Navigating COVID
It’s been a privilege to be challenged with leadership these past 2 years, both at Relocation Africa, as well as personally coaching our kids through their final school years to face the world which has such an unpredictable future.
Many companies who have successfully navigated this period will have more streamlined and efficient processes. The fact that they’re still going is testament to their resilience and their leadership team – and probably their agility too.
Public Holidays
In South Africa we have 12 public holidays and we don’t shift them to a Monday as is the norm in the developed world. This year Good Friday & Easter Monday created the first of many consecutive four day weeks. The 27th April (Freedom Day – celebrating our first democratic election in 1994) is on a Wednesday and Workers Day (1st May – however, as it lands on a Sunday, Unions have ensured that their members don’t miss out on another day off work, so South Africa moves the public holiday to the next Monday) is on the 2nd May, giving us our 4th four day week in a row.
There is a double edged impact to these interruptions. Many businesses struggle to hit their momentum until we are through this unsettled period – did I mention there’s also a holiday on the 21st March – Human Rights Day. There is, however, a real vigour and energy released after the 2nd May as there is a visible and unobstructed runway that is attacked with the pent up energy.
Payroll Services
During the stuttering first quarter of 2022, our Remuneration Division has been building on our African Payroll solution. As COVID wanes we believe that businesses who’ve successfully navigated the pandemic and now are expanding into African markets, will be needing payroll solutions. We have been providing these payroll and payment services since 2002 in countries like Nigeria, Kenya, Ethiopia, Ghana & Angola, and now our payroll solution covers over 40 African countries.
Recent reporting describes an imminent or current recession in Europe, however the outlook in Africa is much more positive, with aspirational quotes such as “Africa’s economies are leading as a region of resilience with vast potential” which comes from the most recent AVCA report fuelling our excitement for what Africa has in store.
Exciting future
Although Relocation Africa’s forecast horizon is shorter than it has been during the 2010’s due to COVID, Africa’s emergence as an investment opportunity due to government interventions, the very important role NGO’s play across the continent as well as instability across Europe, we see a bright future for Africa.
We look forward to playing our part in stewarding Africa to its rightful place in the global economy.
Excited about the future
Navigating COVID
It’s been a privilege to be challenged with leadership these past 2 years, both at Relocation Africa, as well as personally coaching our kids through their final school years to face the world which has such an unpredictable future.
Many companies who have successfully navigated this period will have more streamlined and efficient processes. The fact that they’re still going is testament to their resilience and their leadership team – and probably their agility too.
Public Holidays
In South Africa we have 12 public holidays and we don’t shift them to a Monday as is the norm in the developed world. This year Good Friday & Easter Monday created the first of many consecutive four day weeks. The 27th April (Freedom Day – celebrating our first democratic election in 1994) is on a Wednesday and Workers Day (1st May – however, as it lands on a Sunday, Unions have ensured that their members don’t miss out on another day off work, so South Africa moves the public holiday to the next Monday) is on the 2nd May, giving us our 4th four day week in a row.
There is a double edged impact to these interruptions. Many businesses struggle to hit their momentum until we are through this unsettled period – did I mention there’s also a holiday on the 21st March – Human Rights Day. There is, however, a real vigour and energy released after the 2nd May as there is a visible and unobstructed runway that is attacked with the pent up energy.
Payroll Services
During the stuttering first quarter of 2022, our Remuneration Division has been building on our African Payroll solution. As COVID wanes we believe that businesses who’ve successfully navigated the pandemic and now are expanding into African markets, will be needing payroll solutions. We have been providing these payroll and payment services since 2002 in countries like Nigeria, Kenya, Ethiopia, Ghana & Angola, and now our payroll solution covers over 40 African countries.
Recent reporting describes an imminent or current recession in Europe, however the outlook in Africa is much more positive, with aspirational quotes such as “Africa’s economies are leading as a region of resilience with vast potential” which comes from the most recent AVCA report fuelling our excitement for what Africa has in store.
