Tag: HR Management

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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. 

Categories
Managing Processes

Realistic Strategies for Financial Security in Today’s Workforce  

By Olorunwa Olowogboyega

Financial security isn’t just a personal win; it’s a business advantage. When employees feel confident about their money, they’re more focused, more engaged, and more likely to stay.  

Yet despite financial security benefits, financial stress is still a daily reality for many. It shows up as burnout, absenteeism, and high turnover. That’s why financial wellness can’t be optional anymore. It’s a smart, strategic move for any forward-thinking organisation. 

Why Employers Should Support Financial Security 

Progressive organisations are beginning to treat financial wellness like any other workplace priority. By providing the right tools and support, firms now help employees make better decisions about saving, budgeting, and long-term planning. This support doesn’t just benefit the workforce; it protects the company’s bottom line. 

The HRTech Advantage: Turning Data into Stability  

HRTech tools like HumanManager supports financial well-being in a practical, data-driven way. Through full payroll transparency, employees can clearly see their earnings, deductions, benefits, and entitlements.  

When employees understand their compensation clearly, they can budget better, avoid unnecessary borrowing, and set savings goals with confidence. For managers, HumanManager provides insights into financial behaviour, a useful data for tailoring support programs or benefits packages that meet real needs. 

Want to see how thoughtful UX design in business tools can drive results? 

READ MORE: Check out how user experience can directly impact revenue and growth. 

Here Are Realistic Strategies  

Financial security isn’t built overnight, but consistent steps make a difference. Here’s a streamlined approach for individuals at any level:

A. Daily Strategies:  

1. Avoid lifestyle inflation: As your income increases, avoid the temptation to inflate your lifestyle by spending more on luxuries.  

2. Prioritise needs over wants: Distinguish between essential expenses and discretionary spending to ensure you’re allocating your resources effectively.  

3. Stay informed and educated: Continuously learn about personal finance, investing, and wealth-building strategies to make informed decisions.  

4. Avoid unnecessary fees: Be mindful of fees associated with financial products and services and opt for low-cost alternatives whenever possible.  

B. Short-Term Strategies (0-5 years)  

1. Create a budget and track expenses: Track income and expenses to understand where your money is going.  

2. Build an emergency fund: Save 3-6 months’ worth of living expenses in a readily accessible savings account. Cooperative societies within organisations are good grounds to build a saving culture; an application like the HumanManager Payroll management module can handle the deductions from source. 

3. Pay off high-interest debt: Focus on eliminating high-interest debt such as credit card balances and ensure competitive rates whenever the needs arise to free up more money for savings and investments.

C. Mid-Term Strategies (5-15 years)  

1. Invest in a diversified portfolio: Allocate your investments across different asset classes, such as stocks, bonds, and real estate, to minimise risk.  

2. Develop multiple income streams: Diversify your income sources to reduce dependence on a single job or income source.  

3. Build a side hustle or freelance career: Develop valuable skills or expertise to create additional income opportunities.  

4. Invest in yourself: Continuously update your skills and knowledge to stay relevant on your job.

D. Long-Term Strategies (15+ years)  

1. Consider investing in real estate, cryptocurrencies, or other alternative assets to diversify your portfolio.  

2. Create a sustainable withdrawal strategy: Develop a plan for withdrawing funds from your retirement accounts to ensure a steady income stream.  

3. Review and adjust your financial plan regularly: Periodically assess your financial progress and adjust your plan as needed to stay on track. 

Financial security is a collective responsibility. While individuals must take proactive steps, employers play a crucial role in fostering an environment conducive to financial well-being. 

By leveraging effective policies on benefits which can be implemented and automatically managed, and committing to sound financial practices, both employees and employers can reap significant benefits.  

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

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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Innovation

Designing for Business Growth: How User Experience (UX) can drive Revenue 

By Kolapo Akinlade

It is no news that in today’s competitive business environment, organisations consistently find avenues for growth in every sense of it. One area often dismissed but integral to business expansion is the user interface and experience (UI/UX) in product and service design. A focus on UX helps companies develop products and services that meet users’ needs, elicit interest, encourage engagement, and, in turn, grow revenue. 

