me on the countless occasions that I have spoken about networking and referrals, and how to go about both.
You see she treated the networking meetings and events as a social gathering and despite having met a huge number of people and gathering stacks of cards, she actually did nothing else. The result of course, was that she had not built any relationships – secure (well so she thought) in the knowledge that her business came from the big corporate companies.
Sadly, the recession or the “R” word has had the most impact on the Corporate Companies, particularly the mining sector where she so enjoyed to play and one by one her contracts have been put on hold or not re-negotiated when they came to an end. Depressed and panic stricken at seeing her once thriving business deteriorate, she was unable to resort to her network for additional support and referrals – she didn’t have one.
Understanding that to network right now to get leads right now would make her seem quite desperate and would probably do more harm than good, she has elected to close the business – for now.
She assured me though, that whilst she is down, she is certainly not out. She is carefully going through all my articles on networking and she will be going to networking meetings – but from now on, they will not be treated as a social event, they will be used carefully to meet like-minded people, to interact and build sustainable relationships, so that she can, in time ask for and receive referrals and slowly but surely, build up her business until once again it is filled with successfully negotiated solid business.
I certainly hope that she is steadfast in her resolve, because if she is – I have no doubt that her business will once again become a really successful entity.
I also think that she now understands that Networking is about building relationships.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Tuesday, September 10, 2019
Business Tips – From Employee to Entrepreneur – Part 9
Business Tips – From Employee to Entrepreneur – Part 9
By Nikki Viljoen – N Viljoen Consulting (Pty) Ltd
Please note that this pertains to South African Legislation and Best Practice requirements.
So far we have looked at:-
1. The difference between being an employee and an employer;
2. Your Purpose:
3. The People around you and
4. Your Personal Footprint.
5. Knowledge & what you do with it
6. The Generosity of your Spirit
7. The Role of Technology in your Business
8. Self Confidence
9. Creativity
10. Focus
11. Vision
12. Result
13. Networking
14. Leadership
15. Management
16. Problem Solving
17. Being Innovative
18. Teamwork
19. Strategy
20. Branding
21. Marketing
22. Profit and Passion
Today we will explore the last three in this series.
1. Scalability
Contrary to popular belief in many quarters, there is a huge difference between being a small business owner and being self-employed. Make no mistake, whilst it is incredibly important to keep your finger on the pulse of your business and be aware of exactly what is happening in every aspect of it, the reality is, if your business in not fully defined as a company and if it is still reliant on you for it’s very survival, well then you are self-employed. There is no right or wrong for either, it is purely dependent on the way the company (or you) operate.
It is important however, that when you plan for the future that you understand the difference between the two (being self-employed and owning a company that is).
2. Leverage
At some point in time, most business owners need funding. Make sure that your business plan remains current as well as accurate and that you have made allowances for the interest that needs to be paid back (when you are calculating what you need and then what you can afford to pay back as well).
And finally . . . . .
3. Legacy
Like it or not, we all leave a footprint of one sort or another on this planet. We are all responsible, one way or another, for the consequences of our thoughts and actions.
The decisions that you have made, or not, have impacted on our planet, your community, your colleagues, your friends, your family and more importantly on yourselves.
What will be you remembered for when you are gone?
Of course we all need to make money to improve our lives and the lives of our families, but we also need to make a difference and leave the world a richer place for our having been here.
. . . and oh! Don’t forget to always have fun!
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen – N Viljoen Consulting (Pty) Ltd
Please note that this pertains to South African Legislation and Best Practice requirements.
So far we have looked at:-
1. The difference between being an employee and an employer;
2. Your Purpose:
3. The People around you and
4. Your Personal Footprint.
5. Knowledge & what you do with it
6. The Generosity of your Spirit
7. The Role of Technology in your Business
8. Self Confidence
9. Creativity
10. Focus
11. Vision
12. Result
13. Networking
14. Leadership
15. Management
16. Problem Solving
17. Being Innovative
18. Teamwork
19. Strategy
20. Branding
21. Marketing
22. Profit and Passion
Today we will explore the last three in this series.
