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Human Resources

Creating Remote Jobs? Here’s How to Keep your Team Engaged

Tips on effectively managing your team to perform their best at their remote job… According to a report from LinkedIn (the business social media site), by 2030, about 80 million employees in the United States and European Union will be working from home fully; that is about a 300% increase since 20191. Remote jobs skyrocketed in 2020 as a result of the COVID-19 pandemic and since then has been on the rise. It provides companies with access to a diverse global talent pool, and reduces overhead costs. For employees, it increases job satisfaction as they are given the freedom to work when and how they want.  Challenges of Remote Jobs Challenges that companies may experience with staff working from home include: However, remote jobs are here to stay, and companies must adapt to remain competitive and successful.  Tips for Enhancing Productivity and Engagement while Working from Home Here are some tips on what you can implement in your company to increase productivity and engagement while operating remotely: Productivity Engagement Set OKRs (objectives and key results) so all team members know the objectives and the approach needed to achieve them Create virtual clubs based on shared interest of employees e.g. virtual book club Weekly meeting to review completed tasks and check in on OKRs Have group learning, knowledge sharing or toastmaster sessions where people can learn and network Incorporate project management and time tracking tools such as Toggl Track or Timely Celebrate holidays with parties Incorporate communication and collaboration tools such as Slack or Trello  Acknowledge birthdays and celebrate with virtual games Mandate cloud based file storage  Conduct virtual health and fitness programs Review confidentiality and data privacy policy First or last fridays of the month should be celebrated Provide equipment (e.g. laptop, phone, mobile wifi) to ensure work gets done without constraints Conduct quarterly in-person retreats To have a successful remote organization, it takes conscious effort to motivate productivity, engagement, communication and to track performance. References 1 https://smith.ai/blog/virtual-business Also Read: How to Develop a Remote Working Option for Your Team

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How to Increase Employee Satisfaction During a Polycrisis

How to Inflation-Proof Employee Satisfaction We are currently living through what historians have called the ‘polycrisis’; the interaction of multiple crises at the same time. Globally, we are living through inflation which is reducing the purchasing power of many; climate change which is leading to a food shortage and higher costs for current supply; war and insecurity in many regions; as well as, supply chain disruptions as a result of global political unrest and the impact of COVID 19.  These crises are making people very uncertain and worried about their future. These people include your employees who live through these struggles, causing fear and panic ultimately affecting their mental health and quality of work.  And so, how do you alleviate some of these burdens they face so as to increase employee satisfaction, reduce their stress levels, and increase retention and productivity? Some of these tips are more feasible than the others depending on the size of the organization and its cash flow. Bottomline, it is important to show employees that you are all in ‘it’ together and your organization understands and empathizes with the situation.  References https://www.weforum.org/agenda/2023/03/polycrisis-adam-tooze-historian-explains/ https://www.weforum.org/agenda/2023/01/davos23-the-global-economy-is-under-pressure-but-how-bad-is-it-two-experts-share-insights/#:~:text=The%20global%20economy%20is%20under%20pressure%20from%20multiple%20complex%20and,have%20called%20a%20%22polycrisis.%22 https://www.mckinsey.com/capabilities/growth-marketing-and-sales/our-insights/us-consumers-send-mixed-signals-in-an-uncertain-economy https://research.streetbees.com/the-four-facets-2023-report

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Unhappy People Cannot Serve Happiness- Part 2

As a continuation of the last article, creating an enabling environment for employees is key to improving their levels of productivity and making them serve happiness to customers. Employee delivery of a wholesome customer experience can be negatively impacted by the following factors, which can be detrimental to your business if not addressed as quickly as possible. These include: 1. Emotional baggage: Unhappy staff may carry emotional baggage from their personal lives that can affect their ability to serve happiness. Negative emotions such as anger, sadness, or frustration can be contagious and impact others’ moods. 2. Lack of motivation and enthusiasm: Unhappy employees may lack the energy and enthusiasm needed to make others happy. Their negative mindset and low mood may prevent them from demonstrating the cheerfulness and positivity that happiness often requires. 3. Inability to empathize: To serve happiness to others, it is essential to understand and empathize with their needs and desires. Unhappy staff may struggle to connect with those around them, making it difficult to deliver a genuinely joyful experience. 4. Lack of self-care: People who are unhappy may struggle to take care of themselves physically, emotionally, and mentally. Neglecting self-care can lead to burnout, exhaustion, and emotional distress, making it difficult to focus on others’ needs. 5. Inconsistency: Unhappy employees may find it challenging to deliver happiness consistently over time. The negative mood or emotional state may become more prominent and affect their ability to provide a consistently positive and uplifting experience for others. More Winning CX Strategies for the Team 1. Create a working atmosphere where staff feel comfortable to speak about what’s bothering them. Everyone needs a listening ear and having someone to talk to about it helps to relieve the burden no matter how little. 2. Have Team bonding sessions with your employees. Everyone needs some time off work. Periodic fun activities with your team creates a relaxed atmosphere and you might glean a few insights about your staff which helps you know them better. 3. Every human is vulnerable. Earn the trust of your staff during these vulnerable moments. Lend a helping hand and reassure them of your support. 4. Have a financial aid system tailored to help them. It could be a soft loan which can be deductible from their salaries. The harsh realities of present day Nigeria is taking its toll on the workforce. In conclusion, one of the pillar of the success of a business’s customer experience design lies in the happiness of its employees. The satisfaction of a employee is closely tied to the satisfaction of the customer. Indeed, it is vital that businesses factor this into the overall experience design to achieve its goal – increased profitability.