The Importance of User Experience (UX) in Business Growth 

1. User Satisfaction: A well-designed product or service equals good user experience, and a building block for satisfaction, loyalty and retention.  

2. Reduction in Bounce Rates and Increased Conversion Rates: A good user experience across business touchpoints can optimise interactions with increased chances of prospects being converted to loyal customers. 

3. Improving Brand Reputation: Sustained use of companies’ touch points by customers who always have satisfying experiences encourages repeat purchases, retention and loyalty among customers who go on to be brand advocates. 

It is noteworthy that research is a critical component of UX, providing valuable insights into user needs or pain points, behaviours and motivations. Businesses should harness these research outputs to address users’ motivations and meet their needs or expectations. 

This topic will be incomplete without touching on another critical aspect while designing for business growth, that is, Usability Testing and A/B Testing.  

Usability Testing is an essential aspect of UX, allowing businesses to test products and services with real users to: 

  1. Identify Usability Issues  
  1. Validate Design Decisions  
  1. Receive feedback for necessary improvements.

A/B testing, also known as split testing, on the other hand, is a method of comparing two or more versions of a product or service to determine which one performs better. This process helps in the following ways: 

  1. Design Elements Optimisation like buttons, forms and navigation, to enhance user experience and produce business outcomes. 
  1. Provision of guidance on Design Decisions: A/B testing is useful to bring forward the design that best meets the target users’ needs and projects the business in the right light to the market 

In conclusion, from enhancing user experience to boosting client loyalty, UX is essential to business growth. Businesses can develop goods and services which adequately encourage engagement by the Target Market, boost patronage and in turn revenue by making User Experience top priority.  

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HM Digest

The Power of Mission, Vision, and Values in Building a Strategic Framework 

By Opeyemi Olutan 

In today’s fast-evolving business environment, particularly in Nigeria, there is no gainsaying that the success of any organisation largely hinges on its ability to build and integrate a solid strategic framework. Central to this framework are three powerful elements: mission, vision, and values, which not only define its essence but also serve as the guiding principles that shape its culture and long-term goals. 

The company’s mission articulates its purpose, stating why it exists and the problems it seeks to solve. HumanManager, a leading HR and payroll company in Nigeria, has a clear goal: “To simplify and optimise human resource processes while driving efficiency and accuracy in payroll management”. By helping businesses focus on their core activities rather than the administrative burden of HR operations, HumanManager ensures its clients can thrive. 

On the other hand, the vision defines the organisation’s aspirational future. It paints a picture of where the company wants to be and is a source of inspiration for its employees and stakeholders. HumanManager’s vision could be “To become the go-to HR and payroll solutions provider across Africa, offering innovative tools that align with the continent’s dynamic business needs”. 

However, the mission and vision alone are insufficient without values. Values represent the organisation’s core beliefs and principles. It defines how the company conducts business and interacts with its stakeholders. For HumanManager, values such as integrity, customer-centricity, innovation, and excellence are critical. These values help build customers’ trust and differentiate the company. 

Relating this to the Nigerian business space, organisations often face unique challenges such as regulatory complexities, fluctuating economic conditions, and talent retention struggles. For a company like HumanManager, aligning its mission, vision, and values with the needs of Nigerian businesses is critical. For instance, its payroll solution addresses the pain points of compliance with Nigerian labour laws and tax regulations, ensuring businesses stay compliant. 

Despite the importance of mission, vision, and values, a key principle from Luke 14:28 underscores the need for careful planning: “But don’t begin until you count the cost. For who would begin construction of a building without first calculating the cost to see if there is enough money to finish it?” This biblical wisdom applies directly to building a strategic framework. For businesses, it means being realistic about their resources and capabilities before embarking on ambitious projects. 

This principle is evident in HumanManager’s approach to product development. Before launching new modules or features, the company invests in research to understand its customers’ needs. By counting the cost and ensuring readiness, HumanManager then delivers solutions that add real value, avoiding the pitfalls of half-baked implementations. 

