DAV Professional Placment Group
DAV Professional Placment Group


Johannesburg +27 11 217 0000

Cape Town +27 21 468 7000

JOHANNESBURG +27 11 217 0000
CAPE TOWN +27 21 468 7000

April 16, 2015
11:00 am
by Christina Ratte

Ways To Reward Employees Beyond Salary Increases


Ever wondered what you can do to reward your employees beyond the annual increase? Leaders understand the importance of rewarding their employees and making sure they feel appreciated. There are a lot of interesting ways to do this:

Surprise them with tickets. This could be any type ticket. Check with your team what they enjoy: tickets to the local rugby or soccer game (depending on their preference, of course), ballet or music concerts (which star is coming to South Africa next?) We had an incentive once that offered tickets to Cirque du Soleil… what an experience that was!

  1. Give them some time off. Nothing is more important these days than time, especially if you have a family. We all have to juggle work and family life and know the value of spending an unexpected day with your family without the rush of getting to work.
  2. Give your staff a bonus. It makes a huge difference if you manage to pay some form of bonus to those deserving staff. This will have a large impact on their morale as well as their productivity.
  3. Be creative. Divide the year into quarters and think of something exciting to do with your team depending on what you’ve achieved during the quarter. This not only cements team spirit and relationships but also ensures that you and your team can take some time out. Here are a couple of suggestions:
  • Do a job swop i.e. you take over their desk for a day while they handle your manager responsibilities for the day
  • Lunch or coffee vouchers
  • Spa days or weekends away
  • Small things like a trophy to keep on their desk for a job well done

Good luck with thinking of creative ways to reward your staff!


March 2, 2015
11:26 am
by Christina Ratte

Back On Time

1. Back on timeConstantly stressed and running late? Here’s some good news… According to research being on time or running late might have nothing to do with you! The research, carried out by Jeff Conte and Jerald Greenberg of the San Diego State University and published in the Journal of Applied Social Psychology, identified two types of people:

Type A: These individuals are usually punctual because they have an internal clock that estimates a minute being 58 seconds.

Type B: These unfortunate individuals estimate a minute as being 77 seconds.

See the difference? Type B is also a little more laid back than Type A, adding to the sometimes infuriating relationship dynamic between the two.

Here are some time management tips to help Type B be more on time and perhaps even improve Type A’s time management skills!

  1. Make it non-negotiable to arrive early. Some set their clocks for earlier to help.
  2. Time yourself – how long does it take you to get dressed, feed the children etc. etc.
  3. Add 15 Minutes to your travelling time – or enough time for you to change a flat tyre on your way there!
  4. Forget you have a snooze button.
  5. Set alarms for when you need to leave the house or start dressing.
  6. Set timers for time consuming tasks like checking emails / facebook.
  7. Reward yourself with a coffee before the meeting if you made it on time.
  8. The way you start your day indicates how the rest of it will go. Maximise how you spend your mornings to set you up for a successful day.
  9. Remind yourself of the lost opportunities tardiness has cost you (if the carrot approach does not work try the stick)!
  10. Say NO. Sometimes this is all that’s needed.

Remember, even a few of the above tips can help improve your time management whether it’s at home or the office.


December 1, 2014
2:04 pm
by Anita Hoole

How Do Bonuses Affect Employees’ Performance?

Specialist RecruitmentCurrent research shows us that the payment of bonuses in isolation is not sufficient to keep employees motivated. However, viewed within the larger context of a comprehensive employee engagement strategy, they have their place. From an employer’s perspective, the key is to structure compensation optimally to get maximum productivity from staff, acknowledging that talented employees must be rewarded and retained in competitive job markets.

In South Africa we typically pay three different types of bonuses (excluding the option of a hiring bonus): the year-end bonus, perfomance bonus and production bonus. Each of these three types of bonuses affects employee performance differently.

Year-End Bonus

Employers who provide year-end bonuses don’t necessarily connect performance ratings to the amount of the bonus, however it may be an idea to do so. Studies show this type of bonus really has no effect on performance because it’s the type of bonus that’s customary at the same time each year. Employees expect it and there’s no reason to work harder or smarter, or put in extra hours to qualify.

Performance Bonus

Employers pay performance bonuses to employees who achieve satisfactory or high ratings during their annual performance appraisals. This type of bonus typically links the amount of the payment both to the level of performance and to the individual’s salary. The built-in incentive for employees is to strive for high performance throughout the entire evaluation period, which means their performance must be consistently high for a 12-month period if the company conducts annual performance appraisals. The effect this type of bonus has on employee performance is that conscientious employees remind themselves month after month that their efforts and hard work will be rewarded at the end of the year.