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Outsourcing for Small Businesses

What is Outsourcing in Business? Since 1989, labour has been outsourced to reduce costs, regardless of the efficiency of the business. Outsourcing is transferring responsibilities that should be handled by an in-house workforce to specialised third parties, while core business operations are focused on. Outsourcing tasks in business is capital-intensive and less labour-intensive. A business may decide to take this approach for reasons including the urgency of project results which its traditional workforce will need training before commencement, or shared focus on core responsibilities. Many others outsource to reduce paying bills for full-time employees who aren’t engaged at times. Other cost minimisation includes substituting rigorous labour costs for capital costs. More often than not, outsourced responsibilities are delivered with excellence from service providers and at a price favorable to the outsourcing company. Outsourcing offers the involvement of a wider range of services without having to employ new staff. Services that can be outsourced range from security to cleaning agents, customer service, human resource, systems management, accounting, financial modeling, payroll, and so on as it best suits a business. Any company may opt to outsource any position, but it should be conscious that some tasks, like monitoring the company’s financial books, are sensitive and should be protected from externalities to prevent the loss of proprietary information. Types of Outsourcing for Small Businesses ●       Onshore Outsourcing: As the name implies, it’s hiring service providers in the same country as the hiring company. It is also called local outsourcing. Outsourcing locally is helpful as language may not be a barrier in communication. Other advantages include having common cultural grounds and the opportunity to meet the service providers in-person. ●       Nearshore Outsourcing: This isn’t within a business‘s immediate environment but it is around and close to its reach. This is outsourcing workforce within the same continent or close regions. Due to the use of the same or nearby time zones, and reduced shipping delays, it is favourable. The advantages of onshore and offshore outsourcing are combined in nearshore outsourcing. ●       Offshore Outsourcing: This type of outsourcing happens over long distances. Offshore outsourcing gives an opportunity to employ experts unavailable within the local environment. Shortfalls to this type of outsourcing include; language and communication barriers, time zone disparities, authenticity of service provider, reliability to deliver when due, amongst others. 4 Major Areas of Outsourcing For purchase, installation, or maintenance of tools and equipment used in the production industry, they often require specialist knowledge. To oversee system operations, a company may require IT engineers. These are the operational services necessary to control a company’s technical systems. In order to arrange a company’s processes, such as managing employee interactions, this involves enlisting the help of professionals in related industries. In this sector, outsourcing might be used for the recruitment process, legal process, or knowledge process. In order to achieve the company’s objectives, knowledge process outsourcing includes research, fact-finding, and foundation analysis. Outsourcing legal procedure entails meeting constitutional requirements for services, rules, and legal proceedings. Outsourcing the hiring and discharge of employees, the knowledge of job openings, and recruitment assistance are all included in the recruitment process. Employing companies that provide more general services is what this entails. They provide both business and technical services. A few examples are companies that operate under the same brand and provide both security and janitorial services. As the name suggests, this is concentrated on hiring individuals with professional capabilities, who are typically with a license to function in that capacity. This comprises of chartered accountants, business strategists, designers, and so on. Professional outsourcing makes use of knowledge, contacts, and resources that are not directly held by the business. Benefit of Outsourcing for Small Businesses Growth is typically a significant goal, though company goals and visions vary. However, since some firms like to maintain control, outsourcing might not be the best strategy for all businesses. However, it offers a range of capacities, flexibility to adjust to new working circumstances, emphasizes strength and access to great talents. The benefits of outsourcing are excellent instruments for expanding a company and successfully achieving business objectives. Also read: Let’s Talk Outsourcing.