1. Scalability
Contrary to popular belief in many quarters, there is a huge difference between being a small business owner and being self-employed. Make no mistake, whilst it is incredibly important to keep your finger on the pulse of your business and be aware of exactly what is happening in every aspect of it, the reality is, if your business in not fully defined as a company and if it is still reliant on you for it’s very survival, well then you are self-employed. There is no right or wrong for either, it is purely dependent on the way the company (or you) operate.
It is important however, that when you plan for the future that you understand the difference between the two (being self-employed and owning a company that is).
2. Leverage
At some point in time, most business owners need funding. Make sure that your business plan remains current as well as accurate and that you have made allowances for the interest that needs to be paid back (when you are calculating what you need and then what you can afford to pay back as well).
And finally . . . . .
3. Legacy
Like it or not, we all leave a footprint of one sort or another on this planet. We are all responsible, one way or another, for the consequences of our thoughts and actions.
The decisions that you have made, or not, have impacted on our planet, your community, your colleagues, your friends, your family and more importantly on yourselves.
What will be you remembered for when you are gone?
Of course we all need to make money to improve our lives and the lives of our families, but we also need to make a difference and leave the world a richer place for our having been here.
. . . and oh! Don’t forget to always have fun!
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Monday, September 09, 2019
Inspiration - Arrogance
Inspiration - Arrogance
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
I know that this is supposed to be my motivation spot for the week, but this week I am not quoting anyone, and although to me it is still “inspiration” as I am trying to inspire respect for people who have tonnes of experience, who know what they are doing, I am really angry. Arrogance is a very dangerous emotion, especially when you are starting out and should be looking for all the help that you can get.
Let me start at the beginning . . .
I am an avid Idols fan – Idols where-ever, American Idols, British Idols and obviously South African Idols. I have watched this year’s production right from the very beginning, often with my hands clasped tightly over my ears because of the ‘pain’ of listening to the singing of some people who very definitely have no idea what singing should sound like!
I obviously have my opinion and my favourites and I am entitled to that. I often don’t agree with the judges and jump up and down in irritation and frustration when they praise someone that I think made a total mess of a perfectly good song or when they disparage someone who I think made a pretty damn good effort.
The thing is though, I am not taking any part in the competition, other than that of spectator. I have the power to vote for my favourites and also with my remote – I am not compelled to watch the show if I don’t want to.
Having said that though the contestants are part of the whole process. Last night I was absolutely gob smacked at one of the contestants (who just by the way is not one of my favourites) who made a total hash of a song and then when he was criticized by all of the judges turned around to the presenter of the show, when he asked “what do you think of the judges comments” and said “I’m so over them!” This was accompanied by a dismissive wave of his arm and a shrug of his shoulders.
Now I know that criticism is often a very bitter pill to swallow, especially if it was something that we didn’t want to hear, but this little upstart’s arrogance made my blood boil. The four judges, who have been in the industry for many years are successful and hugely so. Surely if they did not know what they were doing, they would have fallen by the wayside a long time ago? The music industry is one of the toughest that there is and yet this youngster, who is not only wet behind the ears, who is definitely not the greatest singer in the competition and is in my opinion a ‘little boy’ had the nerve to disrespect these judges publically!
His lack of experience is clear – he does not realize that these are the people, whether he wins or loses the competition, who could put his name on the ‘music map’ of South Africa. They all have huge influence in the music industry and singularly or collectively they could kill any hint of him doing anything here.
How short sighted! How arrogant! How rude!
The lesson in this though, is that there will be times, in whatever we do, that we will hear things that we do not wish to hear! Be that as it may, there are people who have not only survived in the business, but who have been or are immensely successful.
They haven’t become successful by being wrong!
These are the people that we need to look up to, to learn from, to keep ‘sweet’ so that we may continue to learn from their experience, irrespective of whether we agree with them or not. Listen to what they say, learn from their experience and their wisdom, and above all respect them, if for nothing else, for the fact they have become successful against all odds!
Here endth the lesson for the week!
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
I know that this is supposed to be my motivation spot for the week, but this week I am not quoting anyone, and although to me it is still “inspiration” as I am trying to inspire respect for people who have tonnes of experience, who know what they are doing, I am really angry. Arrogance is a very dangerous emotion, especially when you are starting out and should be looking for all the help that you can get.
