Categories
Managing Processes

Essential Steps to Take After a Performance Review

By Olamide Abiwo

Performance reviews are foundational for effective employee feedback; however, the critical question remains: “Are performance reviews enough to ignite employee productivity and transformational growth?”   

While reviews offer valuable insights into strengths and weaknesses, they can leave employees uncertain without a clear path forward. Simply understanding areas for improvement is not enough. The key lies in translating this feedback into actionable steps, going beyond the review itself, and fostering a culture of continuous engagement. 

Here is how to ensure your performance review process becomes a catalyst for positive change: 

1. Foster Open Dialogue 

Following a performance review, an open dialogue is vital – whether praising a stellar performance, addressing poor performance, or discussing termination. This allows both managers and employees to align their perspectives on performance, fostering mutual understanding and setting the stage for future actions. Confronting any issue head-on promotes a healthier work environment and prevents prolonged dissatisfaction. 

2. Recognise & Reward Great Work 

Employee recognition is not just about a pat on the back – it is a strategic investment in your organisation’s future. Recognise and celebrate performing employees to motivate them and instill a sense of satisfaction and responsibility. Positive feedback is a powerful motivator, reinforcing the value of their contributions. 

3. Set Smart Goals 

Goal setting within the performance review process transcends simply listing aspirations and aligning them with KPI’s. It is a strategic exercise that bridges past performance with future aspirations, fostering a sense of direction and purpose.  

Through collaborative goal setting, employees and managers work together to define SMART goals that are directly aligned with the broader organizational objectives, providing a clear roadmap to success. 

READ ALSO: 5 Proven hacks for employee goal setting

4. Redefine Roles & Responsibilities 

As employees grow, their roles and responsibilities should evolve. Annual performance reviews are an ideal time to discuss potential lateral or vertical moves. This can involve taking on new responsibilities or exploring different departments, ensuring employees remain challenged and engaged in their careers. 

5. Prepare for the Next Cycle’s Appraisal 

Start preparing for the next appraisal immediately. Keep a running list of achievements throughout the year, documenting successes as they occur with a robust performance management system or HRMS. This ensures that notable accomplishments are not overlooked, giving a comprehensive view of an employee’s contributions. 

“Positive feedback is a powerful motivator, reinforcing the value of their contributions”

Effective communication between employees and supervisors during the review process is crucial. Transparency and honesty are key to success and productivity. By fostering an environment of open dialogue and continuous feedback, you will drive meaningful change and empower your employees. 

Explore our demo 

Ready to transform your organization’s performance management process? Request a demo and take the first step towards empowering your employees. 

Categories
HM Digest

Reinventing HR Processes in the Digital Era 

At the HR Tech Playground in Ghana recently, HumanManager in partnership with HR Focus and MTN Ghana, shared insights on the theme “Reinventing HR processes in the digital era”. The event provided a platform to discuss the revolutionary changes taking place in the HR landscape and the unprecedented opportunities that come with it. 

Our conversation focused on the challenges faced in traditional HR processes, emphasising the need for a comprehensive digital solution that can adapt and scale with organisational needs. The spotlight was on our innovative HR Information System (HRIS) and payroll software, designed to address these challenges head-on. 

HumanManager was highlighted for its ability to streamline administrative tasks, reduce errors, and free up HR professionals to focus on strategic initiatives. Additionally, it centralises all HR data, providing a sole source of truth and actionable insights. The software is also automatically updated to reflect the latest labour laws and regulations, ensuring compliance management. 

Looking ahead, innovation now borders on the integration of Artificial Intelligence (AI) and machine learning to enhance predictive analytics for talent management, blockchain for ensuring data security and transparency, and mobile-first solutions to cater to the increasing workforce.  

A commitment was made to stay ahead of the curve, and continuously improve HumanManager to meet the evolving needs of employees and employers alike.  

At the event, we highlighted how HumanManager HR and Payroll software is setting the pace in digital HR through its comprehensive solution to the challenges faced using traditional HR processes. The engaging session received positive feedback and sparked meaningful discussions on the future of HR management systems. 

Want to transform your HR processes? Visit www.humanmanager.net or contact us here for a demo. 

Categories
HM Digest

‘Identity management crucial for financial inclusion’ – Adekunbi Ademiluyi 

Adekunbi Ademiluyi, Managing Director of HumanManager Limited (HML), a leading provider of human resources management solutions in Africa, has stressed the need for a holistic Identity Management System (IMS) to achieve financial inclusion. 

She said this as a Keynote Speaker at the inaugural Nigeria Fintech and Financial Inclusion Roundtable held recently in Lagos, Nigeria.  

According to EFInA, a UK government-backed firm dedicated to deepening financial inclusion in Nigeria, the percentage of adult Nigerians with formal financial services – including bank accounts, insurance, and mobile money – rose to 64 percent in 2023 from 56 percent in 2020. However, only 52 percent of Nigerians have a bank account, as poverty continues to hinder a more comprehensive adoption. 