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How to Bridge the Skill Gap in Nigeria

What is Skill Gap? Skills Gap Analysis is a method of determining which skills and knowledge gaps exist between the workforce system in Nigeria and its students of higher learning. On a general note, the disparity in skills of a job candidate and what employers demand takes its root from primary through the secondary and higher education system. It is obvious that students are not armed with the skills for real-life experiences but are made to focus on a memorization learning technique which most times is disappointing as they seem to be taken unawares when plunged into the workforce. Such a technique is insufficient as oftentimes they seek to memorize excellently in order to get desired grades rather than getting armed with the knowledge for practical application. It is obvious that from this technique, hands-on activities, brainstorming and other real experiences are obstructed. There is no doubt that this divergence has been in existence for years but it is becoming alarming, Hence, the pressure on employers to do more with the little they can get from employees. Higher education, according to data, is not effectively preparing students for work situations. Therefore, research has proven the need for an upskill in educational contents, concepts and curricular activities. Why is there a Skill Gap? It is understandable that the school system is a primary determinant of the skills gap in Nigeria by expensive fees, discrepancies in curriculum and deficiency in skills acquired in relation to what is required – other systems contribute to this gap such as the government, immediate society and direction of the economy. Advancement is inevitable, therefore, new fields have been created, technology has advanced in the society meanwhile, learning paths have not been upgraded. The administrative economy has a role to play in the increased rate of unemployment due to lack of jobs created in relevant fields. Increase in skilled jobs has also contributed to the skill gap in Nigeria where a high skill is required for a role not necessarily requiring the qualifications and abilities demanded for. How to bridge the Skill Gap? Skills commonly lacking include verbal communication, writing, problem solving, critical thinking, human relation, and time management, teamwork, good judgment, financial management, leadership, decision making and intelligence quotient. In bridging skill gaps in higher institutions in Nigeria, the above skills will need to be integrated in the system. It is important this be done to bring the realness of the workforce system even while still in school. Other ways of bridging skill gap include: Training on general and specific fields. Skill prediction and workforce insights through job fairs and exhibitions. Redesigning outdated curriculums to flow with advancement in the workforce system. Goodness of bridging Skill Gap Projected insight into the job markets. Increased chances of excelling in employment Individual development for a greater good and beyond job environments. Innovation

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How to Curb Mass Migration of Tech Talents from Africa

The search for commensurate rewards is one that drives the human pursuit in different sectors, from medicine, to tech, to artisanship and entrepreneurship. This is why tech talents have been leaving the African continent in search of greener pastures. Due to the ongoing trend where the immediate environment does not facilitate the growth and expansion of talents, people are forced to new locations. Places like Silicon Valley encourages tech enthusiasts to build more and develop already existing technologies in order to improve the quality of lives. The impact of human capital in developing a region cannot be overlooked as it is a key factor. Through human capital development, values gained from experiences and skills are transferred as solutions to organizations, companies and establishments which in turn develops the country or regional economy. Not only are tech employees migrating, start-ups are also migrating. It is no doubt the 4 M’s of business which are money, machine, manpower and material are key factors to sustaining business growth and achieving success in an industry. In a scenario where there is money and material but no manpower to coordinate the working process or utilize available resources, productivity is hampered. Therefore, the constant migration of proactive minds to other climes will have a long reaching effect in the development of the African continent if not checked. Hence, if you set up the industries and put up the infrastructure with no requisite man-power you have already set yourself up for failure. Common problems which cause tech migration: The issues can majorly be classified into 4 M’s which are lacking as seen in Africa. They include: Method The nature of tech jobs differs amongst the various arms of technology and usually requires flexibility. Most tech jobs can be done remotely and so disrupts the conventional mode of technical jobs. In Africa, not many countries have companies that accept working remotely as it is believed, distance might affect productivity. Machine Infrastructure is a great component in getting jobs done in the tech space. A tech operator would need his tech tools like computers and other gadgets to get his job done. These tools do not power themselves and obviously need power supply, internet connection, network configurations and the likes. Not having electricity or power supply elements can be highly discouraging. Industries and organizations come under infrastructure as there are fewer companies to create opportunities, provide the suitable workspace and meet the needs of employees. Money Money is a big factor in brain drain in Africa where most tech employees are overworked and under-paid which is why they look to work with the western world where they get paid according to the value they offer and duration of tasks. The salary of tech employees outside Africa can sum up $200,000+ per annum and those in Africa can’t earn up to that following the unfavorable conditions of the environment. Manpower The master of it all. With the numerous unfavorable situations, skilled individuals migrate, families move along, friends inspire skilled friends to leave also because everyone wants to make it. Africa is left to worsen with already existing problems and more to come. In years to come, only few inhabitants would be skilled and Africa would be forced to invite home its people to provide solutions with their expertise. Solutions to retaining tech abilities in Africa Amidst the whole situations, possible solutions to minimize or stop brain drain in Africa include: Good Working conditions for employees. Favorable rules and regulations set up for start-ups. Up-skilling staff through job training and workshops. Start-up support in every aspect e.g. funding, advisory, mentoring and networking. Building the tech sector as a separate industry to be budgeted for. Increasing the remuneration of tech employees and modus operandi according to work functions. Healthy start-up competitions. Setting up Tech regulatory bodies to monitor and evaluate technological progress in the country/region. Inculcating tech in educational curriculum.