Let me start at the beginning . . .
I am an avid Idols fan – Idols where-ever, American Idols, British Idols and obviously South African Idols. I have watched this year’s production right from the very beginning, often with my hands clasped tightly over my ears because of the ‘pain’ of listening to the singing of some people who very definitely have no idea what singing should sound like!
I obviously have my opinion and my favourites and I am entitled to that. I often don’t agree with the judges and jump up and down in irritation and frustration when they praise someone that I think made a total mess of a perfectly good song or when they disparage someone who I think made a pretty damn good effort.
The thing is though, I am not taking any part in the competition, other than that of spectator. I have the power to vote for my favourites and also with my remote – I am not compelled to watch the show if I don’t want to.
Having said that though the contestants are part of the whole process. Last night I was absolutely gob smacked at one of the contestants (who just by the way is not one of my favourites) who made a total hash of a song and then when he was criticized by all of the judges turned around to the presenter of the show, when he asked “what do you think of the judges comments” and said “I’m so over them!” This was accompanied by a dismissive wave of his arm and a shrug of his shoulders.
Now I know that criticism is often a very bitter pill to swallow, especially if it was something that we didn’t want to hear, but this little upstart’s arrogance made my blood boil. The four judges, who have been in the industry for many years are successful and hugely so. Surely if they did not know what they were doing, they would have fallen by the wayside a long time ago? The music industry is one of the toughest that there is and yet this youngster, who is not only wet behind the ears, who is definitely not the greatest singer in the competition and is in my opinion a ‘little boy’ had the nerve to disrespect these judges publically!
His lack of experience is clear – he does not realize that these are the people, whether he wins or loses the competition, who could put his name on the ‘music map’ of South Africa. They all have huge influence in the music industry and singularly or collectively they could kill any hint of him doing anything here.
How short sighted! How arrogant! How rude!
The lesson in this though, is that there will be times, in whatever we do, that we will hear things that we do not wish to hear! Be that as it may, there are people who have not only survived in the business, but who have been or are immensely successful.
They haven’t become successful by being wrong!
These are the people that we need to look up to, to learn from, to keep ‘sweet’ so that we may continue to learn from their experience, irrespective of whether we agree with them or not. Listen to what they say, learn from their experience and their wisdom, and above all respect them, if for nothing else, for the fact they have become successful against all odds!
Here endth the lesson for the week!
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Friday, September 06, 2019
HR 101 - UIF (Unemployment Fund) – Part 3
HR 101 - UIF (Unemployment Fund) – Part 3
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
Please note that this pertains to South African Labour Relations and Best Practice requirements.
So far we have established what you can claim for, or what benefits you could be entitled to and then we established what the procedure is to claim unemployment benefits from the unemployment fund.
Today we continue with the ‘how to’ of claiming your illness benefits.
You will need to register at your nearest Labour Centre. This being the ‘illness benefit’ though, means that if you are too sick to go and complete the forms yourself, a relative or friend can collect the forms for you and you can then sign them. The forms will have to be returned to the Labour office. Some of these forms can be downloaded off the Department of Labour website, but word of caution – I have of late, discovered that you download a form from the website only to be told when you submit it to whichever institution, that the form is ‘obsolete’ and that the infamous ‘somebody’ did not update the website, so it would perhaps be a good idea to check first to ensure that the website forms are current.
When you register you will need the following documents:
- A copy of your green, bar encoded ID document.
- Copies of your last 6 payslips
- The UI19 form that must be completed and signed off by your employer
- A certificate of service from your employer
- Proof of banking details (either a recent bank statement or a letter from the bank)
- A Statement from your employer documenting the amounts of remuneration that have been received by yourself during the period that you have been sick.
- The fully completed and duly signed registration form.
Don’t forget to submit your medical certificate as proof of your illness and your doctor will also have to complete the relevant details on the form UF86 (which also has to be signed and submitted to the UIF office). The UIF claims department will then “consider and assess” your application and if you are successful they will post you the form UF87, which again needs to be completed and signed by your doctor, before it is submitted back to the Labour office.