Exciting future
Although Relocation Africa’s forecast horizon is shorter than it has been during the 2010’s due to COVID, Africa’s emergence as an investment opportunity due to government interventions, the very important role NGO’s play across the continent as well as instability across Europe, we see a bright future for Africa.
We look forward to playing our part in stewarding Africa to its rightful place in the global economy.
Talent Africa
What Talent acquisition strategies are needed to ensure our future talent is secure?
The Great Resignation is the name given to the global trend of skilled workers resigning from jobs all over the world, it’s going to require businesses to carefully consider the risks of talent management and seek out strategies to ensure businesses can retain their talent or attract and acquire talent. What talent retention strategies can businesses consider supporting and value their talent within the company ecosystem and what talent acquisition strategies are needed when the “war for talent” is real.
There is no doubt that as an employer we want our employees to show up as their whole selves as they perform better and are equipped to unleash the fullest potential at work. When looking for talent retention strategies this is certainly a key consideration when businesses review flexibility and hybrid models to include work from home, work from office or work from anywhere.
There are various initiatives companies can lean on to ensure they can retain and attract talent to their businesses. As referred in an article from the World Economic Forum they propose some retention strategies which are helpful. In the Global Mobility sector, we have identified that companies are finding talent in different locations from their own offices and businesses are needing to convince the talent to relocate for the job. It has been reported that this becomes a barrier to the talent accepting the position. Speaking to a recruiter Phillipa Geard, she mentioned that often young talent are based in a location they have studied and often cannot afford to relocate for a position. How do businesses overcome these challenges?
Phillipa also mentioned that when there are positions that require high skills sets in a more mature marketplace and currently for example digital and tech skills are highly sort after this talent this requires workplaces to offer attractive benefits, flexibility, and support for relocation to attract this scarce talent pool.
With relocation being the third most stressful life event means that companies should review how they are going to be competitive in acquiring the talent they need when the talent pool is not in their own locality. The world is changing and changing fast and as Lynn Shotwell from Worldwide ERC in her 2022 letter to the industry refers to “Mobility is emerging from the pandemic as a more vital partner with transferees and their organizations. Its role has taken on more talent acquisition, retention, and management elements as it evolves into a more visible bond with the global workforce.”
How is your business managing the talent acquisition strategy?
What strategies do you think businesses could consider to increase the talent pool?
Sustainable Development is Relocation Africa’s Business Imperative
2021 taught us that together we cannot thrive unless the people and the planet are thriving. So we have challenged ourselves as a small business to continue to be mindful of sustainable development in all we do and to share and advocate for authentic ambitious goals and objectives to all drive forward a purposeful business into 2022.
Relocation Africa were honoured to be recognised in our achievements relating to the SDG’s thought winning the Environmental Stewardship Award in 2020 and cited by Graebel CSR 2021/2021 report.
The 17 Sustainable Development Goals feel overpowering to achieve and commit as a small business however, these are all objectives for our team to work towards in small bite sizes. Part of our sustainable development charter as a business is to share knowledge, educate and connect authentically with our industry and with each of the SDG’s. So over the next 12 months in 2022 we are going to travel a journey with the SDG’s and with our industry to encourage us to share and motivate each other on this sustainable journey.
There are many traditions around the world which Rene enjoys personally but the one she clings to is that of writing down her goals and objectives each year and then referring to them at the end of the year to see what she has managed to achieve. What are your goals for 2022?
Relocation Africa Gives Back: Honey Bun Foundation
Over the last few months, Relocation Africa has chosen the Honey Bun foundation for their #CSR project this year.
The Honeybun Foundation, a Cape Town-based NPO, aims at improving the lives of disadvantaged and vulnerable individuals.
Due to COVID-19, the Honey Bun Foundation has lost a few sponsors. We did the little that we could have as an SME to help them.
Head over to their Facebook group and see how you can help: https://lnkd.in/dAhQkUPA