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Non-Monetary Compensation of Employees

Running a business requires both the entrepreneur’s effort as well as the support of other team members who contribute their quota towards positioning the business for growth and sustainability. These team members who are referred to as employees, are often compensated for the role they play in the daily affair of the business. As a startup, you may want to attract the best talents as employee but may not have enough funds to compensate them. The economic depression and inflation on goods and products have also reduced the value of salaries in the hands of current employees. The following are non-monetary compensations you can consider giving to your employees: Equity Compensation (“Pay Me in Equity”): One of the most common forms of non-cash compensation of employee is allotting a portion of shares to such key employees. This builds a sense of ownership and belonging in the company. An employee who is a shareholder or a potential shareholder is more likely to be loyal to the company. Companies must however ensure that the shares are not given outright, rather the shares should vest over a period and certain restrictions must be placed on the shares in the interest of the company. Flexi work: Since the incidence of the covid-19, the world of work has changed. Many organizations have come to realize that productivity can still be achieved even when employees are not in a brick-and-mortar office 9a.m to 5 p.m. Employers should infuse flexi work in the schedules of employees because it can reduce stress and increase productivity. Hours spent commuting can be better utilized. Concerns about the dedication of the employee to work can be addressed by the use of technology which will enable employees log in hours spent on daily tasks and this can be monitored from the back end to measure employees’ performance. Happy Ambassadors: Employers should pay attention to the wellness and health of their employees and must show their genuine concern for creating a healthy balance of work and personal life. Employers should also be interested in the career growth of employees. Whilst it is important for your employees to be driven by profitability goals of your business, employees should not feel like a means to an end only. They should be able to envision their relevance, growth and the fulfillment of their career goals within the context of the larger goals of the business. Freebies – Employers may consider providing or subsidizing breakfast and lunch to its employees. Allowances such as transportation allowance, mobile phone credit top-ups and data allowances are also good ways to incentivize an employee. Personal and Professional Development: Employers may consider paying for trainings and certifications that would enhance the skills of its employees. This will not only make the employee happy, it will most likely have a positive impact on the productivity of the employee and ultimately the company. There are also some good online certifications you can encourage your employees to sign up for. The genuine interest of an employer in the professional development of an employee is always palpable. Recognition: Recognize the efforts of your employees so that they feel valued and are motivated to do more. You will be surprised how far a simple “Thank You” note would go! The year is rounding down and this may also be a good time to pay bonuses or give personalized gifts or have a social end of year event to reward your employees and let them know you appreciate them. Read Also: How to Ensure Employee Satisfaction

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How to Position for Sustainability

Businesses require a well-thought-out process to stay afloat and abreast with market dynamics. The importance of this basic plan is even more pronounced with the uncertainties of our time – the incidence of COVID-19, regulatory changes, economic downturn and many other disruptive factors. While some businesses have recorded massive and positive growth despite these disruptions, other businesses have wound up or struggling to stay afloat. This article will highlight the 5 (Five) important factors that entrepreneurs need to consider in their business operations if they must grow sustainably. These factors are: Finance – Capital is the lifeblood of any business; it is important for take-off, operations and growth. You can finance your business either through debt or equity (other people buying shares in your company) or you can adopt a mix of both equity and debt. You can also consider grants, commercial loans or bringing on Private Equity or Venture Capital companies. Whatever financing option you take, the growth potential of your business and the amount of risks you are willing to take now, must be keenly considered. An entrepreneur may need to seek professional advice to take on the most suitable option. Growth – Growth is a product of consistent and intentional efforts with the application of sound strategies in achieving business objectives. To grow, the business needs to create value. So, to advance in business, the entrepreneurs need to answer the WHY Question. What is the key product or service this business has created? Is it really meeting a need? What is my product fit? Who are my target customers/clients? The WHY questions will guide you in making the right decisions and the answers to them will set the stage for business growth. Talent Recruitment – A suitable workforce is crucial to furthering business objectives and attaining set goals. Hiring should be done with objectivity, excellence, purpose, and on a needs basis. Entrepreneurs should build a team that can align with the values and ethos of the business and who can key into its vision and imbibe its culture. Establishing Systems & Structures – Entrepreneurs need to initiate and institutionalize appropriate mechanisms and procedures to ensure the efficient running of their businesses even in their absence as founders or CEO. Ensure that your employees understand the business dynamics and can make valuable decisions even in your absence. Use of Technology –It is important that entrepreneurs leverage on technology as a tool to create an efficient system and improve their business service delivery. Technology keeps disrupting the norm and any entrepreneur who does not adopt technology stands the risk of losing its business to its competitors.  

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