Tag: Future of work

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Managing Teams

How to Create a Workplace Where Every Mind Matters  

By Opeyemi Olutan  

In most countries where daily stress from overwhelming workloads to traffic-filled commutes can easily drain employee motivation and mental strength, mental health issues are insufficiently discussed in the workplace. The narrative is however shifting, and one important question now remains, are you supporting all employees adequately?  

One truth stands out now: Productivity isn’t just about skill or speed anymore; but how well your people are. Yes, you read that right; it’s about the humans behind the work.  

Workplaces are filled with people across organisational strata and varying roles. From junior staff to executives, these employees have diverse experiences and respond to emotional strain differently. 

A mental health policy with a focus on top executives might have been sufficient in the past, however, the evolution in human resource management has shown otherwise. Such policies suggest that some employees’ struggles matter more than others, which is not the case.  

A Philosopher once said: “Be kind, for everyone you meet is fighting a hard battle.”  

How do you close this gap? 

1. Listen more 

Create a safe, judgment-free space where everyone can speak up, irrespective of their job grade or title, within the organisation. This engenders honesty and trust. 

2. Leaders must be trained to recognize signs of burnout, anxiety, or disconnect, especially among teams or individuals who are usually not the focus in terms of business transactions or leadership engagement. These include support staff, office assistants, remote workers, and others. Mental health care training is not for HR executives only, but for all team leads. 

3. According to an admonition of the Holy Bible, “Do not muzzle the ox while it is treading out the grain.” In simple terms, do not deny workers what they need while they work hard. Suffice to say that everyone within the organisation should have equal access to wellness tools like therapy, health insurance, gym access, or even just a listening ear and a good work environment. 

4. Leadership must be about empathy. Real leaders are not afraid to show care. You need to build and encourage a culture of care among your people. This improves loyalty, teamwork, and general performance. 

Mental health issues at work are not “feel-good” initiatives. It’s about respect, sustainability, and building workplaces where people want to show up and give their best. After all, the health of an organisation depends on the health of its people. 

Because we don’t just build HR software. We build people. Learn more about our services at www.humanmanager.net  

Also keep the momentum going and join our community – The HR Growth Circle  

🔗 Join here 

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HM Digest

HumanManager is Showcasing the Future of Work at ICTEL EXPO 2025 

We’re stepping out. And we’re doing it big. 

We will be LIVE as the 11th ICTEL EXPO kicks off on July 29th & 30th at the Oriental Hotel in Lagos. Not just exhibiting but showing what the future of HR tech looks like when built through the lens of people, possibility, and Africa-first innovation. 

With the theme “Leveraging Technology for Innovation and Development in Africa,” this year’s event couldn’t be more aligned with our mission. From our early days solving payroll headaches to building smarter, people-centered tools for managing leave, expenses, compliance, and embedded finance, we’ve always believed that great workplaces start with intentional systems.

What to Expect 

We’ll be hosting live demos, sharing product updates, and connecting directly with business leaders, decision-makers, and tech enthusiasts who want to simplify how they manage their workforce. 

Also, we’ll be taking the main stage to share the story of how we’ve evolved from a bold innovation inside SystemSpecs to becoming a standalone company driving change across industries. 

It’s an opportunity to show how we’re helping organisations: 

✅Build resilience with intelligent HR systems 

✅ Align people and purpose 

✅ Turn workforce data into smarter decisions 

✅ Support the realities of modern work in Africa 

More Than Just Tech 

“In today’s workplace, technology must move beyond automation – it must enable trust, insight, and empowerment at scale. At HumanManager, we are engineering not just systems, but platforms of possibility – where data becomes decisions, and people become purpose-aligned assets in shaping the future of work. This is more than HR tech. It is about building institutional resilience and unlocking the full potential of our continent’s workforce,” says our Managing Director, Mr. Udo Ngele. 

For us, it’s not just about writing code or pushing product updates. But shaping how people experience work from the first day on the job to their biggest career wins. 

We’ve seen what’s possible when African talent meets bold thinking. We’re now turning that belief into tools that help teams not only work better and thrive.

Join Us at ICTEL 

Venue: Grand Ballroom, Oriental Hotel, VI, Lagos 

Date: July 29–30, 2025 

Time: 9AM–6PM daily 

If you’ll be attending (or know someone who is), stop by our booth. Ask questions. Explore what’s new. And see how we’re helping reshape HR for Africa one innovation at a time. 