Should you be successful though, the benefits that are paid out to you will be from the date that the doctor booked you off, excluding the first two weeks’. Also please note that you will only be paid for the period of time that you did not receive your normal wages from your employer.
It is also very important to understand that the ‘illness benefit’ will not be paid out to people who have caused their own illness through misconduct or if you have refused reasonable treatment from your doctor or if you have failed to follow the treatment instructions of your doctor.
Also, if you are both unemployed as well as too ill to work, this also needs to be communicated to the claims officer as you may be entitled to claim unemployment benefits for the period of time that is not covered by the illness benefit, provided of course that you qualify to collect as per the detail in part 1 of this series.
Again the illness benefits will be paid to you by cheque (which will be posted to you) or alternatively where possible, by internet transfer directly into your bank account.
Next week we will have a look at the “how to” collect your illness benefits and maternity benefits and depending upon the availability of space, the death benefits too.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
Please note that this pertains to South African Labour Relations and Best Practice requirements.
So far we have established what you can claim for, or what benefits you could be entitled to and then we established what the procedure is to claim unemployment benefits from the unemployment fund.
Today we continue with the ‘how to’ of claiming your illness benefits.
You will need to register at your nearest Labour Centre. This being the ‘illness benefit’ though, means that if you are too sick to go and complete the forms yourself, a relative or friend can collect the forms for you and you can then sign them. The forms will have to be returned to the Labour office. Some of these forms can be downloaded off the Department of Labour website, but word of caution – I have of late, discovered that you download a form from the website only to be told when you submit it to whichever institution, that the form is ‘obsolete’ and that the infamous ‘somebody’ did not update the website, so it would perhaps be a good idea to check first to ensure that the website forms are current.
When you register you will need the following documents:
- A copy of your green, bar encoded ID document.
- Copies of your last 6 payslips
- The UI19 form that must be completed and signed off by your employer
- A certificate of service from your employer
- Proof of banking details (either a recent bank statement or a letter from the bank)
- A Statement from your employer documenting the amounts of remuneration that have been received by yourself during the period that you have been sick.
- The fully completed and duly signed registration form.
Don’t forget to submit your medical certificate as proof of your illness and your doctor will also have to complete the relevant details on the form UF86 (which also has to be signed and submitted to the UIF office). The UIF claims department will then “consider and assess” your application and if you are successful they will post you the form UF87, which again needs to be completed and signed by your doctor, before it is submitted back to the Labour office.
Should you be successful though, the benefits that are paid out to you will be from the date that the doctor booked you off, excluding the first two weeks’. Also please note that you will only be paid for the period of time that you did not receive your normal wages from your employer.
It is also very important to understand that the ‘illness benefit’ will not be paid out to people who have caused their own illness through misconduct or if you have refused reasonable treatment from your doctor or if you have failed to follow the treatment instructions of your doctor.
Also, if you are both unemployed as well as too ill to work, this also needs to be communicated to the claims officer as you may be entitled to claim unemployment benefits for the period of time that is not covered by the illness benefit, provided of course that you qualify to collect as per the detail in part 1 of this series.
Again the illness benefits will be paid to you by cheque (which will be posted to you) or alternatively where possible, by internet transfer directly into your bank account.
Next week we will have a look at the “how to” collect your illness benefits and maternity benefits and depending upon the availability of space, the death benefits too.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Thursday, September 05, 2019
Leadership 101 – 9 Tips to Becoming a Great Leader – Part 2
Leadership 101 – 9 Tips to Becoming a Great Leader – Part 2
By Nikki Viljoen – N Viljoen Consulting (Pty) Ltd
Last time we looked at four tips and today we will look at another five. These are the ones that sometimes can weigh heavy on our shoulders.
1. Underperformers Are Your Responsibility
You have to understand that the buck stops with you! If you have the wrong team in place or individuals that do not fit and who cause more chaos than anything else – it is your responsibility.
You are the one that needs to control the situation and the reality is that you have set things up the way that you want them to be. If they are not working properly then it is up to you to make the changes.
It’s no good blaming everyone else. Be accountable and responsible for what you have done.
2. Slow and steady wins the race
No one builds a huge big anything overnight! Not the Branson’s or the Buffets nor anyone else for that matter!
