Broadcasting
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.
Broadcasting Organization of Nigeria (BON) has established six committees to help strengthen and modernize the country’s broadcasting industry.
The committees will focus on content creation, skills development, digital transformation, sustainability, policy and commercial opportunities
The initiative aims to support industry growth and improve collaboration between broadcasters, regulators and media experts
The official launch recently, was led by Tony Akiotu, president, BON and attended by media professionals, program directors, former journalists and heads of specialized media organizations.
The event brought together several prominent figures in Nigeria’s media industry, including veteran broadcaster and trainer Bimbo Oloyede, Tony Uyah of M4S TV, Kingsley Uranta of Channels Television, Ismael Sani of Platinum TV and Ibrahim Shehu of Trust TV.
Together, they are expected to help drive innovation and support the growth of Nigeria’s broadcasting sector.
According to Akiotu, the committees are intended both to help shape industry policy and to provide a forum for dialogue between BON and broadcasting experts.
Akiotu said the ad hoc committees were intended to strengthen BON’s work and ensure that the umbrella body for Nigeria’s broadcasters played a more direct and meaningful role in developing the country’s broadcasting sector.
The six committees reflect the sector’s main priorities. The first focuses on collaboration and innovation to promote content creation.
The second is dedicated to training and talent development, while the third focuses on industry sustainability by improving the sector’s long-term financial viability.
A fourth committee will focus on digital transformation and work with the National Broadcasting Commission (NBC) on regulatory issues.
The remaining two committees will oversee public policy advocacy and the development of sports and commercial rights to help broadcasters increase revenue and attract more investment. Together, the committees are expected to guide BON’s efforts to modernize and strengthen Nigeria’s broadcasting industry.
The committees, chaired by members of BON’s General Assembly and supported by the organization’s Secretariat, have an initial 12-month mandate that may be renewed if necessary.
They are required to submit a progress report within three months and implement approved recommendations within the following six months.
The arrangement is intended to ensure close oversight and the timely implementation of their work.
Akiotu also reminded committee members that Nigeria pioneered television broadcasting in Africa and urged them to carry out their work with greater effectiveness and efficiency.
Nigerian Education Loan Fund (NELFUND) says it is investigating about 34 tertiary institutions over allegations that they failed to refund students whose tuition fees were paid twice under the Federal Government’s student loan scheme.
The Managing Director of NELFUND, Mr Akintunde Sawyerr, disclosed this during an interview on Arise Television.
Sawyerr said the agency had deployed a five-member investigative team, including operatives of the Economic and Financial Crimes Commission (EFCC) and internal auditors, to examine the allegations.
According to him, the investigation was prompted by numerous complaints received from affected students.
“As of right now, there are 34 institutions that we are looking at closely with respect to this issue,” he said.
Sawyerr explained that the double payment issue arose because President Bola Tinubu directed that the student loan scheme commence in the middle of an academic session instead of at the beginning.
He said the decision compelled many students to pay their tuition fees to meet registration deadlines while awaiting approval of their loan applications.
“What happened is that a lot of schools got double payment; some from the students and some from us,” he said.
“The refund process is entirely out of our hands. It is the recipient of the double payments that is obliged to make refunds to the students.”
The NELFUND boss noted that many students had borrowed money from family members, friends and other sources to pay their tuition with the expectation of receiving refunds once the loans were disbursed.
He said while some institutions had promptly refunded affected students, others had failed to do so.
“Some have been very good at this. Others haven’t been so good at it,” Sawyerr said.
“I reserve judgement on the intentionality around it because, for some of them, they just didn’t have the process to make refunds.”
Sawyerr disclosed that NELFUND was exploring a tokenised payment system that would enable students to authorise tuition payments directly to their institutions, thereby reducing the likelihood of duplicate payments.
He said the agency deliberately chose not to disburse tuition loans directly to students to minimise the risk of fund diversion.
“Paying the funds to the students could really lead to the temptation for them to divert and do other things,” he said.
The managing director, however, acknowledged that NELFUND lacked the statutory powers to compel institutions to refund students or prosecute officials found culpable.
He added that many frustrated students had submitted complaints not only to NELFUND but also to anti-corruption agencies, including the EFCC and the Independent Corrupt Practices and Other Related Offences Commission (ICPC).
Sawyerr also expressed concern over increases in tuition fees by some institutions following the introduction of the student loan scheme.
He said NELFUND had declined to pay institutions that increased their tuition fees beyond acceptable levels.
“Some schools, because they get paid easily, started to put up their fees. We refused, point blank, to pay institutions who had hiked their fees beyond a certain level,” he said.
He reaffirmed the agency’s commitment to investigating every reported irregularity and strengthening the implementation of the student loan programme through continuous monitoring and internal reviews.
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