Because we don’t just build HR software. We build tools that help people feel seen, supported, and empowered to do great work. 

Join our growing LinkedIn community: The HR Growth Circle for more insights, updates, and conversations. 

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HM Digest

Future-Ready HR: Equipping Students with Practical Skills That Matter

HumanManager partners with UNILAG to shape tomorrow’s workforce.

As the workplace evolves at breakneck speed, the demand for agile, tech-savvy, and people-focused HR professionals has never been more urgent. At HumanManager, we’re not just observing this shift; we’re helping to drive it by investing in the next generation of talent.

Our partnership with the Department of Employment Relations and Human Resource Management at the University of Lagos (UNILAG) is one of the ways we’re closing the gap between academic knowledge and practical, industry-ready HR skills.

In our most recent engagement, we trained about 200 300-level students through an interactive, hands-on session that went beyond the classroom. These future professionals explored real-world HR processes, from payroll outsourcing and performance tracking to digital records and leave management, using the same software HR teams rely on.

Our team didn’t just demonstrate the HumanManager features. We brought real insight into what it takes to manage people and systems effectively in a tech-driven workplace. The feedback? About 200 students left more informed, confident, and empowered to pursue impactful HR careers.

At HumanManager, we believe that building tomorrow’s workforce starts today, by showing up, sharing what we know, and inspiring the kind of curiosity and confidence that goes beyond theory.

Learn more about our services at Explore more at www.humanmanager.net

Because we don’t just build HR software. We build people. Keep the momentum going, join our community – The HR Growth Circle.

Be part of a community of future-minded professionals, mentors, and learners shaping the world of work together.

🔗 Join here

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Innovation

Not Just Days Off: Designing Leave Policies That Show You Care 

By Temitope Adewole

Today’s workforce is more dynamic and diverse than ever. People come to work with different life experiences, values, and needs, and that includes how they take time off. From early-career professionals navigating new responsibilities to experienced employees juggling family or health priorities, the traditional, one-size-fits-all leave policy often falls short. 

Designing leave policies that truly support your people means going beyond compliance and compensation. It requires empathy, flexibility, and a thoughtful understanding of the many ways people work and live today. 

In this article, we explore how people managers can create leave policies that promote wellbeing, boost engagement, and foster a workplace culture where everyone feels seen, valued, and supported.  

Types of Leave & Tailoring Them for Today’s Workforce 

An effective leave framework goes beyond statutory options like annual, sick, or maternity/paternity leave. It should offer adaptable formats that align with generational preferences: 

  • Gen Alpha (Born 2010 onwards): This emerging cohort may still be in higher institutions, but future policies must anticipate their expectations: digital-first processes and a strong focus on wellbeing. 
  • Gen Z & Millennials (20–40) value mental health and flexibility. Options like mental wellness days or remote-friendly time-off can go a long way. 
  • Gen X & Baby Boomers (40+) often juggle work with caregiving, taking eldercare leave, extended sick leave, or phased retirement plans especially relevant. 

Legal Compliance & Considerations   

While innovation is key, adherence to national labour laws remains non-negotiable. Leave policies must comply with regulations in each country of operation, including statutory leave entitlements, minimum wage implications during leave, and tax treatments. HR teams should collaborate with legal experts to ensure policies are up-to-date, especially in multinational environments. 

Communicating Leave Policies Effectively  

A well-designed policy means little if employees don’t understand or trust it. Use clear, jargon-free language and multiple channels (emails, HR portals, onboarding, and even team check-ins) to reinforce leave options. Embedding these discussions into onboarding and performance reviews builds awareness and trust. 

Boosting Satisfaction & Performance   

Research consistently shows that supportive leave policies boost employee morale, reduce burnout, and improve retention. When people feel their personal lives are respected, they’re more likely to stay engaged, committed, and invested in their roles. 

Leverage Technology – The HumanManager Advantage  

HumanManager simplifies leave management through an intuitive, centralized dashboard. With features like real-time leave balances, automated approval workflows, compliance alerts, and leave trend analytics, organisations can stay efficient and proactive. HumanManager’s modular setup also allows you to customise policies by department or region, striking the right balance between compliance and flexibility. 

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HM Digest

Tips to Stay Ahead in 2025 

By Olakunle Yusuff

As we approach the end of the year, it is common practice for individuals and organisations to reflect on the journey so far and set their sights on the opportunities ahead. Organisations usually plan strategies that maximise employee potential and align individual contributions with broader goals, while individuals redefine their goals and position themselves as indispensable assets in their workplace. 