Against this backdrop, the inaugural Nigeria Fintech and Financial Inclusion Roundtable was convened to explore innovative solutions and strategies for advancing financial inclusion as Nigeria is yet to achieve its 2024 goal of getting 95 percent of its population banked. 

The event featured keynote speakers and panellists including our Managing Director, Adekunbi Ademiluyi; GMD and Chief Executive Officer, Unified Payment Services Limited, Dr Agada Apochi; Head of Group Communications, Security Exchange Commission, Mrs Joy Utubo; and Group Chairman, Nigerian Exchange, Alhaji (Dr) Umaru Kwairanga. 

Ademiluyi underscored the significance of identity management in achieving financial inclusion while establishing HumanManager’s innovative Employee Information System (EIS) and financial services.  

She said: “Financial inclusion begins with identity. Once an individual’s identity is established, a financial account can be opened in their name. When people are integrated into an identity management system through fintech, their money can be securely circulated within the system, promoting greater financial access and inclusion.” 

Adekunbi further emphasised the need for collaboration between banks and fintechs, saying it can unlock new opportunities, drive innovation, and ultimately deliver better financial service to customers.   

“Initially, banks attempted to compete with fintechs, but they have since realised that collaboration is the way forward. By working together, fintechs can continue to reach out to individuals and facilitate account openings,” she added. 

She also described how HumanManager has played a major part in improving people welfare and their financial empowerment. “We offer freemium solutions on our app such that anyone can learn to improve their welfare.” 

In his keynote address, Dr. Agada Apochi stated that financial inclusion is closely knitted with economic status and only those who are economically empowered can be financially included.  

“We cannot sustain the impact of financial inclusion without prioritising economic inclusion. Beyond achieving individual or organisational economic growth, we can lift millions of Nigerians out of poverty by including them economically and financially” he said. 

The inaugural Nigeria Fintech and Financial Inclusion Roundtable fostered a collaborative environment where industry experts and stakeholders engaged in constructive dialogue and explored innovative strategies to drive financial inclusion in Nigeria.  

As the country continues its journey towards achieving comprehensive financial inclusion, the insights and recommendations gleaned from this event will undoubtedly catalyse positive change, ultimately empowering millions of Nigerians to access financial services and participate fully in the nation’s economic growth.

Categories
HM Digest

HumanManager’s Adekunbi Ademiluyi shares insights into closing the gaps and advancing inclusion for African women 

In a recent interview, our Managing Director, Adekunbi Ademiluyi, discussed the challenges faced by African women in leadership, education, and their overall experiences. Despite some progress, African women still encounter some obstacles hindering their growth.  

Adekunbi emphasised the gender disparity in leadership roles across Africa, attributing it to cultural practices, gender stereotypes, and limited legal protection. To address this, efforts must focus on challenging these practices, promoting equality, and empowering women for leadership roles. 

Education accessibility is a fundamental right, yet girls and women in Africa face obstacles due to insecurity, traditional beliefs, and limited resources, especially in regions like Northern Nigeria.  

Overcoming these issues requires investing in educational infrastructure, providing scholarships, and challenging norms inhibiting girls’ education. Equal education access empowers African women to contribute significantly to their communities and nations. 

Furthermore, Adekunbi highlighted the gender pay gap, where women, including self-employed individuals, earn 34% less than men. Policies and legislation promoting equal pay are crucial in addressing this disparity. Awareness and education about the gender pay gap are also essential, along with fostering workplace cultures that value equality. 

Adekunbi also addressed gender-based violence, stressing the need for regulation and inclusion of women in financial services. Central Banks in Africa have begun initiatives like agency banking to include more women. Expanding these efforts and creating safe environments can empower African women to overcome challenges. 

Overall, concerted efforts are needed to empower African women. By challenging cultural norms, promoting equality, investing in education, addressing the pay gap, and combating gender-based violence, African women can reach their full potential. Collaboration between governments, organisations, and individuals is crucial to create an equitable society where African women thrive and contribute to development.  

Watch the full interview on News Central TV Here  

Adekunbi Ademiluyi is the first female Managing Director of HumanManager, and also an Executive Director of SystemSpecs Group. Her expertise spans over two decades in Financial and Information Technology, Banking, Human Resources Management and Data Management. Follow HumanManager on Linkedin, Instagram, Facebook and X 

Categories
Managing Teams

10 Pitfalls to Avoid During Performance Appraisal

Performance appraisals have proven to be one of the best ways to improve employees’ productivity and enhance outcomes.

This periodic evaluation of staff performance provides feedback on their strengths and weaknesses, enhances subsequent output, helps identify and reward high-performing members of staff, and determines appropriate salary upgrades.

Despite its numerous benefits, a lot of mistakes — sometimes known as rater errors — from a supervisor’s biased viewpoint can result in low morale, anxiety, poor job satisfaction, or even loss of job. It is therefore pertinent that supervisors, managers, and human resources personnel understand these biases and how to eliminate them during appraisal exercises.

