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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. 

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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!  

Categories
Managing Teams

Key training needs for remote teams 

By Akin Omojola

Once a benefit for only a select few, remote work is now an integral part of our professional fabric. Since the pandemic in 2020, about 49 percent of sub-Saharan African enterprises have retained a remote work culture in one form or another. This transformation ushers in training and learning needs that traditional office settings often do not require.  

Managing a remote team comes with its challenges, including ensuring that team members have the necessary soft and technical skills to thrive in a virtual environment. To achieve success in remote teams, you must identify, and address employee learning needs as stated below: 

  1. Effective Communication 

Remote teams convey their ideas and feedback via written and verbal communication. As such, team members should be coached on effective communication, email etiquette, project management/messaging platforms, and virtual meeting tools to avoid misinformation. 

Remote team members can empower themselves with courses on e-learning platforms or workshops focused on effective communication in a virtual environment. Beyond teams, organisations must also communicate clearly with all employees through regular news feeds, intranet chat lines, and online townhall sessions. 

  1. Time Management 

Remote work offers flexibility in terms of when and where team members work, but it also requires significant levels of self-discipline and time management skills. Team members must be able to prioritise tasks, set deadlines, and manage their time effectively to meet project goals and deadlines. 

To enhance time management skills, remote teams can utilise project management tools and calendars to organise their workload and track progress.  

Another key issue is meeting management. Organisations should adopt a single application for virtual meetings to avoid clashes and stick to meeting schedules as a corporate culture. 

  1. Technology Know-how 

Remote teams rely heavily on technology to communicate, collaborate, and complete tasks. As such, remote team members should be proficient in using a variety of digital tools and platforms to work effectively in a virtual setting. This includes familiarity with video conferencing software, project management tools, filesharing platforms, and other technology solutions that facilitate remote work. 

  1. Security 

Remote work comes with data security risks. New and modern frameworks should be adopted, and all employees should be aware that data security is their joint responsibility. Network hardening should be implemented since staff work from different local uncontrolled environments. Data loss protection (DLP) policies and technologies may be employed in addition to employee training. 

  1. Team Building 

Remote team members should build strong relationships, establish trust, communicate openly, and work effectively with colleagues from diverse backgrounds and locations. This can be done through regular meetings or check-ins to maintain connections and build rapport with colleagues, as well as virtual team-building activities like online games, group discussions, or collaborative projects.  

Team leads and human resources managers are also responsible for tracking engagement and mental stress among employees. Full remote organisations could sponsor physical hangouts periodically to foster a better corporate identity. 

Lastly, remote teams have unique learning needs that must be addressed to ensure their success in a virtual work environment. By investing in training and development opportunities/Platforms for remote teams, you can empower your employees to work effectively and collaboratively, regardless of their physical location.

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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.

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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 

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Managing Processes

Choosing the Best HR Tech: Essential Factors to Consider 

By Aisosa Ajayi

It’s the start of a business year, and you need the right operational tools to scale. These tools include adopting flexible and tailor-made human resource technology that will significantly impact your organisation’s efficiency and effectiveness.  

With a plethora of options in the market, it is essential to carefully consider critical features that make the selected Human Resources Information System (HRIS) the best fit for your company. In this article, we have dissected the key factors to consider.  

1.   Automation 

An HRIS’s primary advantage lies in its ability to automate manual processes, enhance efficiency and minimise errors. Choose a solution which incorporates features such as an automated workflow on HR processes and employee self-service functionalities. These features contribute to a seamless and error-free workflow.  

For instance, HumanManager helps you automate all processes from employee entry to exit which gives you the time to focus on strategic business growth.  

2.  Integration 

Efficient integration with new and existing software is crucial for a streamlined workflow. Choose an HRIS that can be integrated with other employee management solutions, including payroll, time and attendance, and benefits management. This integration ensures a cohesive data flow, eliminating the need for manual data entry and reducing the chances of errors.  

3.  Reporting 

Robust reporting capabilities are essential for gaining insights into various HR metrics and empower you to make informed decisions. Your chosen HRIS should offer customisable reporting features, allowing you to generate real-time data such as employee turnover and headcount.  

4.  Compliance 

Compliance with all extant laws in your area of jurisdiction is non-negotiable for any human resources management system. Choose a solution that provides features such as automatic updates on HR policies, compliance tracking, and other tools that support adherence to legal requirements. Being compliant safeguards your organisation and fosters a culture of trust among all stakeholders.  

5.  Employee Self-Service 

Enhance your overall employee experience with self-service features that foster engagement and reduce the workload on the HR team. An effective HRIS should offer a robust self-service module allowing employees to update their personal information (document uploads, profile update, with little or no paperwork) as well as access data on salary reports, benefits, and lots more.  

6.  User-Friendly Interface 

How user-friendly is the HRIS interface for your HR managers and employees? 

Choose a system with an intuitive, user-friendly interface that facilitates easy navigation. A good interface promotes adoption across the firm, ensure that all users can leverage the system’s functionalities without extensive training.  

Selecting the best HRIS requires a thoughtful analysis of factors that align with your organisation’s specific needs. By prioritising automation, integration, reporting, compliance, employee self-service, and a user-friendly interface, you can identify an HRIS that not only streamlines HR processes but also contributes to the overall success of your firm.  

Look beyond the popularity of the software and invest time in understanding your unique business requirements before selecting the best fit solution. Want to scale your business and give your employees the ease that they deserve? Visit www.humanmanager.net for more information or send an email to [email protected]