South Africa is beginning to follow the international trend whereby companies are treating employees like they would their customers.  In part, this is done by providing on-time and detailed payslips designed to boost employee satisfaction and increase the efficiency of query resolution.
 
For a business, there is no greater asset than its employees and keeping them happy and motivated results in employees being more engaged, productive and committed to the company.
 
“One of the most important things that every employee wants is a clear understanding of their payslip and their contributions and deductions,” says Lavine Haripersad, Vice Chair, South African Payroll Association (SAPA). “If they understand every line, deduction and number, then they are immediately more positive and engaged.  Unfortunately, the opposite is true when they are confused or bogged down in baffling details.”
 
She adds that employees can easily become distracted and discouraged if they are paid incorrectly or not on time. However, if this issue is out of the equation, their focus falls back on their jobs, which automatically improves performance.
 
Ensuring Trust
A cultural shift is taking place across companies towards high-performance and high value-driven employees. Within this arena, payroll plays a significant role in ensuring employees’ trust in the organisation’s ability to provide them with financial stability and in taking the pressure off management who don’t have to worry about whether or why people aren’t being paid. 
 
“This is why it is important that the payroll department offers employees support by providing them with insight into how their benefits work, how the payslip structure works to their advantage, and by adding value,” Haripersad states, while adding that providing employees with access and visibility regarding this information fundamentally changes how they engage with their pay and the company.
 
 “In addition to open discussion around payslip structure, the department should consider providing employees with their payslips earlier than on payday,” adds Haripersad. “They can then immediately see an abnormal deduction and query this before payment. Of course, any issues also need to be addressed quickly to avoid discontent or concern.”
 
Compliance and risk mitigation
The same extends into the area of compliance and legislation – well-oiled payroll departments with exceptional payslip acuity are more likely to mitigate business risk and limit employee dissatisfaction.
 
“Complying with legislation and ensuring accuracy in data and detail minimises the risk for the business and the employee,” says Haripersad. “The challenges around unionised employees can be managed by ensuring that they are taken care of correctly, and employees remain satisfied with pay and benefits. The business is assured of efficient payroll processes and a high level of service.”
 
A professional payroll team with the right tools and systems can transform the payslip from a page peppered with numbers into an understandable and reliable mechanism by which businesses run smoothly and employees remain happy. The extra mile in providing insight, explaining the layout and ensuring every detail is correct – or every error swiftly amended – can fundamentally impact on the working environment and employee satisfaction.
 
ENDS

MEDIA CONTACT: Idéle Prinsloo, 082 573 9219, [email protected], www.atthatpoint.co.za  
 
For more information on SAPA please visit:
Website: http://www.sapayroll.co.za/
Twitter: @SAPayroll
LinkedIn: The South African Payroll Association

By: Moira du Plessis, sub-committee member, South African Payroll Association
 
The militant and often dreaded appraisal method of evaluating employee performance is facing its demise. Today, performance is measured using a management style that works with employee, team and manager to create a more holistic representation of deliverables and productivity.
 
This is a trend driven by the influx of a younger generation of employee that prefers an open-minded approach in line with the new performance management style. Research also increasingly shows that the successful assessment of employee performance is about coaching, recognition and ongoing discussion.
 
Nowadays its referred to as performance management, a form of one-on-one, two-way communication between manager and employee which helps to fill the gaps. It is a systematic process by which a company involves its employees, as individuals and members of a group, in improving organisational effectiveness in the accomplishment of agency mission and goals.
 
It therefor no longer consists of a meeting between manager and employee where the aforementioned gives scolding feedback on a person’s performance.
 
A changing landscape
The difference between the old school appraisal and the modern performance review is down to management and engagement. The former often disempowering staff, leaving them feeling as if they’ve had little opportunity to respond or grow.
 
The latter offers a chance for the employee to create a clear plan for their career path, communicate specific interests and strong points to the manager and potentially focus on how best to utilise these strengths to grow within the company, thus very beneficial in terms of employee growth and satisfaction. The manager can relay where they think the employee’s skills and abilities are best directed and the employee can decide whether or not they agree.
 
For staff who work in payroll, an additional element of the review is to prepare them for the new financial year’s targets. Any performance management system must embrace the value payroll provides to better enable growth and productivity, encouraging staff to use their intellects more and do a wider scope of work.
 
Considering that a significant part of any performance management process is to allow a person to evaluate their own performance and plan their potential for the next three years, the importance of payroll engagement is clear. Globally, payroll is seen as a strategic role, which provides essential insight into management, finance and employee remuneration. If the payroll employee is empowered, they can bring inordinate value to the business.
 
A ripple effect
Further important to not is that performance management is far broader than merely assessing a person’s achievements throughout the year. A manager can impact on the performance of their teams by being productive, proactive and fair, creating a ripple effect in terms of leadership and setting standards.
 
It is also important from a management point of view to treat everyone in a company the same, that way all persons at all levels feel valued and this improves employee morale and loyalty, therefore leading to increased performance.

In addition, taking care of employee hiring wellness is not only beneficial in terms of retention, loyalty and productivity, it is becoming a defining factor when it comes to and attracting talent – if employees feel cared for on all levels beyond just work, they also perform better.
 
A positive work atmosphere with constructive performance review parameters and long-term support benefits employee, business and bottom line.
 
ENDS

MEDIA CONTACT: Idéle Prinsloo, 082 573 9129, [email protected], www.atthatpoint.co.za 
 
For more information on SAPA please visit:
Website: http://www.sapayroll.co.za/
Twitter: @SAPayroll
LinkedIn: The South African Payroll Association