These few points present some of the pitfalls that must be avoided and how to overcome them:

1. Central Tendency or Grouping

In this instance appraiser rates staff in a not-too-good or not-too-bad category. This is unfair to employees who really deserve a higher grade.

In this light line managers should establish and agree on SMART Key Performance Index (KPI) at the beginning of the appraisal period and evaluate performance against these goals. Also, observable behaviour should be documented over the entire performance cycle through attachment of supporting document on HumanManager Management Software.

2. The Halo or Horns Effect

This occurs when the appraiser allows specific positive or negative factors related to the employee’s work affect the overall performance assessment.

Line managers should track, and document performance based on agreed KPIs daily, weekly, monthly, bi-annually, or annually. Identify specific behavioural attributes that support your ratings and be sure that none is influenced because it is particularly admirable or irritating.

3. Bias or Holding a Grudge

This is when the appraiser makes an employee suffer for past behaviour, irrespective of the positive output at work or when the appraiser judges the employee based on factors like state of origin, gender, religion, age, disability, weight, height, marital status, etc.

No fair rating can be gotten when subjective orientation is introduced. Line managers should ensure to focus on the employee’s work, not on personal matters, unless those personal matters affect the work of the employee. Check your perceptions for accuracy, fairness, balance, and consistency.

4. Recency

This occurs when an appraiser rates only recent performance, good or bad.

In order not to be focused on only the recent deliverables, line managers should keep track of performance and document observable behaviour over the entire performance cycle to get a balanced view. Ask others for their observations of the employee to see if they have different views.

5. The Sunflower Effect

This is when an appraiser rates employees high regardless of performance to make themselves look good or to be able to give more compensation.

The goal should not make any set of people feel good but improve and in turn give value, employees can justify ratings through tracked comments across set approval workflows for various levels.

6. Similarity Error

In many organisations, there are instances where employees share similarities with their managers. Some managers may even show a preference for these employees over those who exhibit different behaviors or ways of thinking.

It’s natural to feel more comfortable with individuals who resemble you, but you must be cautious as this inclination can impede the appraisal process. Maintain objectivity and incorporate diverse perspectives in the performance appraisal.

7. First Impression Error

This is the rater’s tendency to let their first impression of an employee’s performance carry too much weight in the evaluation of performance over an entire rating period.

Appraisals should support regular feedback, reports and trend analysis to help line managers and HR track employee’s rating over a period.

8. Compare and Contrast Error

This occurs when an evaluator compares the performance of two employees instead of assessing everyone’s performance based on absolute measurements. This approach can make an employee with a “good” rating appear mediocre when compared to someone rated as “excellent.”

Every employee possesses unique qualities, strengths, and weaknesses that make them distinct professionals. A fair appraisal cannot be achieved by attempting to compare one person’s abilities with another. Hence, managers should evaluate employees based on their individual performance against the standards and criteria that have been established for them.

9. Avoiding negative feedback

Many managers do not feel confident enough to have difficult conversations. But for growth to happen, there needs to be an honest discussion about the skill gaps your team members need to fill to be able to progress to the next stage of their career.

However, this doesn’t mean that negative feedback shouldn’t be handled with care. Prepare what you want to say in advance, rehearse it if needed or get some coaching to increase your confidence. Remember, good managers will set the bar high, but also provide the necessary support to reach objectives.

10. Concluding appraisals without feedback for improvement

This is when employees do not get comprehensive feedback after the appraisal exercise.

You can avoid this pitfall by using an automated appraisal system that allows for feedback. Always provide unbiased feedback about employees’ strengths and weaknesses, and even suggest helpful measures to boost outcomes.

Appraisal errors can cause your entire performance review programme to lose credibility among your employees. Consistent analysis of the process will help avoid this situation!

With HumanManager, you can enjoy a seamless and efficient performance management process that suits interactions within your organisation and among employees at all levels, as well as in the physical and virtual workspace.

HumanManager makes it a lot easier to achieve your organisational goals. Ready for a topnotch appraisal? Get started at https://humanmanager.net/features/performance-management .

Categories
HM Digest

HumanManager gets ISO 22301 Certified, Assures Subscribers of Service Continuity

We are excited to announce that HumanManager Limited, a member of the SystemSpecs Group, has successfully obtained ISO 22301 certification, reaffirming our commitment to business continuity and unwavering support to our valued customers.

This esteemed certification is a testament to our dedication to maintaining resilient operations while prioritising the trust and reliability that you deserve.

Our pursuit of ISO 22301 certification was driven not only by our desire to elevate our own operations but also by our unwavering dedication to providing you with exceptional service, regardless of the circumstances.

With this newly acquired certification, be assured that you can trust us, as we have the capability to maintain the smooth running of critical services even during emergency situations.

Following from a customer-centric perspective, here are clear-cut benefits for you:

  1. Regulatory Compliance

Obtaining ISO 22301 certification demonstrates our commitment to adhering to internationally recognised standards. This ensures the highest level of business continuity planning, helping us meet stringent industry requirements and regulations.