Start off slowly with small projects. Test along the way, over and over again, measuring and adjusting as you go along. Make sure that you have the right skills to get the task done and that your team are as committed and focused as you are.
As your smaller projects are completed successfully, learn from both what you have done correctly and what you haven’t and then apply what you have learnt as you progress.
Retain what you have learnt from the mistakes that you have made and then let the negative stuff go. There’s no need to carry unwanted baggage for the rest of your life.
3. Look at a person’s character
There are many people out there who are hugely skilled and talented but who are of questionable character.
Make sure that the members of your team have the character and drive to meet the capacity requirements.
More often than not the character of the individual will be far more beneficial to you than the qualifications of another.
Choose carefully, choose wisely!
4. Ask the question
Dr. John Demartini always says “The quality of your life is governed by the quality of your questions?”
One of the most powerful questions that you can ask your team members is “what would you do” or “what do you think”?
You will often be pleasantly surprised and amazed at the innovative ideas and thoughts of others around you.
People often don’t “do” things that they feel are expected of them in the manner in which they think it should be done rather that the way they would instinctively do it if they had the choice. So don’t be blinded by what they do, but rather explore how ‘they think’!
Oh and if you utilize their great ideas, don’t forget to give them the accolades and praise that they so richly deserve.
5. There’s a great deal of strength in being humble.
You need only to look at the greatest leader that we’ve ever had, Nelson Mandela, to see how powerful his authentic humbleness was.
The man certainly led us all, by living his life as an example.
The reality is that none of us like a ‘know it all’. Their arrogance is a constant source of irritation and frustration for me personally. People who strive to better themselves through constant learning will excel and those who live their lives as humble individuals will be far more respected than those who are arrogant and who are governed by their own egos.
Humble is always way better than arrogance.
Well that was the last of the nine points that I consider to be important attributes for a leader. There are obviously a great deal more and this clearly is merely my opinion and I have no doubt that there are others who will have attributes that they consider to be more important.
I think that as individuals we need to learn what we can and then make up our own minds as to which we find more important.
Until next time, don’t forget to have fun!
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http.//www.viljoenconsulting.co.za
By Nikki Viljoen – N Viljoen Consulting (Pty) Ltd
Last time we looked at four tips and today we will look at another five. These are the ones that sometimes can weigh heavy on our shoulders.
1. Underperformers Are Your Responsibility
You have to understand that the buck stops with you! If you have the wrong team in place or individuals that do not fit and who cause more chaos than anything else – it is your responsibility.
You are the one that needs to control the situation and the reality is that you have set things up the way that you want them to be. If they are not working properly then it is up to you to make the changes.
It’s no good blaming everyone else. Be accountable and responsible for what you have done.
2. Slow and steady wins the race
No one builds a huge big anything overnight! Not the Branson’s or the Buffets nor anyone else for that matter!
Start off slowly with small projects. Test along the way, over and over again, measuring and adjusting as you go along. Make sure that you have the right skills to get the task done and that your team are as committed and focused as you are.
As your smaller projects are completed successfully, learn from both what you have done correctly and what you haven’t and then apply what you have learnt as you progress.
Retain what you have learnt from the mistakes that you have made and then let the negative stuff go. There’s no need to carry unwanted baggage for the rest of your life.
3. Look at a person’s character
There are many people out there who are hugely skilled and talented but who are of questionable character.
Make sure that the members of your team have the character and drive to meet the capacity requirements.
More often than not the character of the individual will be far more beneficial to you than the qualifications of another.
Choose carefully, choose wisely!
4. Ask the question
Dr. John Demartini always says “The quality of your life is governed by the quality of your questions?”
One of the most powerful questions that you can ask your team members is “what would you do” or “what do you think”?
You will often be pleasantly surprised and amazed at the innovative ideas and thoughts of others around you.
People often don’t “do” things that they feel are expected of them in the manner in which they think it should be done rather that the way they would instinctively do it if they had the choice. So don’t be blinded by what they do, but rather explore how ‘they think’!
Oh and if you utilize their great ideas, don’t forget to give them the accolades and praise that they so richly deserve.
