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Appreciation is a fundamental human need. The truth is, everyone has a need to be respected and valued for their contribution.
Whether you are an individual or member of a group, when praise for your contribution is expressed, it gives a feeling of achievement for a valiant effort and/or work well done.
Whether there is a monetary compensation for that contribution or not is beside the point.
In the workplace it is no different. There is plenty of persuasive evidence to suggest that staff who receive recognition for their work are more likely to be satisfied, happy, and ultimately productive in the workplace — creating a win-win situation.

When appreciation is expressed through recognition of good work, employees feel affirmed and valued for their work contribution.
As a result of appreciation, they tend to respond positively towards the organisation they work for.
Their satisfaction is often reflected in rising productivity levels and in their motivation to maintain or improve their good work.
Thus, praise and recognition are absolutely vital to an outstanding workplace and enthusiastic workforce.
After all, nothing great was ever achieved without enthusiasm, and recognition is a great source of enthusiasm.
Happy Employees = Happy Customers = Better Bottom Line

There are bottom line benefits that have been achieved through employee recognition efforts.
Correlation has long been established between employee and customer satisfaction, leading to strong employee and customer loyalty to companies.
This loyalty somehow directly flows to increased profitability. Thus, celebrating employees is not just for large organisations, it is for ALL organisations.
It is for private, public and not-for-profit organizations alike. There is no reason why your staff should go unrecognised — even something as simple as sending out cards can boost morale.
As Stephen Covey, author of The Seven Habits of Highly Effective People, says, “always treat your employees exactly as you want them to treat your best customers.”
You have every reason to honor and celebrate your employees because without them you do not have a company.
Let’s face it, while a simple “thank you for a job well done” is easy enough, and is always appreciated, a creative employee recognition programme that goes beyond the traditional bonus pay is the essential to incentivizing and motivating employees.

Although money is important, it’s only a motivator when employees feel underpaid. Just like you have put programmes in place to satisfy and retain your customers, you do need to find creative ways to keep you employee satisfaction levels high to ensure when they walk out your door at knock-off time, they will be returning the following work day.
Why not remind your employees how great you are as a company?
You may be having a very effective and innovative rewards programme.
You may have carried out employee surveys to determine exactly what motivates your workforce and that has already shaped your employee recognition and retention strategies you have put in place.

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I suggest, by no means, that you take away or rubbish all your hard work in this regard.
But be that as it may, you may want to ensure that at the time when your employees are taking stock of their achievements for the year, and listing their new year resolutions with determination to change careers and/or work environments in the coming year, you “appeal” to their conscience to consider that you have not just been good, but great, to them, and that you plan to make their loyalty to you worth their while.
You want to remind them that as they consider greener pastures in the New Year, it is much greener inside your company than anywhere else they may contemplate going, especially if they plan to join your competitor.

There is no opportune moment than the end of the year for managers to reward the efforts of their staff.
With the holidays and season of giving upon us, the opportunities are even bigger!
It is a perfect time to reflect on the business year and successful milestones that have been hit, while appreciating your coworkers, partners, and staff.
So what can you possibly do to help staff feel valued and celebrated as the year draws to a close? Here are some ideas on how to celebrate employees:
1.    Reflect on performance of individuals and give feedback — even if it’s not formal perfomance review cycle yet. Using examples from the entire year of how they performed to satisfaction and beyond, express your views on how you think they need to build on their strengths and overcome weaknesses.
2.    Target relevant platforms to show company pride and celebrate company success — including on Social Media. Post ‘throwbacks’ of team events, milestones achieved or perhaps a video capturing memorable events of the year.

Do attribute your company success to employees, and profile them as successful employees so they, in turn, take pride in being associated with your company.
3.    While you celebrate your successes, review and communicate company strategic goals and up-coming programmes.
Ensure that your goals are owned by your employees, and will not only be attainable, but will challenge them to do great.
Letting your employees in on big company initiatives will give them something to look forward to in the New Year and even make them want to come back so they can partake in those initiatives.
4.    Enjoy a moment outside the office. It’s always a welcome change to meet colleagues away from work and have something fun to do. This doesn’t have to be a big party that leaves a dent in your balance sheet.

Treat employees to an annual luncheon, do a bowling game, or going out for cocktails is a great way to de-stress.
It also makes employees feel appreciated and excited about the future with the company.
It is not always possible for businesses to spend big, so smaller touches can prove just as effective.
Whatever you decide, make sure everyone knows that their commitment has not been overlooked over the past 12 months.
Always find out what motivates your workforce, and make sure your rewards and recognition programme is synchronised with that.

