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5 Tried and Tested Ways to Keep Employees Engaged
By Andrew Bourne, Regional Manager – Africa, Zoho Corp.
Employee engagement, when done right, nurtures long-term relationships and contributes to an organisation’s sustainability. Engaged employees commit themselves to their employer’s goals, find satisfaction and meaning in the work they do, and have the potential to enhance business profitability. Here are five simple yet effective ways to keep your workforce engaged:
Andrew Bourne, Regional Manager – Africa, Zoho Corp
Uphold two-way communication
Two-way communication keeps employees informed about work-related developments and gives them a platform to offer their suggestions and feedback. A lack of communication can lead to information silos and in some cases, may also lead to employees perceiving it as mushroom management. To break silos and establish two-way communication, a flat organisational structure is a good place to start. Next, consider using different communication channels that allow free flow of information for all parties at various levels, i.e., between peers, managers, and the organisation. Apart from face-to-face and emails, introduce internal chat mediums, social intranet, and frequent business outlook updates. For instance, organizations can make use of virtual town hall meetings to enable their employees to communicate with their top leaders.
Facilitate employee development
For employees to work dedicatedly towards company goals, the first show of commitment has to always be the employer’s. An employer has to be ready to make long-term investments in human capital development and provide opportunities for employees to expand their skill sets or be redeployed to new roles that fit their interests. Moreover, for individuals to learn and perfect their work, it takes time. So there needs to be a culture of acceptance that encourages employees to learn from their mistakes without fear of being criticised. Similarly, experienced employees can be brought on board to mentor new employees. They can help interns understand what it takes to excel in their new roles and overcome work challenges.
Empower employees with trust
A culture built on trust empowers workers to become the best version of their work selves. Trust provides the mental space that every employee needs to hone their capabilities and deliver to their full potential. On the other hand, micromanagement introduces work fatigue and even the most spirited employees can lose interest when constantly monitored and badgered for updates. Today, we continue to hear about how more and more companies are deploying digital surveillance and key logging software to make sure that their remote workers put in the necessary hours while working from home. These are just different forms of micromanagement and practices like these will not be sustainable in the long run. They can affect workplace dynamics and destroy trust relationships, the effects of which will reflect eventually in the attrition rate.
Put the human back into human resources
Trying times like the present call for employee engagement approaches that prioritise individual well-being above all else. During such unprecedented circumstances, it’s critical to allow employees the space to adapt to the new normal and regain balance between their professional and personal lives. Flexible work arrangements that allow employees to develop their own work schedules will come in useful. Also, acknowledge and act on concerns that hold back employees from doing their work. For instance, poor ergonomics while working from home can increase stress and affect productivity. A one-time allowance towards enabling employees to set-up a dedicated home office can help solve this.
To better help employees who are battling anxiety and mental health issues, consider bringing a psychologist on-board to enable them to navigate their overwhelming emotions under guidance. Wellness webinars can be organized to help employees maintain a healthier lifestyle amidst the lockdown and stay-at-home orders.
Align organisational values with workplace practices
Employees respect and gradually become loyal to an employer who stands for what they believe in and integrates the same within workplace practices. An organisation’s key decisions must always be guided by its core values. At Zoho, we believe the cloud will power entire businesses and true to that vision, all our business operations including employee collaboration run only on Zoho applications to date. Another value close to our heart is the philosophy of transnational localism and as part of it, we have established more than 30 satellite offices in rural locations across various nations to help our employees stay close to their roots.
Strong employee engagement programs are core to sustainable human capital management. They determine an organisation’s capability to attract the right talent, build loyalty, and promote development. Moreover, amid testing times like the ongoing pandemic, continued employee engagement practices become all the more important for an organisation to assure employees of its investment towards the well-being of its workforce.
Big Larry, a popular Nollywood actor has been pronounced dead on Friday by Stanley Ontop, film producer
Big Larry
Details’ surrounding his sudden demise is yet to be known.
Big Larry’s death comes just a few weeks after the passing of another Nollywood actress, Sharon Okpamen, who died following childbirth.
Stanley Ontop his on Instagram wrote: “Breaking News: Nollywood actor Big Lary just passed away. Je nke Oma big. What caused his demise is yet to be ascertained. May your soul rest in peace Big Lary. Nollywood Asaba Mourns. Shalom!!!”
Fans and admirers of the late actor have flocked to the post’s comment section to pay tribute to him.
Consumer Advocacy & Empowerment Foundation (CADEF) hosted a one-day workshop on “Improving Access and Inclusion for Persons with Disabilities (PWDs) in Digital Financing” in Lagos.
L-R: Bunmi Adebiyi, Senior Manger, Development Finance Office, CBN; Chinonso Umeh, Head, Retail Services ,Zenith Bank; Lukeman Salami, representative of Association for the Blind; Chiso Ndukwe-Okafor, Executive Director, CADEF; Adeola Aina, Vice-chairman, Association for the Blind and Lovelyn Okafor, Director of Programmes and Communications, CADEF at workshop on Improving Access and Inclusion for PWDs in Digital Financing in Lagos, recently.