5. There’s a great deal of strength in being humble.
You need only to look at the greatest leader that we’ve ever had, Nelson Mandela, to see how powerful his authentic humbleness was.
The man certainly led us all, by living his life as an example.
The reality is that none of us like a ‘know it all’. Their arrogance is a constant source of irritation and frustration for me personally. People who strive to better themselves through constant learning will excel and those who live their lives as humble individuals will be far more respected than those who are arrogant and who are governed by their own egos.
Humble is always way better than arrogance.
Well that was the last of the nine points that I consider to be important attributes for a leader. There are obviously a great deal more and this clearly is merely my opinion and I have no doubt that there are others who will have attributes that they consider to be more important.
I think that as individuals we need to learn what we can and then make up our own minds as to which we find more important.
Until next time, don’t forget to have fun!
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http.//www.viljoenconsulting.co.za
Wednesday, September 04, 2019
Networking 101 - Be Sensitive About Sharing Information
Networking 101 - Be Sensitive About Sharing Information
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
Dr. Renate Volpe, in her nugget cards entitled “Networking Tips” says:
“The sharing of information or mailing lists, should be done with sensitivity and permission.”
I must admit that this is one of my pet peeves!
I was asked at a Networking meeting recently, how I have built my personal data base into more than 5000 (and that’s without ‘buying’ any data bases) and I answered honestly, by adding one at a time. Not only have I added just one name at a time, but every single person in my data base, I have met, however briefly. They are not just faceless names and contact details. Each one has received correspondence from me (and often still continues to receive information from me) and each one has the propensity to be referred to someone that may need their services, at any given time.
My database works – really hard. Sure there are, sometimes months, when they don’t get any referrals at all and then suddenly something happens and they get referrals coming out of their ears!
That said, I try and treat my database with dignity and respect. I certainly don’t like to be spammed and I am sure that they don’t either. So I don’t just hand out their information for the sake of it, neither do I hand over my data base simply because someone asks me.
Actually I was quite gobsmacked the other day when a colleague asked me to give her my database list so that she could phone them. I must admit I was speechless for a moment – it has taken me several years of hard work to get my database to where it is and I must now just hand that information over to someone so that they can be phoned – I don’t think so.
So take care of your contacts, treat them right and I promise you they will treat you well too.
For more information on Renate, please visit her website at http://www.hirs.co.za
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
Dr. Renate Volpe, in her nugget cards entitled “Networking Tips” says:
“The sharing of information or mailing lists, should be done with sensitivity and permission.”
I must admit that this is one of my pet peeves!
I was asked at a Networking meeting recently, how I have built my personal data base into more than 5000 (and that’s without ‘buying’ any data bases) and I answered honestly, by adding one at a time. Not only have I added just one name at a time, but every single person in my data base, I have met, however briefly. They are not just faceless names and contact details. Each one has received correspondence from me (and often still continues to receive information from me) and each one has the propensity to be referred to someone that may need their services, at any given time.
My database works – really hard. Sure there are, sometimes months, when they don’t get any referrals at all and then suddenly something happens and they get referrals coming out of their ears!
That said, I try and treat my database with dignity and respect. I certainly don’t like to be spammed and I am sure that they don’t either. So I don’t just hand out their information for the sake of it, neither do I hand over my data base simply because someone asks me.
Actually I was quite gobsmacked the other day when a colleague asked me to give her my database list so that she could phone them. I must admit I was speechless for a moment – it has taken me several years of hard work to get my database to where it is and I must now just hand that information over to someone so that they can be phoned – I don’t think so.
So take care of your contacts, treat them right and I promise you they will treat you well too.
For more information on Renate, please visit her website at http://www.hirs.co.za
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Tuesday, September 03, 2019
Business Tips – From Employee to Entrepreneur – Part 8
Business Tips – From Employee to Entrepreneur – Part 8
By Nikki Viljoen – N Viljoen Consulting (Pty) Ltd
Please note that this pertains to South African Legislation and Best Practice requirements.
So far we have looked at:-
1. The difference between being an employee and an employer;
2. Your Purpose:
3. The People around you and
4. Your Personal Footprint.
5. Knowledge & what you do with it
6. The Generosity of your Spirit
7. The Role of Technology in your Business
8. Self Confidence
9. Creativity
10. Focus
11. Vision
12. Result
13. Networking
14. Leadership
15. Management
16. Problem Solving
17. Being Innovative
18. Teamwork
19. Strategy
Believe it or not there are a whole lot more – today we will explore a few more.
