Top Tips for Having Your Best First Day in a New Job

Starting a new job is both exhilarating and nerve-wracking. Your first day sets the tone for your entire experience at the company. To ensure a successful start and leave a lasting positive impression, it’s essential to approach the day with preparation, enthusiasm, and a willingness to learn. Have a read through some of our Top Tips for your First Day in your New Job!

 

1. Arrive Early and Energized

Punctuality is key on your first day. Arrive a little early to allow yourself time to settle in, gather your thoughts, and feel more comfortable in your new surroundings. Use this time to get your bearings, organize your workspace, and mentally prepare for the day ahead.

 

2. Dress Appropriately

Understanding the company’s dress code is crucial. Research the company culture beforehand to ensure your attire aligns with their expectations. It’s better to be slightly overdressed than underdressed, as it shows respect for the company’s image and values.  You should have got an idea from your interview what the staff wears to work, but if in doubt, ask!

 

3. Embrace a Positive Mindset

Approach your first day with a positive attitude. Show enthusiasm for the role and eagerness to learn. Positivity is infectious and can help you establish rapport with your new colleagues from the outset.  Avoid negative staff, gossip circles, and the smoking/ vaping group from the first day.  You have a clean slate- write it the way you want.

 

4. Be Open to Learning

Your first day is about gathering information and learning as much as you can. Listen actively during meetings, training sessions, and conversations. Don’t hesitate to ask questions when you need clarification – it demonstrates your commitment to understanding your role and responsibilities.  Keep a pen and notebook with you at all times, and write it down.  You will forget when there are so many new details to learn!

 

5. Introduce Yourself Confidently

Take the initiative to introduce yourself to your new colleagues. A simple introduction, a smile, and a firm handshake (or a virtual greeting) can make a memorable impression. Remember to maintain eye contact and exude confidence as you connect with your new team.  Don’t take it personally if current staff don’t greet you first.  They may not know you are new, may be a supplier, or may even be new themselves!

 

6. Focus on Building Relationships

Your coworkers play a vital role in your work experience. Use breaks or lunchtime to engage in conversations and get to know them better. Building relationships early on will create a supportive and collaborative atmosphere.  It can be scary volunteering for tasks, groups or attending socials- but you won’t regret it!

 

7. Take Notes

This cannot be stressed enough!  Bring a notebook or use a note-taking app to jot down important information throughout the day. This will help you remember names, procedures, and other essential details you’ll need as you settle into your new role.

 

8. Listen and learn before you offer your Opinions

Don’t be too arrogant, and think that you know it all and can do it better, on your first day!  There is a balance to be struck between learning how and why their systems work the way they do before you try and change them.  Ask questions and follow the current systems until you are familiar with them.  At the same time, don’t hold back if you have skills, expertise, and experiences that can add to your current systems.

 

Your first day in a new job is a unique opportunity to make a lasting impression and set yourself up for success. By arriving early, maintaining a positive attitude, being open to learning, and embracing the company culture, you can ensure a smooth and productive start. With these top tips in mind, you’re well-equipped to make your best first day in your new job a memorable and successful experience.

Your Checklist When Extending an Offer of Employment

Once you have been through the recruitment process, interviewed a selection of candidates, and decided on your top candidate, there are a few important “boxes” to check before extending an offer of employment.

1. Get Your Paperwork in Order

Ensure that you have copies of all supporting documents.  This includes, but is not limited to, their CV (some companies also like the original CV if dealing with an agency), ID, copies of certificates and qualifications, previous payslips and reference checks, background checks, and any other supporting documents relating to the recruitment process.

2. Background Checks

Ensure that you have the appropriate background checks on file.  At minimum this should include a reference from a previous employer.  This does not need to be glowing, but you want to confirm the details given on the CV/ in the interview.  Depending on the position, other background checks pay include psychometric tests, pre-employment polygraph tests, qualification verifications, and criminal and ITC checks.

3. Determine an Appropriate Offer of Employment

When making an offer, various factors should be taken into consideration, such as what employees at a similar level in the company are being paid, market-related salaries and the candidates’ expectations.  It is always a good idea to review a recent payslip of the successful applicant to take into account any benefits and deductions they are currently obtaining, or will be should they accept your offer.

