Skip to main content

Company culture - Does everybody have to fit in?

Is fitting in with the corporate culture important?  Of course.  Do all effective and productive employees do so?   Of course not.

A few years ago, +Accsys (PTY) Ltd celebrated 30 years in business.  In keeping with traditional thinking around anniversaries, we used the pearl as a symbol for the year.

A key message for us was that the pearl is formed from a piece of grit that irritates the oyster, and the oyster slowly covers the grit with nacre, until a beautiful gem is formed.

So, as an IT company, we accepted that high productivity, creative people are not always aligned with the culture, but can add enormously to the growth and success of the business.  But we found that the reverse was also true, if they are too high maintenance, they can drain the energy levels of both their management and their colleagues, to such a level, that their nett impact is negative.

We have put a strong focus on a 3 month probation period, in assessing for attitude, aptitude and skill.  While it is really, really difficult to cut ties, it is so much better to be clear on expectations from day one, and have regular feedback sessions in the first months, as both employer and employee are then able to evaluate whether the fit is right, and whether the relationship should continue.   Unfortunately, this takes time, and time is a rare commodity.   Also, recruitment is another time consuming process, and it is sometimes easier just to continue along the path, hoping it will all come right.  And sometimes it does.

Internal models that clearly specify standards and expectations, make the induction and first 3 months easier.    Don't expect that simply reading the Policies and Procedures manual will give a new employee a clear picture of the company.

One of our models, pictured below, is an example.   We try and share what we expect, using words or pictures, clarifying what the deliverables are, and sharing that a salary is not an Attendance Prize.



Comments

Popular posts from this blog

3 things to do BEFORE you resign

or sign a new contract… 1.         Confirm your notice period ·          A lot of companies allow 30 days from date of resignation, but many ask for a calendar month 2.        Check your restraints ·          If you are joining a competitor ·          If you are joining a client 3.        Find out when your last payment will be transferred ·          Companies have been burned by paying over on the 25 th , and people not returning, so they may delay payment transfer until the last official working day, or even the first day of the following month.  You may need to make special arrangements regarding debit orders …. Both your current company and your new one deserve to be fairly treated.   Knowledge of ...

Employment Tax Incentive Bill (ETI) - Q & A (3)

The last part of the article on ETI, and we are still waiting for some finalisation, which I will post when I receive it. How does an employer deal with part pay periods? The incentive must be pro-rated to match the calculation of remuneration.  For example, if an employee starts on the 15 th of the month, and earns R2000 in the first month with the company: His remuneration must be grossed up to R4000 per month The ETI on this value calculated (R1000 in the first 12 qualifying months of employment) This results in a R500 ETI for the employer on this employee for this month Does it run for 24 Months from Date of Employment? Confirmation of this is required, but it appears that the Employer may claim for each employee for up to 24 months, even if they are not consecutive (ETI qualifying months, not months of employment) What happens if an employee leaves the organisation? Assuming all other qualifying factors are in place The next employer can start ...

Employment Tax Incentive Bill

While there has not been agreement from all parties on the Employment Tax Incentive (ETI) Bill, and the roll out, it was formally published on 4th November, 2013.  With the January go live date, there are still some issues that need to be finalised, but simply put, the concept is as follows: The incentive runs from January 1st, 2014 to December 31st, 2016 The employee must be between 18 and 29 years old on the last day of the relevant month The employee must earn a wage of less than R6 001 per month The incentive can only be claimed in the months when the remuneration is under R6 001  The employee must have been engaged after October 1st, 2013 The employer must be eligible by being  Registered for PAYE In good standing with SARS Not local, provincial or national government Limited to South African citizens and valid asylum seekers, the main driver is for youth employment, however, the incentive also applies to employment in Special Economic Zones (SEZ) ...