In the Nigerian context, where many businesses operate with limited resources, companies must evaluate whether they have the financial, human, and technological resources to execute their strategies. Without this, they risk building a foundation they cannot complete, leading to wasted effort and lost credibility. 

Another aspect of building a strategic framework is ensuring internal and external alignment with the mission, vision, and values. Client loyalty is better achieved when companies deliver products and services to their target markets which are fully a reflection of the image they seek to project.

Moreover, the power of a clear mission, vision, and strong values extends to attracting and retaining talent. HumanManager’s commitment to excellence and innovation not only enhances its reputation but also ensures it attracts top talent who are motivated to contribute to the company’s success. 

Building a strategic framework also requires adaptability to technological advancements and shifting market dynamics. For HumanManager, staying true to its mission, vision, and values while adapting to these changes is key. Whether it is integrating new technology or responding to client feedback, the company remains flexible without compromising its core principles. 

In conclusion, mission, vision, and values are the cornerstones of any successful strategic framework. For companies like HumanManager operating in Nigeria and other parts of Africa, these elements provide direction, inspire trust, and drive sustainable growth. However, as Luke 14:28 reminds us, planning and preparation are equally important.  

As HumanManager continues to empower African businesses with cutting-edge HR and payroll solutions, its unwavering commitment to its mission, vision, and values serves as a powerful example for others to follow and remain focused, resilient, and ready to achieve greatness. 

See how aligning your mission, vision, and values can boost your success. Explore our solutions at https://www.humanmanager.net and start your journey today…?

Categories
Managing Processes

7 Payroll Mistakes that Could Cost Your Business  

Stephen Adewumi  

Running payroll might seem like a routine task, but even the smallest mistakes can have a huge impact on your business. As a business owner in Nigeria or across Africa, you are responsible for ensuring your employees are paid correctly, taxes and all statutory deductions are made and remitted on time. Neglecting these responsibilities, no matter how unintentional, can result in hefty penalties, loss of employee trust, and even litigation. 

Here are seven payroll mistakes that could cost your business; 

1. Incorrect Employee Classification 

One of the most common payroll mistakes is misclassifying employees. You need to clearly distinguish between permanent employees, contractors, and part-time staff. In Nigeria, this is especially important because contractors and permanent employees are subject to different tax and benefit rules. 

I recall a story about a small logistics business in Lagos that classified its riders as contractors to avoid paying pension and health benefits. The employees took the case to the National Industrial Court, arguing that they were full-time staff. The company ended up paying a huge settlement for backdated pension contributions and penalties. 

2. Incorrect Pay Calculations 

Miscalculating wages, overtime, or bonuses can result in underpayment or overpayment, both of which can have legal and financial repercussions. Regular audits and leveraging the features of a reliable payroll software can help ensure accuracy. 

3. Delayed Salary Payments 

Late remittances of salaries break trust and damage relationships with employees. Delays in payroll are often caused by cash flow issues, inefficiencies in payroll processing, or even technical errors. This hurt morale, especially of staff, and might lead to the loss of key talents.

4. Failing to Remit PAYE and Statutory Deductions on Time 

In Nigeria, businesses are required to remit Pay-As-You-Earn (PAYE) taxes to the government as well as other statutory deductions like pension, NHF (National Housing Fund) contributions, and Health Insurance to relevant authorities or bodies. Defaults in these obligations attract penalties, audits, and back payments. Staying updated with regulatory bodies and their guidelines in the country where the business is domiciled is critical while utilizing a tax-compliant payroll management system makes this a “walk in the park”. 

5. Inaccurate or Incomplete Employee Records 

Having inaccurate or incomplete employee information creates various payroll errors, including wrong pay amounts or missed deductions. This can result in problems during audits and your employees are likely to become disgruntled due to the frustration caused by these kinds of issues. Maintaining precise employee records is essential and implementing automated HR systems can enhance accuracy and efficiency. 

6. Manual Payroll Processing 

Manual payroll processing is highly prone to errors, and it becomes increasingly inefficient as your business grows. Not only does it waste time, but mistakes in calculations, or salary payments which are common with manual processes can have costly consequences. As a business owner, if you still rely on a spreadsheet to calculate salaries, taxes and deductions, your process is prone to errors in formula or mistaken edits which could result in either underpayment or overpayment of your employees. Adopting automation in payroll management will streamline processes, reduce errors, and save time. 