4. Working Hours and Annual Leave

It is far better to address working hours, possible over time for stock takes and related remuneration upfront, than to have awkward conversations after they have started.  If your company has a compulsory shut down at the end of the year, and the applicant will be starting later in the year, you may want to discuss how payment of this period will be dealt with, so that they can plan.  Likewise, if they will not be eligible for Christmas bonuses, discuss this upfront.

5. Put it in Writing

Always put Offers of Employment in writing, to avoid any misunderstanding later on.  The successful applicant can accept and resign off the Offer of Employment, and according to The Basic Conditions of Employment Act, the contract of employment should be given no later that the first day of employment.

6. New Employee Onboarding Checklist

If you put a checklist in place, it is easy to outsource certain aspects well ahead of time, and ensure that when the new recruit starts, you are ready for them!  Items you may want to include on your checklist include:

1. Payroll & Personnel Documents- your accounts or HR Department will need information from the employee such as tax numbers, ID, physical address and bank account details. Asking for this well ahead of time avoids any disruption after they start.  Include any company policies so that they can start familiarizing themselves with your culture and how you get things done.
2. Procurement of equipment and setting up accounts and logins- ensure that they have a workstation, equipment, and access from the first day, so that they can start training and working from day one! Including any company swag is always a nice touch.
3. Schedule Orientation- in your diary and others. You can outsource a tour of the building, introductions to other staff, etc.
4. Assign a peer mentor in the department who can assist with the little questions, steer then away from the negative staff and gossipy staff, and foster good habits from day one.
5. Schedule 30-60-90 day feedback sessions before they even start, to ensure that communication channels stay open.

Initiating the employment relationship in a proactive, professional manner, with procedures in place; ensures that the employment relationship continues in the same manner.  The biggest reason for a breakdown in employee-employer relationships is miscommunication, or simply lack of communication.

12 Points to Consider

Before Resigning and Starting a New Job

 

Before changing jobs, there are several administrative tasks you should consider and remember to ensure a smooth transition. Here are a few important things to keep in mind when resigning and serving your notice period:

 

1. Written Offer of Employment:

Some companies will only give you your contract of employment on the day you start a new job, but you should insist that your offer of employment is in writing, and contains the title of the new position, start date, salary, working hours and any benefits. Never resign until you have something in writing.

 

2. Notice Period:

Abide by the notice period mentioned in your current employment contract when resigning. If you do not have a contract of employment, you fall under the Basic Conditions of Employment Act and your notice in 1 week in the first 6 months of employment, 2 weeks in the second 6 months and 4 weeks thereafter. You cannot take leave owing concurrent with your notice period.  Should you and your employer mutually agree to shorten a notice period, this is acceptable.

 

3. Resignation Letter:

Write a formal resignation letter addressed to the company, but personally hand deliver it to your manager and resign in person.

 

4. Exit Interviews:

Some companies conduct exit interviews to gather feedback from departing employees. This is optional, and should you be invited to partake in one, prepare for it by making a list of constructive suggestions and observations.

 

5. Benefits and Pension:

Check what benefits and pension contributions you’re entitled to from your current employer. The HR or Payroll department of your current and future employer will be able to assist you with transferring funds and memberships.

 

6. Unpaid Leave or Outstanding Leave:

Address any unpaid leave or outstanding leave days with your current employer. You accumulate 1 day of annual leave, for every 17 days worked, throughout the year, which if not taken should be paid out with your last salary. Should you have taken more leave than you are owed, this would be unpaid leave and could be a deduction from your salary.

 

7. Reference Letters/ Certificate of Service:

Request a Written reference letter from your supervisor before leaving. You may not need this now, but in years to come, your manager may no longer be at the company, or the company may not exist. Legally, companies are obligated to issue a Certificate of Service confirming your employment, salary, and reason for leaving, if they are not willing to issue a reference letter.

 

8. Clearance Procedures:

Follow any clearance procedures set by your current employer, which might involve returning company property and completing necessary paperwork.

 

9. New Employer’s Requirements:

If your new employer has requested forms to be completed or copies of documents, make sure that you get these to them on time and in full. This is the first opportunity you have to show them your enthusiasm and ability to complete a task.