1. Branding
We all know just how important it is to brand ourselves. Think about it for a moment, even the huge big brands like Coca Cola continue to spend millions on advertising, just to ensure that their branding remains forefront in the minds of the general populace. Even the famous ‘no name brands’ are . . . well brands in themselves – they brand the Pick ‘n Pay’s and the Checkers, as the in-house cheaper, but ‘just as good quality’ products.
The message is therefore very clear – if you don’t brand yourself, you are quite possibly branding someone else and you are most definitely sending prospective client’s elsewhere. So get yourself and your company properly branded before you start you marketing campaigns.
2. Marketing
Marketing is about getting your message out there – the “who you are” and the “what you sell”, be that product or service. It makes logical sense then that who you are and what you sell will only affect the people that ‘hear’ about you or travel as far as your message goes. Pretty much like you may very well be known by everybody at your child’s nursery school, if you move to another province no-one at the new nursery school will know you at all. In order for your marketing to be successful it has to reach everyone in your target market.
3. Profit and Passion
Unless you are a well-heeled (or married to a well-heeled) philanthropist, the fact of the matter is that you will need to make a living and in order to make a living you will need to make a profit. Yes I know that ‘doing what you love’ means that it doesn’t feel like work, but that’s the beauty of doing what you love and charging for it – you will get out as much as you put in! Okay, you might not get it out straight away, but you will reap the rewards at some point. My workshop that was written in 2003, has just brought in a huge lump sum and I mean huge – I wish you could see the look of pure glee on my face right now. Actually if the truth be told, it is exactly that passion that you need in order to put the kind of effort in that will determine the kind of rewards that you will eventually get out.
If you’re doing it for free, you are not a business person but rather a philanthropist, if you are doing it for a fee then you are a business person – the challenge here of course is that you need to decide just who you are.
Next time we will continue to look at some of the other issues that you will need or be aware of to become a successful Entrepreneur.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen – N Viljoen Consulting (Pty) Ltd
Please note that this pertains to South African Legislation and Best Practice requirements.
So far we have looked at:-
1. The difference between being an employee and an employer;
2. Your Purpose:
3. The People around you and
4. Your Personal Footprint.
5. Knowledge & what you do with it
6. The Generosity of your Spirit
7. The Role of Technology in your Business
8. Self Confidence
9. Creativity
10. Focus
11. Vision
12. Result
13. Networking
14. Leadership
15. Management
16. Problem Solving
17. Being Innovative
18. Teamwork
19. Strategy
Believe it or not there are a whole lot more – today we will explore a few more.
1. Branding
We all know just how important it is to brand ourselves. Think about it for a moment, even the huge big brands like Coca Cola continue to spend millions on advertising, just to ensure that their branding remains forefront in the minds of the general populace. Even the famous ‘no name brands’ are . . . well brands in themselves – they brand the Pick ‘n Pay’s and the Checkers, as the in-house cheaper, but ‘just as good quality’ products.
The message is therefore very clear – if you don’t brand yourself, you are quite possibly branding someone else and you are most definitely sending prospective client’s elsewhere. So get yourself and your company properly branded before you start you marketing campaigns.
2. Marketing
Marketing is about getting your message out there – the “who you are” and the “what you sell”, be that product or service. It makes logical sense then that who you are and what you sell will only affect the people that ‘hear’ about you or travel as far as your message goes. Pretty much like you may very well be known by everybody at your child’s nursery school, if you move to another province no-one at the new nursery school will know you at all. In order for your marketing to be successful it has to reach everyone in your target market.
3. Profit and Passion
Unless you are a well-heeled (or married to a well-heeled) philanthropist, the fact of the matter is that you will need to make a living and in order to make a living you will need to make a profit. Yes I know that ‘doing what you love’ means that it doesn’t feel like work, but that’s the beauty of doing what you love and charging for it – you will get out as much as you put in! Okay, you might not get it out straight away, but you will reap the rewards at some point. My workshop that was written in 2003, has just brought in a huge lump sum and I mean huge – I wish you could see the look of pure glee on my face right now. Actually if the truth be told, it is exactly that passion that you need in order to put the kind of effort in that will determine the kind of rewards that you will eventually get out.