The event brought together government officials, financial institutions, disability organizations, and experts to discuss strategies for enhancing financial inclusion for people with disabilities.
Speaking at the workshop, Safiu Babatunde, Head of Legal Services at the Lagos State Office for Disability Affairs, emphasized the importance of financial inclusion for people with disabilities.
He highlighted the challenges faced by individuals with disabilities in accessing traditional and digital financial services and called for innovative solutions to address these barriers.
“Disability related obstacles affect the participation of individuals at every stage of developmental interventions intended to boost livelihoods of people,” Babatunde said.
“Key among the resources essential for enhancing the livelihood of individuals is having access to financial resources for undertaking economic activities.”
He continued, “Unfortunately over the years, traditional banks do not seem to have served people with disability related obstacles.
“Persons with disability have limited access to financial services, including traditional and alternative banking, online payment services, and financial transactions as well as mobile banking applications.”
Babatunde emphasized the need for public-private partnerships to promote financial inclusion for people with disabilities.
“This partnership can bring together government agencies, financial institutions, and disability organizations to collaborate on developing and implementing initiatives that promote financial inclusion for these concerned populations,” he said.
Professor Chiso Ndukwe-Okafor, Executive Director of CADEF, underscored the organization’s commitment to advocating for the rights of marginalized groups.
She emphasized the need for inclusive financial products and services that cater to the specific needs of people with disabilities.
“CADEF has been empowering individuals with financial literacy, including those with disabilities.
“Our goal is to create inclusive financial systems that meet the needs of all Nigerians”, she said.
The Lagos State Office for Disability Affairs, LASODA, also called for increased public-private collaboration to address the financial barriers faced by PWDs.
General Manager of LASODA, Adenike Oyetunde-Lawal, emphasized the need for tailored financial products and accessible services.
Oyetunde-Lawal, who was represented by Mr. Safiu Babatunde, Head of the Legal Department, urged the banking sector to be more responsive to the needs of PWDs.
Participants discussed the challenges faced by people with disabilities in accessing financial services, such as limited awareness of available products, inaccessible ATMs and branches, and discriminatory practices.
They also explored potential solutions, including the development of accessible mobile banking applications, financial education programs in sign language and Braille, and partnerships with disability organizations.
At the conclusion of the workshop, participants agreed on the need for concerted efforts to improve financial inclusion for people with disabilities.
They pledged to work together to develop and implement practical solutions that will empower individuals with disabilities to participate fully in the financial sector.
Nigerian Institute of Public Relation’s (NIPR) governing council has announced the appointment of Rasheed Bolarinwa as the Chairman of its newly established FinanceHub Committee.
Rasheed Bolarinwa
Bolarinwa, who serves as the President of the Association of Communication and Marketing Professionals in Banks (ACAMB), will lead the committee aimed at enhancing sustainable Public Relations practices within the banking, insurance, and pensions sectors.
Bolarinwa, currently the Head of Brand Management and Corporate Communication at Polaris Bank, brings extensive experience from journalism, public relations, and the financial sector.
Read Also: NIPR Lagos Chapter Announces Date for 11th conference, sets to discuss climate change, environment
His leadership is expected to drive significant improvements in PR practices across these financial sectors.
The FinanceHub Committee, which includes experts from banking, insurance, and pensions, is part of NIPR’s broader initiative to strengthen public relations across various sectors.
The committee’s formation aligns with NIPR’s strategy to foster sustainable and impactful PR practices in these critical areas of the economy.
In addition to Bolarinwa, NIPR has appointed other chairpersons for newly created sectoral hubs.
Mrs. Thelma Okoh will lead the Maritime Hub, Dr. Jossy Nkwocha will head the Energy Hub, and Mr. Basil Agboarumi will oversee the Aviation Hub. Dr. Ahmad Sajoh has been appointed to lead the Anti-Corruption and Consumer Protection Hub, while Miss Chimdi Neliaku will head the Young Practitioners Hub.
The appointment letters, signed by Uzoma Onyegbadue, Registrar/Secretary to the NIPR Governing Council, reflect NIPR’s commitment to enhancing public relations practices across these sectors.
NIPR Appoints Rasheed Bolarinwa as Chairman of FinanceHub Committee
At the inauguration of the new chairpersons and committee members, NIPR National President Dr. Ike Neliaku praised the appointees, highlighting their expertise and dedication.
“Your appointments are well-considered and reflect the confidence the NIPR council has in your abilities to advance the objectives of the Hub,” Neliaku stated.
He expressed enthusiasm for collaborating with the new appointees and emphasized the council’s support in driving positive change in public relations practices within their respective sectors.
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