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#ChampionSpotlight

#SpotlightChampion: A passion for growth in Business Development.

In today’s dynamic business landscape, growth is more than just a goal—it’s a passion. For Sharon Kayobor, a Business Development Associate at HumanManager, helping businesses thrive isn’t just her job; it’s her daily drive. Sharon’s commitment to uncovering new opportunities and ensuring client success powers her work, making her an invaluable part of the HumanManager team.

When did you join HumanManager Limited and how’s your experience so far?

I joined HumanManager Limited in April 2023 as a Business Development Associate. My role includes relationship management with prospective, new and existing clients. To achieve this, I leverage clients’ unique challenges to enhance their operations and align our offerings with their business goals, fostering long-term partnerships. These experiences have strengthened my market analysis and relationship management skills, which are key to growth and ensuring clients feel supported.

Explain your role to a 5-year-old 

A business development associate is like a company explorer. He/she looks for new people who might want to buy the company’s goods or services at a price. The associate then talks to these people to understand their needs. He/she shares that information with the company to help make specific goods or help them do what they want. So, they assist the company in discovering more friends and keep everyone happy! 

What motivated you to pursue a career in business development, and what excites you most about your role?  

My motivation to pursue a career in business development stems from the desire to help businesses grow and succeed. Contributing directly to a company’s success and positively impacting clients is deeply fulfilling, and I enjoy the excitement of identifying and nurturing new opportunities. 

What has been your biggest challenge in client relationships? 

My biggest challenge is adapting to each client’s unique needs and expectations. I prioritize active listening, consistent communication, and delivering value to build trust and foster long-term partnerships. 

How do you stay motivated and focused when working towards long-term goals?   

I break down my long-term goals into smaller, manageable milestones. This approach makes the journey feel less overwhelming and allows me to celebrate my little wins.

What are the unique attributes people don’t know about you? 

One unique attribute that people may not know about me is my passion for cooking. When I’m not working, I love to spend my time in the kitchen, I find great joy in preparing meals. 

What’s your favourite way to unwind after a busy day at work? 

My favourite way to unwind after a busy day is by getting a good night’s sleep. I truly value my rest and prioritise relaxing and recharging – I won’t trade this for anything after a long day.  

If you are to eat only one kind of food in a month, what will it be and why? 

Amala and Ewedu with stew would be my one-month food choice. Its harmonious blend of textures and flavours, along with its nutritional value and ease of preparation, makes it irresistible! 

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HM Digest

Prioritizing self-care on busy days 

By Olakunle Yusuff 

Let’s face it, even with flexible work structures—remote, hybrid, full-time, part time, and others—you sometimes feel overwhelmed and casually say, “I am tired.” It is familiar, right? We live in a fast-paced world such that balancing work, family, recreation, and others, often leaves little or no time for self-care.  

Here are four effective strategies to prioritise self-care, even on your busiest days, and maintain a balanced state of physical and mental health:

1.) Regular Exercises 

 Exercising is one of the best ways to keep high energy levels and reduce stress. A brisk walk, short run, or home workout—regular physical activity boosts mood, improves focus, and helps manage stress. An early morning or break time session of 20-30 minutes’ walk around your neighborhood or office block may just be what makes the difference. Make exercise a non-negotiable part of your daily routine. 

2.) Meditation Break 

Meditation breaks, no matter how short, can help you reset and stay relaxed or focused. A 5-minute session of mindfulness or deep breathing can clear your mind and reduce anxiety. These moments allow you to step away from the chaos and return to your tasks with a refreshed mindset. Breaks such as this may be most useful at the peak of your workload or start of day.  

3.) Spend Quality Time with Loved Ones 

Spending time with family or friends helps you to decompress, share your thoughts, and feel supported. A brief phone call to a loved one during work hours or even a shared meal can uplift your spirits. Take advantage of lunch break to engage in non-work-related conversation. It is important to remember that meaningful relationships are part of what keeps you grounded. 

4) Personal Time 

Do you have me time? Are you hard, fast, and disciplined with it? Enclosing yourself in your library to read a non-work-related book or exploring your hobbies could be the tonic that gives you that mental or physical relief. Plan your me time ahead, make it regular, and be consistent. 

To achieve great physical and mental well-being, it is important that you are intentional about your work-life balance. A plan to exercise, meditate, socialise with friends and family, and most importantly, having your me time must be a priority. 

Olakunle Yusuff is the Brand & Marketing Lead at HumanManager Limited. He shares his personal fitness journey with anyone who is looking to stay fit or seeking accountability partners. 

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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.

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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.

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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 

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#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.

 

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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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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. 

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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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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.