Production Bonus

Employers usually pay production bonuses based on meeting targets and quality of production. This means certain teams or the company as a whole must meet specified targets for the company to pay the bonus.

Employees may not, in fact, realise how their performance affects organisational or team achievements or the role they play in the team or company’s success. Those who do will work hard to make the company or team successful. Those who don’t make the connection between their own job duties and responsibilities as an integral part of the business operations, will not perform any better because of the promise of a production bonus.

When setting up or revising bonus plans, practitioners need to consider a number of key issues.

Selecting the type of scheme

It is essential to consider specifically what the organisation is trying to achieve with its bonus scheme and select or design an appropriate scheme to meet those objectives. The greater the desired incentive impact on employee behaviour, the closer the link should be between the activities of the employee and the payment of the bonus.

Tailoring bonus schemes

Whichever type of scheme is chosen, be it individual- or company-based or somewhere in between, it is essential to tailor the arrangements to the organisation’s own culture and requirements. There is no ‘one-size-fits-all’ model.

Setting targets

Targets communicate the priorities of the organisation and as such should be regularly reviewed. While targets are often linked to financial measures, many organisations now design them additionally to reinforce behaviours and reflect company culture – although in all cases, bonuses should not be used as an alternative to good management.

While some employers prefer to set multiple rather than single objectives to meet more complex organisational needs, there is an inherent danger in over-complicating plans to the extent that employees cannot understand how to achieve the desired end-result.

In conclusion, it bears repeating that incentive schemes alone will not create an engaged, highly productive workforce. In reality, their effect is often temporary. Best practice is to examine all factors influencing employee engagement and productivity and design a workplace around the full scope of employee motivation.

It’s also worth noting that South African Labour Law makes no provision for the payment of bonuses to employees they remain a matter of negotiation between the employee and the employer. An employer cannot be accused of unfair labour practices if they do not pay a bonus or 13th cheque to the employee, unless such a bonus was agreed upon when the contract of employment was signed between the employee and employer.

If we can assist in any way, please feel free to get in touch with me.



May 16, 2014
9:15 am
by Thokozani Sibisi

Losing a mother

parents-love-quotes-thoughts-mother-son-best-greatYou were more than a mother,
There certainly will be no other,
I’m grateful to the heavenly father,
That I got to know you in this lifetime and not another.

Mother you truly represented the deeper meaning of the word,
You one of the forces that moulded me to become a man and be able to face this cruel and tough world,
Imagining life without you currently seems like a dead end,
But I know you at a better place holding your hand out for us to get up and face life ahead. (more…)


December 10, 2013
10:00 am
by Thokozani Sibisi

Nelson Rolihlahla Mandela

mandela02There certainly is no word I can use to describe you
Through all our countries history dynamics it was you that we could turn unto
Your name will forever be engraved on our hearts just like a tattoo
And, the thought of not having you around simply is taboo
Your legacy will forever live on and practicing your principles is something that you would want us to do
But for everything that you have done sacrificing 67 years of your life to make this country a country for all I wanna say thank you (more…)


December 9, 2013
9:15 am
by Christina Ratte

A tribute

Nelson-Mandela’s-Top-Five-Contributions-to-HumanityI don’t own a Television. Neither was I listing to the radio when the sad news broke.
So when a friend told me that Madiba died last night my first thought was, “………..”

Nothing. That’s it. I could not imagine a world without Madiba.

As a child of Africa and being white I don’t remember much of Apartheid, we lived in remote areas of Namibia and South Africa where there was no real separate entrances and my best friends were the black and coloured kids running around with me in the sandy streets. (more…)


November 4, 2013
9:15 am
by Rebecca Badrodin

Maintaining your dignity in Job Loss

imagesGetting fired is as common a process as getting hired (well these days in South Africa it’s often referred to as; employment contracts “ending” or being “retrenched”; the words “you’re fired” are hardly uttered here) and yet we don’t like to think about it. In the current economy removing people has become more common practice than hiring! It can then be very helpful to learn how to accept this loss/ change with dignity rather than viewing as an indicator of your performance or abilities (or lack of these things).

Losing your job CAN be the start of something new in your life and staying dignified during the process of leaving the job can be one means by which you leave your reputation intact and your future chances brighter. Ever heard of the expression don’t burn your bridges? Getting your next job depends on how gracefully you exit your previous one and what relationships you still hold. Reputation is everything! (more…)