2. Uninterrupted Service

ISO 22301 certification empowers us to manage unexpected disruptions efficiently and maximise recovery time. You can rely on us, knowing that we provide you seamless services irrespective of the challenges.

3. Service Continuity

You can be confident that we are well-prepared to maintain uninterrupted service delivery even in the face of unforeseen disruptions or emergencies.

4. Reduced Downtime

ISO 22301 helps us reduce downtime by proactively identifying and mitigating potential threats, ensuring minimal interruption in service delivery.

Achieving ISO 22301 certification is a significant milestone in our journey towards becoming a more resilient and customer-centric firm. It reaffirms our commitment to our customers and showcases our ability to navigate challenges effectively while ensuring unparalleled service quality and reliability.

Visit www.humanmanager.net to automate your HR and payroll processes, as well as enjoy the benefits listed above and lots more. For enquiries, contact [email protected]

Categories
Managing Processes

6 Proven Tips for Expense Management in your Organisation

Manual expense management is often a complex process in business, with loads of paperwork and spreadsheets that only result in lots of data entry, large investment of time, and careful maintenance of records — with no guarantee that the process will be error-free, no matter how meticulous it gets.

In order to stem these challenges, some organisations have come up with expense policies to streamline types of expenditure, their rates and/or even limits to which they can be incurred. They also have a process of getting funds in advance or reimbursed. But monitoring and enforcements of such policies remains a challenge.

A little purchase here and a staff travel and logistics cost there can quickly pile up your running cost. If you do not manage your spending and keep it at the barest minimum, it could result in a sizeable bill that you are not prepared for.

This is why as a manager, an admin or HR professional in any organisation, these proven tips will help to improve your expense management. Take a dive!

1. Do a Comprehensive Analysis

Carry out a thorough review of your organisation’s expense policy to define what types of expense will be reimbursed, how expenses should be submitted and how they will be reimbursed. Also, make sure to clearly inform and educate your employees to ensure that they act accordingly. But if you do not have an expense policy, create one today!

2. Have a Budget

Budgets help to set expense and revenue goals. When you know how much you can spend, you can more easily manage your spending. If your revenue is lower than budgeted, find ways to cut expenses and increase income. You can also establish metrics that are meaningful to your business and at par with standard companies in your industry.

3. Get Tough on Fixed Costs

Don’t be complacent about fixed costs because they are generally recurrent and often reflect long-standing relationships with suppliers. You should periodically review market costs to see if you can get better deals from competing suppliers.

4. Reimburse your Employees Promptly

Delayed reimbursements is a common problem. Ensure your staff turn in their requests in time and you act on it within the agreed time. This cultivates employee commitment and satisfaction. Also, let your employee know why an expense is not approved.

5. Cultivate Financial Discipline as a core Company Value

Financial literacy should be extended to your staff through decision-making and team-building, so they are better able to control their own costs. Also, you should actively involve your employees in the cost management process, and seek cost effective ways of operation.

6. Implement an Expense Management Solution

Having a software to ensure an automated reimbursement process gives you and other members of staff ample time to focus on other tasks, and remain motivated to perform better. Such solution will facilitate the submission or reporting of expenses by employees from any location for review and approval by managers from anywhere and at any time.

HumanManager can help your organisation manage its expenses, approval workflow, and required controls, as well as provide adequate reports and generate accounting journals based on your requirement.

HumanManager offers your employees the flexibility and ease to submit their receipts and get their managers’ approvals in real time. It is tested and trusted by hundreds of organisations to effectively manage their Claims and other HR needs including employee information, payroll, performance and leave.

Remember, that lovely quote by Benjamin Franklin: “a penny saved is a penny earned.”

Visit www.humanmanager.net today to get started.

Categories
Managing Leaders

5 Steps to Overcome a Career Plateau

By Angela Oghenejode

A career is more than just a job, it is what we diligently build with our skills and talents while providing personal fulfillment and a sense of purpose.

The moment you no longer feel fulfilled, recognized, appreciated, and undervalued, a career plateau sets in. This occurs due to several factors, reaching a stage in your career where it feels like progression is no longer possible, lack of job openings for growth, or personal factors that curtail career development. This often leads to feelings of being stagnant in your current role, decreased motivation, frustration, boredom, and dissatisfaction with the work environment or career prospects. Encountering a career plateau should not signal the end of the road, rather it is a time to go back to the drawing board to reassess & reinvent to come back renewed.

Here are five steps to help employees and employers overcome a career plateau.

1. Recognize the Signs

For employees, the first step is to recognize the signs of a career plateau—feeling bored, unchallenged, or stuck in the same position for an extended period. Employers should also be vigilant in identifying these signs among their team members, as it can affect job performance and overall productivity. Conducting a self-assessment helps employees understand their strengths, weaknesses, and career goals, which is essential for determining the root cause of the plateau. Employers can facilitate this process by offering regular performance reviews and feedback sessions.