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Business

Take a Break from Summer

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Press release for KFC Lesotho

Date: Monday, 16 December 2024

 

Summer, what a wonderful time of year…

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When influencing gets too much

When the news cycle gets too much

When the endless queues get too much

When the shopping chaos gets too much

When the unavailable transport gets too much

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When the holiday work shifts get too much

When the lawn mowing gets too much

When the loud music gets too much

When the traffic gets too much

When the relentless schedule gets too much

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When the heatwaves get too much

When the weather warnings get too much

When the suntan lines get too much

When the ever-growing laundry pile gets too much

When the festivities get too much

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When the 2025 university applications get too much

When the guests overstaying their welcome gets too much

When the social media mayhem gets too much

When the out of sync traffic lights get too much

When the New Year resolutions get too much

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When the travel expenses get too much

When reapplying sunscreen gets too much

When the packing and unpacking gets too much

When the photo-taking gets too much

When the flies get too much

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When the pool maintenance gets too much

When the fully booked airlines get too much

When the mosquito bites get too much

When the fishing trips get too much

When the baking gets too much

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When the road trip stops get too much

When the sand in the car gets too much

When the picnic ants get too much

When the papa and morogo get too much

When the braai smoke gets too much

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When the television shows get too much

When the homemade cooking gets too much

When the hot car seats get too much

When the outdoor markets get too much

When the air-conditioning bills get too much

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When the nature hikes get too much

When the garden-watering gets too much

When the hot sidewalks get too much

When the bike rides get too much

When the late nights get too much

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When the impromptu trips get too much

When the 4×4 rides get too much

When the golf games get too much

When the ice cube trays get too much

When the late-night crickets get too much

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When the entertaining gets too much

When the bumpy boat rides get too much

When the paddleboarding gets too much

When the public pool crowds get too much

When the lack of parking gets too much

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When the summer internships get too much

When all you need is a breather

 

You have made it to the end. Take a break from summer with KFC Lesotho on Saturday, 21 December, a day to pause, refresh, and savour the start of holiday mode. Swing by KFC for a taste of summer and officially step into the holidays, recharged and ready. See you there!

 

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Discover KFC’s Summer Delights!

KFC Summer Twisters: https://www.youtube.com/watch?v=LVlAX00WROU

KFC Summer Krushers: https://www.youtube.com/watch?v=QpCn-tFYrls

KFC Summer Buckets: https://www.youtube.com/watch?v=SbiOjRR58UA

 

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End.

 

About KFC Africa

KFC has been in South Africa for over 53 years and has more than 1,300 stores across the country. The first KFC restaurant in South Africa opened in 1971 in Orange Grove, Johannesburg. KFC is the leading quick-service restaurant brand in South Africa with just under a third of market share, according to Brand Image Tracker. KFC serves more than 20 million customers a month and we work hard to ensure that no matter which of our restaurants they walk into, they will get that distinctive KFC flavour and have a great experience. KFC’s Original Recipe® Chicken was first made by Colonel Harland Sanders in 1940 when he perfected his secret recipe of 11 herbs and spices at his restaurant in Kentucky. Today, KFC is the world’s most popular chicken restaurant, still preparing our chicken with the Colonel’s secret recipe to his exact standards. Every KFC restaurant follows the same global processes and procedures to ensure that our customers get great-tasting food, every time.

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KFC Lesotho socials:

Instagram – @kfclesotho – https://www.instagram.com/kfclesotho/

Facebook – KFC Lesotho – https://www.facebook.com/LesothoKFC

X – @KFC_Lesotho – https://x.com/KFC_Lesotho

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Demystifying death benefit nomination

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I recently attended a trustee training session, and it sparked a thousand of opinions and emotions to fellow trustees and principal officers.

It is remarkable how people approach their pension funds with a blend of care and chaos — carefully watching contributions grow but leaving the aftermath of their departure to luck and a roomful of trustees.

With the Pension Fund Act (PFA) 2024 in place, requiring members to fill out and update death benefit nomination forms annually, one would think the process is foolproof.

Yet, we find ourselves navigating the maze of member reluctance and the emotional minefield that comes with deciding who gets what.

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The PFA 2024 makes an elegant appeal to order, asking pension fund members to take charge of their legacy by nominating beneficiaries.

But, instead of pens gliding over forms, there is hesitation, resistance, and in some cases, outright abstinence.

What should be a simple administrative act seems to invoke existential dread or, worse, familial politics.

 

When Nomination Feels Like Negotiation

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One of the most notable trends is the discomfort married members feel at the mere suggestion of allocating 50% of their death benefit to a spouse.

For clarity, the PFA does not say they must — but logic and love might.

However, these conversations often spiral into arguments over “what ifs.”

What if the marriage does not last?

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What if the spouse uses the money “irresponsibly”?

What if leaving an equal share to children or a secret favourite nephew makes more sense?

These “what ifs” often lead to another troubling “what if”: what if no nomination is made at all?

Emotions run high.

Sometimes, the process of completing the form turns into a reflection of unresolved family tensions, where the form itself becomes a battlefield for hypothetical posthumous power plays.

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Trustees, meanwhile, are left to pick up the pieces, making discretionary decisions that almost always leave someone unhappy.

 

What the Law Actually Says

Let us address the elephant in the room.

The PFA does not dictate that anyone’s spouse, child, or distant cousin must receive a cent.

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The law requires you to nominate beneficiaries but leaves the who and how much entirely up to you.