7. Non-Compliance with Local Labor Laws 

Not adhering to labor laws, whether it’s due to ignorance or neglect, can have severe consequences. Laws around minimum wage, employee benefits, and leave policies must be followed to avoid disputes or penalties. An example is a manufacturing company in Kano which once defaulted on minimum wage guidelines introduced in Nigeria in 2019. After an employee reported the violation to labor authorities, the company was fined and had to settle significant arrears in compliance with the law.  

In conclusion, payroll mistakes, no matter how small, can have a cascading effect on your business—financial penalties, employee dissatisfaction, and loss of trust can result in reputational damage. The best way to avoid these issues is by automating your payroll processes, regularly auditing your payroll, and staying up to date with local labor laws and regulations. 

By leveraging a reliable payroll solution like HumanManager, you can have all these pitfalls avoided, ensure accuracy, efficiency, and compliance in one solution. You can focus on growing your business while keeping your employees happy and paid on time.

 

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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
Managing Teams

Proven Model for Effective Feedback at Work

By Olakunle Yusuff 

Effective feedback in the workplace is essential in fostering growth and improvement. You may wonder: What does a well-structured model for effective feedback look like? It includes critical steps that guide the sender and receiver toward a constructive and actionable outcome, especially in a multi-generational workplace.

Here’s a model with key steps that make feedback effective and supportive: 

  1. Ask Permission 

Starting by asking permission to give feedback sets a respectful tone for the conversation. It allows the recipient to prepare mentally and foster a more open and receptive environment.  

An example could be, “Do you have a few minutes to discuss the recent project?” This approach not only conveys courtesy but also increases the likelihood that the recipient will engage positively with feedback. 

  1. Timing is Important 

Timing is crucial. Feedback is most effective when given soon after the observed behaviour or event, while details are fresh and relevant. Addressing the issue promptly shows that you value improvement and allows for more immediate corrective action if necessary.

  1. Focus on Facts When Describing a Situation  

Begin by describing the specific behaviour or situation objectively, without assigning blame or using accusatory language. Stick to the facts and avoid generalisations. For example, “In yesterday’s meeting, I noticed that the agenda was not followed completely, and we ran out of time for several key points.” This approach helps the recipient understand exactly what behaviour or outcome you are referring to. 

  1. Ask for Reflection 

Asking the recipient to reflect on their actions/outcomes encourages self-awareness and ownership of the situation. A simple, “How did the meeting go?” allows them to share their perspective, which can provide insight and foster a collaborative atmosphere for problem-solving. This can lead to greater buy-in when discussing ways to improve.

  1. Suggest Practical Steps for Positive Change 

Offer constructive suggestions rather than imposing solutions. For instance, “One way to stay on track could be to set a time limit for each agenda item.” Providing suggestions keeps the tone supportive and shows that you’re invested in their success. 

  1. Brainstorm Alternatives 

Involving the recipient in brainstorming alternative actions or strategies can make the feedback process more dynamic. Collaborate to explore solutions that align with the individual and organisation’s goals. This could be as simple as asking, “What other approaches could we try to keep future meetings on track?” 

7. Encourage Accountability & Ownership  

After discussing alternatives, confirm that the individual is committed to making the suggested changes. A straightforward question like, “Does this sound like a plan you can follow?” or “I am available anytime, just drop a message or a call” reinforces their accountability and builds a sense of ownership over the agreed actions

  1. Agree on Follow-Up 

To ensure progress, set a time to check in on the changes. “Let’s touch base in a week to see how things are going,” gives the individual a target to work towards and shows that you’re available for support as needed. 

By following this model, feedback becomes a constructive, respectful, and action-oriented process that promotes continuous improvement and strengthens relationships. 

Olakunle Yusuff is the Brand & Marketing Lead at HumanManager Limited. In this blog, he shares strategies for fostering open communication, building stronger teams, and driving workplace productivity through meaningful feedback. 

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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!