Whether you’re an employer or an employee, 2025 presents a fresh canvas to stand out and make a lasting impact. To do this, you must focus on the following: 

  1. Embrace Lifelong Learning 

Continuously upskill to stay relevant in your field by learning digital skills such as Artificial Intelligence (AI), data analytics, and automation tools and soft skills like emotional intelligence, adaptability, and collaboration.  

Take advantage of online learning platforms like Coursera, LinkedIn Learning, or company training programs. Also, volunteer to be a part of impromptu projects within the organisation. This allows you to work with that person that you admire their skills.  

  1. Prioritise Adaptability 

No doubt, the pace of change in technology and business models will accelerate. Therefore, be open to learning and adopting new tools, workflows, and roles. You must show flexibility in taking on cross-functional tasks or projects. Be on top of the changes that are going on in your industry and share what you know with others. 

  1. Leverage Technology 

Master tools that enhance productivity, collaboration, and innovation. Automation is now the order of the day, which automation tools are you learning and mastering in 2025? What automation tool is available to make your current job role easier and ultimately more enjoyable? Find it, learn it, master it. 

  1. Focus on Impact 

Identify ways your role contributes to organisational success and align your work with the company’s goals and measurable outcomes. Also, regularly report and celebrate milestones achieved.  

5. Cultivate a Personal Brand 

This is one that many do or have not given a thought. A strong professional identity sets you apart. Build an online presence on LinkedIn or industry-specific platforms. Join industry-specific groups, participate in discussions, ask relevant questions and share thought leadership content, such as articles, tips, or case studies. 

6. Foster Strong Relationships 

Network within and outside your organisation. The easiest way to start this is by seeking and offering mentorship to others. Attending virtual and in-person industry and social events to expand your connections to get in the mix of what’s going on. If you can afford it, join a social club; while it is good for business, it also might be good for your well-being. 

7. Prioritize Wellness  

Incorporate wellness practices to stay productive and maintain mental health. Pay attention to what you eat and drink, set boundaries for work hours, participate in wellness programs and adopt mindfulness techniques. Now is the time to have your physician on the speed dial, especially if you are over 40. 

8. Be Proactive and Innovative 

Take the initiative to solve problems and improve processes. regularly suggest ideas for efficiency or innovation. Stay informed about trends and propose how they can benefit your team. 

9. Develop Leadership Skills 

Employers value employees who can lead projects and inspire teams. Again, volunteer for leadership opportunities in projects. Take courses in conflict resolution, team management, and strategic thinking. These are soft skills that you would find helpful even outside of the workplace. 

By focusing on these areas, you will thrive in your role and position yourself as an asset in a rapidly evolving workplace. Which of these strategies would you like to explore? You do not have to do all the above at once; it is a process that you should enjoy as you strive to be and do better in 2025.

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 

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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

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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HM Digest

Unleash Your Employees’ Potential with HumanManager’s Comprehensive Learning Module 

By Stephen Adewumi

In a world driven by constant evolution, staying ahead requires continuous learning and adaptability. HumanManager proudly unveils its latest offering – the Learning module, a robust platform designed to empower your staff and propel them towards their full potential.  

Gone are the days of traditional training methods. Today, a sophisticated LMS is imperative for staying competitive. A well-structured learning management system serves as the backbone for efficient training, ensuring that employees are equipped with the skills needed to navigate the rapidly changing business environment.  

With our Learning module, we have set new standards that fit current business needs for tailored and impactful learning experiences. 

What makes our LMS unique? 

Our LMS’ vast content library offers a comprehensive pool of courses tailored to specific needs and goals, which you can access on the go. Aside from learning through this platform, employees can become content creators, fostering internal expertise and crafting custom learning materials.  

Effortless management and delivery are at the core of HumanManager Learning. With smooth scheduling and top-notch support, organising training sessions becomes easy-peasy. You also get to stay compliant with organisational guidelines – thanks to detailed reports and valuable insights that inform training strategies and track progress effectively. 

The interactive and engaging learning experience is taken to new heights with features like virtual classrooms, multimedia support, and online assessments. These elements foster active participation, collaboration, and knowledge retention, ensuring that the learning journey is not only informative but enjoyable. 

HumanManager Learning goes beyond being just an LMS. It is key to unlocking the full potential of your staff and propelling your organisation towards a future of continuous success and innovation. 

Email: [email protected] or call +2342016348922 to learn more about HumanManager Learning Module.