 

10. Bank and Address Changes:

If not before, in the first week of employment, your new employer will be requesting your bank account details. If you want to make any changes to your salary account, do it before you start. You may also be requested to provide proof of address.

 

11. Tax Number:

If you pay PAYE you may be requested to supply the company with your Income Tax Number.

To find out your Income Taxe Number, simply message SARS SMS Channel by sending an SMS to SARS on 47277 from your mobile device, with “TRN (Space) ID number/Passport number/ Asylum Seeker number”

If you don’t have a Tax Number, you can visit the SARS website at http://www.sarsefiling.co.za/  and select Register Now on the homepage.

 

12. General Appointments:

Try and get all routine appointments, like hairdressers, dentists, doctors, etc. out of the way before starting a new job. While some pre-existing commitments are unavoidable, you want to take as little personal time off as possible in the first three months.

 

Remember that employment laws and regulations can change, so it’s a good idea to consult with legal or professional advisors to ensure you follow all necessary procedures and regulations while changing jobs in South Africa.

Toxic Work Environments: Understanding South Africa’s New Legislation on Workplace Harassment

 

In today’s fast-paced professional landscape, individuals spend a significant portion of their lives at work. A positive work environment is not just conducive to productivity and job satisfaction but is also vital for the overall well-being of employees. Conversely, a toxic work environment can have detrimental effects on an individual’s mental, emotional, and even physical health. In this blog, we will delve into the concept of a “toxic work environment” and explore how the new South African Legislation on Harassment in the Workplace aims to safeguard employees from such distressing situations.

 

Understanding a Toxic Work Environment:

 

A toxic work environment is characterized by a range of negative behaviors, attitudes, and practices that create an atmosphere of hostility, fear, and discomfort for employees. This can encompass various forms of harassment, discrimination, bullying, and even subtle forms of mistreatment that erode an individual’s dignity and self-worth. Signs of a toxic work environment may include:

 

• Bullying and Harassment: Verbal abuse, insults, humiliation, and unjustified criticism directed towards an employee can contribute to a hostile environment.

 

• Discrimination: Treating employees unfairly based on attributes such as race, gender, age, sexual orientation, or disability can lead to feelings of exclusion and injustice.

 

• Unrealistic Expectations: Imposing unmanageable workloads, setting unrealistic targets, or expecting employees to work excessive hours can lead to burnout and stress.

 

• Lack of Support: Failing to provide adequate training, feedback, or opportunities for growth can negatively impact an employee’s sense of value and motivation.

 

South African Legislation on Harassment in the Workplace:

 

In response to the growing concern over toxic work environments, South Africa has taken a significant step toward protecting employees from harassment and mistreatment. The new South African Legislation on Harassment in the Workplace, which came into effect on 18 March 2022, aims to ensure a safe and respectful work environment for all employees. The legislation encompasses the following key provisions:

 

• Definition and Types of Harassment: The legislation clearly defines what constitutes harassment in the workplace, including sexual harassment, verbal abuse, psychological harm, and discriminatory actions. This provides employees with a comprehensive understanding of unacceptable behavior.

 

• Reporting Mechanisms: The legislation outlines proper channels and procedures for reporting incidents of harassment. This ensures that employees have a structured way to raise concerns without fear of retaliation.

 

• Investigation and Remedies: Once a complaint is lodged, the legislation mandates that employers conduct thorough and impartial investigations. If harassment is substantiated, appropriate remedies and disciplinary actions must be taken against the perpetrator.

 

• Preventive Measures: Employers are required to implement preventive measures, such as training programs and awareness campaigns, to educate employees about their rights and responsibilities and to foster a culture of respect.

 

Resources for Employees and Employers:

 

Free Downloads

Code of Good Practice on Handling Sexual Harassment Cases

Code of Good Practice on the Prevention and Elimination of Harassment in the Workplace

Preventing and Eliminating Harassment in the workplace Information Sheet

Sexual Harassment Information Sheet

Websites

The official government website offers comprehensive information about labor laws, including the new legislation on workplace harassment.

CCMA provides guidance on resolving workplace disputes and offers resources related to employee rights and responsibilities.