2. Pursue Skills Development

Employees should actively seek opportunities to upgrade their skills through professional development courses, workshops, or gaining new certifications. This not only prepares you for future roles but also keeps you engaged in their current position. Employers can support this by offering a robust training and development program that includes internal training, online courses, seminars, and even tuition reimbursement for relevant studies. By investing in employees’ growth, companies not only enhance their talent pool but also improve employee satisfaction and retention.

3. Explore New Responsibilities

Employees who feel stuck should look for new challenges within their current roles. This might include taking on additional responsibilities, seeking out job rotation opportunities, or leading new projects. Employers can play a crucial role by identifying and offering these opportunities. Even if there’s no immediate chance for promotion, giving employees more autonomy or new tasks can make their current roles more fulfilling and prevent burnout.

4. Facilitate Networking Opportunities

Networking is vital for career growth. Employees should actively engage with peers, attend industry events, and build connections that might lead to new opportunities or career insights. Employers can foster networking by encouraging participation in professional organizations, hosting company events, and promoting cross-departmental collaboration. A strong network can help employees explore new career paths and gain perspectives that are essential for overcoming a plateau.

5. Seek Mentorship

Mentorship can be a powerful tool in navigating a career plateau. Employees should seek out mentors who can offer guidance, share experiences, and encourage during challenging times. For employers, establishing a formal mentorship program can help employees connect with seasoned professionals who can guide them through their career journey. This not only benefits the employee but also strengthens the organization by building a culture of continuous learning and support.

A career plateau, though difficult, offers a chance for growth for both employees and employers. By identifying the signs, enhancing skills, taking on new challenges, expanding networks, and seeking mentorship, employees can revitalize their careers, while employers can foster a more engaged and energized workforce. When navigating a career plateau, remember Jenny Steve Jobs’ advice: “The only way to do great work is to love what you do. If you haven’t found it yet, keep looking, don’t settle.” Let the plateau drive you to discover the best opportunities and focus on where you want to be.

About The Author

Angela Oghenejode is a product manager at HumanManager, where she is responsible for system users’ performance and overall business growth. Angela holds an MBA, and she is an Alumna of the Lagos Business School.

Categories
Innovation

Guide to Payroll Management for Global Teams 

By Aisosa Ajayi

In today’s globalized world, businesses often extend their reach beyond national borders, establishing global teams. Managing payroll across different countries poses unique challenges. Here are five essential strategies for Human resources, compensations, or total reward professionals to manage global payroll effectively, ensuring compliance, efficiency, and employee satisfaction. 

  1. Navigate Local Employment Laws 

Complying with local employment laws is crucial for global payroll management. Each country has unique tax system, employee rights, compensation standards, and mandatory benefits. Familiarize yourself with local payroll laws, including tax obligations, social security contributions, and labour requirements. Engage local payroll providers, tax consultants, or legal advisors to avoid legal issues and penalties. 

  1. Choose and Integrate Payroll Solutions 

Selecting the right payroll system is vital for efficiency and compliance. Use cloud-based software for multi-country payroll processing, offering automated tax calculations and custom currency conversions. Ensure integration with existing HR systems to streamline processes, reduce errors, and enhance reporting capabilities. 

  1. Establish Clear Communication and Policies 

Effective communication and transparent payroll policies are essential. Develop clear, accessible policies outlining payment schedules, benefits, and tax implications. Conduct regular check-ins with employees to address payroll-related questions and gather feedback for continuous improvement. This ensures everyone is informed and issues are promptly resolved. 

  1. Manage Currency and Exchange Rates 

Handling payments in different currencies and managing exchange rate fluctuations is critical for fair compensation. Pay employees in their local currency to avoid exchange rate issues. Regularly monitor exchange rates when local currency payments cannot maintain equitable pay standards.  

  1. Ensure Data Security and Privacy 

Protecting payroll data and complying with regulations like GDPR is paramount. Implement strong security protocols, such as encrypted data storage and secure access systems, to safeguard sensitive information. Train payroll teams on data privacy practices to ensure responsible handling of employee information and compliance with international standards. 

By focusing on these strategies, Total Reward professionals can effectively manage the complexities of global payroll, ensuring compliance, efficiency, and employee satisfaction. Embrace these practices to enhance overall employee satisfaction and strengthen human resource management. 

“Selecting the right payroll system is vital for efficiency and compliance”

About the Author

Aisosa Ajayi coordinates communications and experiential marketing at HumanManager, where he is responsible for curating and managing messaging, developing content, and staying attuned to industry trends in human resources management.

Categories
Managing Teams

Tips For Building Your Team’s Psychological Safety  

By Helen Akhidenor 

Psychological safety is the shared expectation among employees that they will not be embarrassed, rejected, or punished for sharing ideas, taking risks, and seeking feedback. It does not mean that everyone is nice to each other all the time. Instead, it encourages open dialogue, honest feedback, and constructive conflict resolution, ensuring that everyone feels valued and heard. 