If you’re doing it for free, you are not a business person but rather a philanthropist, if you are doing it for a fee then you are a business person – the challenge here of course is that you need to decide just who you are.
Next time we will continue to look at some of the other issues that you will need or be aware of to become a successful Entrepreneur.
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
Monday, September 02, 2019
Inspiration – Courage To Succeed
Inspiration – Courage To Succeed
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
David Viscott says “If you could get up the courage to begin, you have the courage to succeed.”
We’ve all heard the words that every great journey starts with a single step! I know that each time I hear those words they resonate deep down inside, but the words of David seems to take it to a completely different level.
You see I remember, I remember each time I embarked on a particularly difficult journey, how it felt inside and how scared I was.
Take for example when I started my business, born in 2003, how I struggled with myself and my decision. Making the decision to go on my own was one of the hardest things I have ever had to do, yet I knew that if I did not actually make the decision, I would be left ‘wondering’ for the rest of my life! Wondering what life could have, should have been like and that I was not prepared to do.
Once the decision was made, it took about a year for me to set things up in my own mind and then when everything was set up and the first step had to be taken, that is when I seriously panicked! I mean really, what was I thinking? I was in my 40s, I had no alternative income – passive or otherwise. I was seriously putting myself into what could potentially be a dangerous situation. I hesitated and procrastinated, all the while knowing what I had to do but still petrified.
Eventually I got sick and tired of feeling fearful – it happens to me, I get bored with the way that I feel, particularly if it is fear, or even being in a bad mood (it never stays too long because I get irritated with myself). So I took a deep breath and took the big step out into the void and found . . . solid ground.
It’s when I found the core of me, my own value – both issues that I had doubted for most of my life. It was when I found my true strength and character. It was when I took ‘my’ power back from all the others that I had allowed to have power over me and to control me. It was when I found the ‘measure’ of the woman that I was to become.
It is an incredible journey that we travel, this life that we live and if we allow it to be all that it can be, we will truly be who we are meant to be and we would be victorious.
I had the courage to begin and I have never regretted it – do you?
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
By Nikki Viljoen of N Viljoen Consulting (Pty) Ltd
David Viscott says “If you could get up the courage to begin, you have the courage to succeed.”
We’ve all heard the words that every great journey starts with a single step! I know that each time I hear those words they resonate deep down inside, but the words of David seems to take it to a completely different level.
You see I remember, I remember each time I embarked on a particularly difficult journey, how it felt inside and how scared I was.
Take for example when I started my business, born in 2003, how I struggled with myself and my decision. Making the decision to go on my own was one of the hardest things I have ever had to do, yet I knew that if I did not actually make the decision, I would be left ‘wondering’ for the rest of my life! Wondering what life could have, should have been like and that I was not prepared to do.
Once the decision was made, it took about a year for me to set things up in my own mind and then when everything was set up and the first step had to be taken, that is when I seriously panicked! I mean really, what was I thinking? I was in my 40s, I had no alternative income – passive or otherwise. I was seriously putting myself into what could potentially be a dangerous situation. I hesitated and procrastinated, all the while knowing what I had to do but still petrified.
Eventually I got sick and tired of feeling fearful – it happens to me, I get bored with the way that I feel, particularly if it is fear, or even being in a bad mood (it never stays too long because I get irritated with myself). So I took a deep breath and took the big step out into the void and found . . . solid ground.
It’s when I found the core of me, my own value – both issues that I had doubted for most of my life. It was when I found my true strength and character. It was when I took ‘my’ power back from all the others that I had allowed to have power over me and to control me. It was when I found the ‘measure’ of the woman that I was to become.
It is an incredible journey that we travel, this life that we live and if we allow it to be all that it can be, we will truly be who we are meant to be and we would be victorious.
I had the courage to begin and I have never regretted it – do you?
Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or nikki@viljoenconsulting.co.za or http://www.viljoenconsulting.co.za
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