And yet, myths persist, leaving members to believe they are bound to make obligatory allocations.

This misunderstanding is not just inconvenient; it is entirely unnecessary.

The beauty of the PFA lies in its simplicity: nominate someone — anyone — so your trustees don’t have to piece together your
wishes based on tea leaves, distant

relatives, or that one time you mentioned something in passing to a colleague.

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The Real Cost of Silence

If leaving decisions to trustees sounds romantic — think noble strangers making wise decisions — let me assure you, it’s not.

Trustees do their best with the tools they have, but without a completed nomination form, their decisions are guided by discretion rather than your explicit intentions.

And discretion, noble as it sounds, often breeds disputes.

Disgruntled beneficiaries are not just an unfortunate byproduct of silence; they are its loudest consequence.

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Without clear instructions, your death benefits might fund lawsuits instead of legacies.

Is that truly the financial wisdom you have cultivated over a lifetime of disciplined contributions?

 

Completing the Form: The Act of Taking Control

Filling out the nomination form isn’t just compliance; it is an act of empowerment.

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It’s the financial equivalent of saying, “I trust myself to make the best decisions for my loved ones.”

It’s an opportunity to assert control over your life’s earnings and ensure they benefit those you deem most deserving.

Let us put it plainly: by completing this form, you eliminate guesswork, prevent disputes, and protect your loved ones from unnecessary turmoil.

You also spare trustees from playing Solomon with your assets — a responsibility they never asked for but inherit when you opt for avoidance.

 

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It is not that deep!

For all the effort we pour into overthinking, let’s consider the alternative — actually completing the form.

You’ve already made harder decisions, like choosing between investment portfolios or deciding on your retirement age.

Writing down a name or two, alongside their allocations, is, comparatively, a walk in the park.

And for those of you abstaining because “it’s complicated,” let us reflect: is it more complicated than the potential legal battles, heartache, and chaos that might follow your departure?

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Or are we simply procrastinating because planning for death feels uncomfortably final?

 

Your Legacy, Your Way

At the heart of it all, filling out the nomination form isn’t about complying with a law or appeasing trustees.

It is about ensuring your legacy aligns with your wishes.

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It is about giving your loved ones clarity and peace of mind when they need it most.

So, grab that pen.

Fill in that form.

It might not be the most exciting thing you do today, but it could very well be the most meaningful.

After all, if you’ve spent years building a financial future, why let your final act of planning be defined by inaction?

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Teboho Makoetlane

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More US funding for development projects

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MASERU-THOMAS Hines, the US Embassy’s interim head, has applauded Lesotho for passing the Millennium Challenge Corporation (MCC)’s scorecard, paving way for continued development funding.

The MCC is providing assistance to Lesotho to strengthen good governance, economic freedom and investments in the country, managed by the Millennium Challenge Account (MCA-Lesotho Compact II).

The MCC donated US$300 million (approximately M5.4 billion) for health and horticulture development.

For the country to qualify, it had to pass the MCC’s scorecards.

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Hines told Prime Minister Sam Matekane on Tuesday at the State House that the good news is that Lesotho passed, although there are some other things the country has to improve.

For this year, the passing indicators are girls’ primary education completion rate, natural resource protection, land rights and access and fiscal policy.

Indicators that slipped below the pass rate are government effectiveness and freedom of information.

“Of MCC’s 76 scorecards, only 26 countries passed while 50 did not and the good news is that Lesotho once again passed the scorecard,” Hines said.

He said not only did Lesotho pass but it has also improved from passing 15 indicators last year to 17 of 20 indicators this year.

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Hines said the accomplishment reflects Matekane and his government’s commitment to strengthening democratic governance and fostering prosperity.

“Noting the decline in control of corruption indicator, we seek avenues to do more together with Lesotho to combat corruption,” he said.

“Not only does regression in this area put Lesotho at risk of failing the scorecard we also know the corrosive impact of corruption on the economy and society.”

He said they seek to maximise the compact’s ability to ensure greater access to quality healthcare.

Matekane said the scorecards assess the government’s performance in key areas throughout the year to determine the continuing eligibility regarding MCC compact funding.

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He said last year he urged the cabinet to build on the momentum from 15 out of 20 indicators.

“Let me take this opportunity to celebrate our sustained achievement of passing 17 out of 20 indicators which is a 10 percent increase from last year,” Matekane said.

“Specifically, I committed last year to ensure that Lesotho will submit data to support the assessment of girl’s primary education completion rate,” he said.

He said he was pleased with the progress overall and on gender parity in education and they aim to achieve better results next year.

In addition to this, he said, there is still a lot of work to be done, especially around trade policy, government effectiveness and particularly the freedom of information with a notable decline from 83 percent down to 43 percent.

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“Our commitment to control and eliminate corruption remains steadfast. We are working tirelessly to expose corrupt activities, keeping the public sector honest and accountable,” he said.

“The commitment we have made of investing in our people has never wavered over the years and the government is also focused on improving access to quality health services to every Mosotho regardless of their background and location,” he said.

Moipone Makhoalinyane

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