Psychological safety directly impacts an organisation’s bottom line. It is, however, harder to build psychological safety in a hybrid or remote work environment because interactions are primarily virtual. These then present unique opportunities for leaders to forge connections through intentional and authentic communication. 

Read on to discover tips to build your team’s psychological safety: 

  1. Prioritise Learning Over Execution  

When projects fall short, pause to analyse the situation rather than rushing to fix it. See setbacks as valuable learning opportunities that can fuel team discussions and collective problem-solving. This approach fosters an open dialogue devoid of shame, empowering team members to speak candidly about challenges. 

  1. Encourage Experimentation  

Innovation thrives on the willingness to explore new ideas. Promote a culture where taking risks is welcomed and define success in terms of hypothesis testing rather than certainties. This mindset not only encourages creative thinking but also reduces the fear associated with failure, making team members more likely to share bold ideas. 

  1. Foster Curiosity 

As a leader, demonstrate curiosity by asking questions that challenge the status quo. This behaviour not only initiates meaningful conversations but also establishes an environment where vulnerability is accepted. When leaders show that they too have room to grow, it encourages team members to embrace their learning journeys. 

  1. Own Your Mistakes 

Acknowledging your fallibility is essential for promoting psychological safety. By transparently discussing your errors and taking ownership, you set an example for your team. This openness cultivates an atmosphere where team members feel comfortable admitting their mistakes and learning from them collectively. 

  1. Nurture Team Values 

Clear values and norms are integral to maintaining psychological safety within the team. Create a shared mission statement that outlines the principles your team should follow. Regularly revisit these values to ensure they resonate with evolving team dynamics and encourage accountability to uphold them. 

Building a psychologically safe team is a continuous journey that requires commitment and effort from leaders. By implementing these practical tips, you can create an environment where team members feel empowered to express themselves, take risks, and contribute to the organization’s success.  

Remember, fostering psychological safety not only enhances team dynamics but also drives innovation and performance, ultimately leading to a thriving workplace culture. Embrace the challenge and watch your team flourish. 

Equip HR and managers with tools to engage, recognize, and drive performance. Explore HumanManager 

Categories
#ChampionSpotlight

#ChampionSpotlight: It all started with Java 1.4 says Akinjide Omojola

In this episode of Champion Spotlight, we are thrilled to feature Akin Omojola, the mastermind behind the product growth team at HumanManager since 2018! He has been instrumental in shaping the future of HR technology, and his passion for innovation is truly inspiring. Read on as he shares his incredible journey. 

Share a little background into your role at HumanManager 

I have led the product management team since 2018. Some major achievements include the launch of Remita Payroll in Ghana, a partnership with First City Monument Bank (FCMB) to deploy a white-labelled payroll product for MSMEs, and optimising HumanManager with version 7.0 while ensuring that the brand remains at the forefront of the HR tech industry.  

What inspired you to pursue a career in Product Management? 

I always wanted to build technology products. It is as simple as that. With my background in Java version 1.4/1.5 and Linux server management, as well as implementing, supporting, and training people in HR tech solutions, I discovered that I have a knack for developing products at the intersection of people and technology. 

What has it been like working in HumanManager and what do you do in your free time?  

It has been challenging and rewarding. The work environment stimulates growth, knowledge exchange and collaboration across teams. You also get to be built by people and build up others along the way. When I am not working, family, church, and cherished relationships take centre stage. 

What project or accomplishment are you proud of at HML? 

The biggest achievement would be birthing a new HumanManager. This was achieved with the collaborative effort and support from our Group Managing Director, John Obaro, and past/present leaders who urged us on to bigger successes. Shout out too to our exceptional devs team! 

What motivates you to be innovative?  

My value proposition is to be someone who identifies and creates value. Give me an Akara business or any one at all – you can be sure that I will give value in return. The second was ignited by a conversation with a competitor’s leader. I left him with an unwavering determination to keep HumanManager at the forefront of HR solutions in Africa. 

If you could have lunch or dinner with any historical figure, who would it be and why?  

I would share a meal with Jesus. He is the most influential person in history that exceeds all who came before and after Him. And in the realm of “mere mortals,” I chose Franklin Delano Roosevelt. I am impressed by his four terms as US president and his leadership during the World War.

 

Categories
Managing Processes

5 Proven Hacks for Employee Goal Setting

5 PROVEN HACKS FOR EMPLOYEE GOAL SETTING

By Obinna Kelvin Agomuo

Now performance appraisals have been done and we have already got acquainted with essential steps to take after a performance review. One of the key items to prioritize is goal setting for the next cycle. 

Setting goals is a fundamental practice that can drive both personal and professional growth. As employees transition from performance appraisal season, it’s the perfect time to reflect on the insights gained and look ahead. Whether a manager is guiding a team, or an employee is eager to chart their path, effective goal setting can be a game-changer. Here are five proven hacks to set goals that inspire action and lead to success. 

1. Align Goals with Company visions

The first step in goal setting is ensuring alignment with the organization’s broader objectives. When individual goals support the company’s visions, employees can see how their functions contribute to the larger picture. This creates a sense of purpose and motivation. For instance, if the organization is focusing on innovation, employees should set goals that encourage creative problem-solving and the development of new ideas. 

2. Make Goals SMART

A tried-and-true method for effective goal setting is the SMART criteria. Individual team members’ goals or deliverables must meet with the following to provide clarity and focus. 

  • Specific – Goals should be clear and specific. Instead of saying “I want to improve my sales,” I could say “I want to increase my sales by 20% in the next quarter”. Clearly define what needs to be achieved. Vague goals lead to vague results.
  • Measurable – Ensure the criteria to measure progress can be tracked and the outcome measured. This could be in terms of sales numbers, customer feedback, milestones, or deadlines.
  • Achievable – Set goals that are realistic and attainable. Overly ambitious goals can lead to frustration, while too easy goals can lead to complacency. 
  • Relevant – Ensure that your goals align with your aspirations and the company’s mission. This ensures that efforts are directed towards meaningful outcomes. 
  • Time-bound – Set a deadline for each goal. This instills a sense of urgency and helps prioritize tasks. 

For example, instead of setting a goal to “improve communication skills,” a SMART goal would be “to complete an advanced communication skills training by the end of Q3 and apply the techniques in team meetings.” 

3. Break Down Larger Goals into Smaller Tasks 

Large goals can often feel overwhelming. Breaking them down into smaller, manageable tasks can make them more achievable. This not only makes the goals feel more achievable but also allows for easier tracking of progress. For instance, if the goal is to increase sales by 20% over the next year, it can be broken down into monthly or quarterly targets. 

4. Establish Key Performance Indicators (KPIs) 

To ensure that goals are not only set but also met, it’s essential to establish Key Performance Indicators (KPIs). KPIs are measurable values that demonstrate how effectively an individual or team is achieving key objectives. They provide a clear framework for monitoring progress and making data-driven decisions. For example, if an employee’s goal is to improve customer satisfaction, a relevant KPI could be the Net Promoter Score (NPS). Regularly tracking KPIs helps in identifying areas of improvement and ensuring that efforts are on the right track. 

5. Consider Personal Development 

While professional goals are crucial, it’s equally important to consider personal development goals. These can include improving soft skills, learning new technologies, or enhancing work-life balance. Personal development contributes to overall well-being and can positively impact professional performance. For instance, setting a goal to “finish a stress management course by the end of Q2” can help improve both personal health and workplace efficiency. 

Ready to take goal setting to the next level? HumanManager Performance Management system enables capturing of agreed goals through KPI’s, update of KPI progress and other competencies rating. Schedule a Demo now! 

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HM Digest

HumanManager Limited Champions Innovation at Kogi State Stakeholders Forum 

Ademiluyi addressing the Forum

Managing Director of HumanManager Limited (HML), Adekunbi Ademiluyi, at a pivotal Public and Private Stakeholders’ Strategic Engagement Meeting, held in Kogi State, stressed the importance of collaboration and long-term commitment to fostering innovation and development within the State.  

Organized recently by the Kogi State Ministry of Innovation, Science & Technology, the event was focused on developing a roadmap and policy for public and private partnerships.  

Ademiluyi who represented the SystemSpecs Group Managing Director, John Tani Obaro, highlighted HumanManager’s extensive experience in partnering with financial technology services and key stakeholders across various sectors in Nigeria. 

She noted the company’s numerous awards and involvement in scholarship programs and educational partnerships, stressing the significance of starting from the grassroots level, particularly focusing on children and education.  

“We are here for the long haul and not just making speeches. It starts with us and with our children,” she added. 

Emphasising the unique geographical advantage of Kogi State, the only state in Nigeria with ten local borders, and the potential for establishing transportation hubs and innovation zones, she queried: “Are we ensuring that there is a transportation hub, not just interstate, but intercountry as well?”  

The event concluded with a call for continuous collaboration and mentorship. “We hope that as we are having this conversation, you will guide us and let us know how we can work together,” Ademiluyi said. 

HumanManager, a member of the SystemSpecs Group, is a leading provider of innovative solutions for human capital management, payment, and identity management. Our mission is to empower organisations with the tools they need to achieve their strategic goals and drive sustainable growth. 

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Managing Processes

Mastering Salary Benchmarking: 6 Key Factors to Attract & Retain Talent 

salary benchmarking is vital to creating a fair and competitive compensation structure.

By Opeyemi Olutan 

In a rapidly evolving job market, staying competitive in terms of compensation is crucial for attracting and retaining top talent. Salary benchmarking helps to ensure that your organisation’s compensation packages are fair, attractive, and aligned with industry standards. By considering diverse variables, you can develop a comprehensive strategy that adapts to the changing dynamics of the job market.  

Here are six essential variables to consider when conducting salary benchmarking. 

1. Industry trends and standards 

Staying abreast of the latest industry salary trends and standards is essential to stay competitive. By understanding what other companies in the industry are offering, your firm can adjust its compensation packages to attract top talent. 

2. Geographical Location 

Salaries can vary significantly based on geographical location due to factors such as the cost of living and regional demand for specific skills. Adjusting salary benchmarks based on location ensures fairness and competitiveness in different job markets. 

3. Job Roles and Responsibilities 

Clear definitions of job roles and responsibilities are crucial for accurate benchmarking against similar positions in the market. Understanding the scope and complexity of each role helps in determining appropriate salary ranges. 

4. Skills and Experience 

Consideration of the skills, qualifications, and experience required for each role is important in determining salary benchmarks. Employees with specialised skills or extensive experience often command higher salaries, and benchmarking should reflect these differences. 

5. Market Supply and Demands 

Monitoring the supply and demand for specific job roles in the market is essential for adjusting salary benchmarks. High demand for certain skills can drive up salaries, while an oversupply may keep them lower. Aligning benchmarks with market dynamics helps your firm remain competitive. 

6. Company Size and Financial Health 

The size and financial health of an organisation can impact its salary structures. Firms with strong financial positions may offer higher salaries to attract top talent, while smaller organisations may need to balance competitive pay with budget limitations. Other incentives like profit sharing, stock options, and performance bonuses can be considered. 

By considering these variables, you can develop a flexible and comprehensive salary benchmarking strategy that adapts to changing market conditions. This approach helps in attracting and retaining top talent and ensures that employees are fairly compensated for their skills and contributions. 

In conclusion, salary benchmarking is a vital practice to create a fair and competitive compensation structure. By considering the variables outlined above, you can ensure that your firm’s salary packages remain attractive and aligned with industry standards. 

For more insights into salary benchmarking techniques and best practices, click HERE to watch the Corporate Catalyst Conversations (#CCC) second edition webinar. 

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Innovation

Is Salary Enough to Keep Your Top Talent? Tips to Attract & Retain  

By Olakunle Yusuff

The war for talent is real! Most employees are actively considering new job opportunities that align with their aspirations and career growth. While a competitive salary is certainly important, it is just one piece of the puzzle. Employees now crave a workplace that fosters growth, values well-being, and aligns with their values.   

So, how can your firm stand out in a crowded marketplace and attract – and keep – the best talent? Here are seven powerful strategies that go beyond the paycheck to create a work environment that top talent will love:  

  1. Have a Compelling Benefits Package  

Move beyond the basics. Offer a comprehensive benefits package that includes health insurance, retirement plans, generous paid time off, and learning opportunities for professional development. This shows your commitment to your employees’ overall well-being and future success.  

  1. Prioritise Work-Life Balance  

Today’s employees are juggling work, family, and personal commitments. Offering flexible work hours, remote or hybrid work options, and supportive policies for parental leave or caregiving demonstrates that you value their time and well-being.  

  1. Cultivate a Positive Work Culture  

It is not just about tennis tables and free lunches (although, these can be nice perks!). Build a positive culture of open communication, collaboration, and a sense of community. Encourage teamwork, recognise employee contributions using data-driven performance appraisal, and empower your team members to do their best work.  

  1. Invest in Career Development  

Employees want to feel like and see that they are growing and progressing in their careers. Provide clear paths for advancement, mentorship programs, and opportunities for skill development and training. This shows your employees that you are invested in their long-term success within the company.  

  1. Recognise & Reward Achievements  

A simple “Thank you” and “You did a great job” goes a long way. However, consider implementing programs that acknowledge employee contributions through bonuses, incentives, or public recognition. Feeling valued and appreciated boosts morale and motivation to do more.  

  1. Promote Workplace Wellness  

A healthy workforce is a happy and productive workforce. Go beyond traditional health insurance by offering employee assistance programs, mental health support, and on-site wellness initiatives.  

  1. Align with a Higher Purpose  

Help your employees connect their work to a bigger mission. What positive impact does your company make in its immediate environment and beyond? What Corporate Social Responsibility (CSR) initiative is your firm supporting?   

By aligning with employees’ values and offering work that contributes to a meaningful purpose, you can enhance job satisfaction and loyalty.  

Embrace Technology for Recruitment and Retention  

Job seekers can easily rate a firm based on the recruitment process and the attitude of interviewers. The good news? HR tech, social media, Artificial Intelligence (AI), and other technological tools can significantly enhance your recruitment process and employee retention. Explore platforms that facilitate easy communication, knowledge sharing, and onsite and virtual team building.  

By implementing these strategies, you can create a work environment that goes beyond just a paycheck. You will attract top talent who is looking for a place to grow, contribute, and feel valued.  

Ready to learn more about building a talent-magnet company culture? Click Here to watch our webinar replay on salary benchmarking techniques and Subscribe to our newsletter for HR tips and insights delivered straight to your inbox!