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Creating A Purpose Driven Workplace Impacts Employees Engagement

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When employees have a sense of purpose at work, they feel passionate, innovative, and committed. According to research, a sense of belonging is essential for success for both the employees and the company. When the vision and purpose of a company are not clearly defined, there is usually a feeling of apathy to work among employees. Most mistakes employers make is that they do not carry along or enlighten their employees on the purpose and vision of the company. They feel it is inconsequential, as long as employees carry out the work required of them.

What they fail to note is that it can be detrimental to the growth of the organization because employees do not feel as though they are actively contributing to the growth of the organization and are usually unwilling to put their best foot forward. One thing employers should know is that employees expect their jobs to bring a significant sense of purpose to their lives. Employers need to help meet this need or be prepared to lose talent to purpose-driven companies. I have a friend who had to quit her job because the company wasn’t purpose-driven. She was often idle, rather than being engaged. She knew if she continued in such an environment it will retard her career growth. She didn’t hesitate to resign.

This leads me to say that when employees feel that their purpose is aligned with the organization’s purpose, the benefits expand to include stronger employee engagement, increased loyalty, and a greater willingness to recommend the company to others. According to a survey by the New York Times, employees who derive meaning from work are three times more likely to stay. This means in a purpose-oriented workplace, retention will increase. The only kind of people who stay in an organization that is not purpose-driven is usually those who are mediocre and complacent. They do not care if the work ethic in the workplace is taking a toll on their career growth, as long as they receive their paycheck at the end of the month, they are good.

While researching this topic, I stumbled upon an important piece that I found very insightful. According to Harvard Business Review, it recommends that employees should often be asked certain five questions to help them identify their sense of purpose.

  1. What are you good at?
  2. What do you enjoy?
  3. What feels most useful?
  4. What creates a sense of forwarding momentum?
  5. How do you relate to others?

It is believed that these questions above-mentioned will connect employees with their sense of purpose, as well as it relates to their workplace. Companies must cultivate the habit of showcasing the work culture to employees. They should carry them along on New projects, Company set goals, etc . That way employees will feel connected to the company and also get to see if the organization’s values align with theirs. Managers must understand that only their input, no matter how great it might seem, will not be enough to propel the company forward. A company is only as strong as its employees’ dedication to the company.

Employees need to have a sense of purpose in the workplace because it often leads to improved productivity. They need to understand their role in an organization and also know how their contributions lead to the growth of the company. This way, they feel energetic and enthusiastic to always show up at work. Being purpose-driven not only makes the big picture and path forward clearer but also helps engage and motivate the workforce around common ideals.

Final Thoughts

A sense of purpose drives employees’ actions and also impacts how they feel in the workplace. The more employees have a sense of meaning in their workplace, the more it positively impacts their attitude and work performance.

ASUU and Nigerian Government: when two elephants fight…

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The labour cum political war between the Academic Staff Union of Universities (ASUU)  and the Federal Government of Nigeria is beginning to seem like it is never going to end and when two big wigs like this fight, the grasses suffer; the grasses here are the innocent Nigerian students in public universities who are forced to stay longer than expected in their university years due to the incessant strikes of the universities staffs union.

Every year that goes by, ASUU threatens to go on an indefinite strike and in most cases, they actually embark on the indefinite strike, because some promises that the federal government made to them are yet to be fulfilled or some contracts entered between the federal government of Nigeria and the labour union is yet to be fully executed.

Whether these acts of the federal government visa viz that of Asuu is politically motivated, that we cannot say;  it is left for those at the helm of power to throw more light on what is causing the dog and cat fight between the government of Nigeria and the labour union or is it a spiritual problem?

ASUU cannot keep going on strike every year at the detriment of the Nigerian university students and scholars; prolonging the number of years a student ought to be in school and further extending the decadence the Nigerian institutions are already suffering. The federal government on her part should carry out the promises made to Asuu, if they cannot execute or fulfill the all promises they made to the union on the negotiation table, they should at least fulfill some promises to some reasonable extent.

If education is  really the bedrock of the Nigerian  nation, then the Nigerian government, if they have the foresight and proactiveness, should not play around with the educational set up of the nation unless they want the  nation to be educationally underdeveloped.

Can we say that ASUU is greedy or is the government of Nigeria tricky? This is the question Nigerians have also been asking themselves and the answer to this question lies the answer to the every year strike that ASUU embarks on. It is  left for the federal government and the ASUU to come to a common ground and end this back and forth once and for all because when fights like these go on for long, the common man and the economy will always bear the brunt.

The justification for ASUU strikes over the years is the non-implementation of signed agreements between the federal government through the ministry of labor and the labour union. So ASUU asking the government to execute the contract they both entered and embarking on strikes over that reason does not make the labour union greedy rather, their reasons are justified, so it is the federal government that could be said to be tricky in this instance; if they are not tricky then there must be a political undertone which is yet to be fully explained to the people of Nigeria on why the government is yet to meet with the demands of ASUU over the years now.

Enough of the strikes!

The Red Machetes In Our Vineyard

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It’s no longer news, even to a-day old child, that the vineyard belongs to all of us; but, it’s absurd to hear that it has been profoundly personalized by our fellow shareholders. 

You may ignore me or overlook my critique because I’m just meditating aloud, but very soon, I would be commenting loudly.

Please, let’s discuss a very critical issue. Has it ever occurred to your senses that the manner in which your name, or better still your full name, sounds to the people around you matters a lot? From my perspective, one’s name remains his/her first identity because with the name, he/she can present him/herself in absentia.

Having noted the above fact, how people perceive your name ought to be of paramount importance to your person, rather than paying more attention to trivial issues that deceptively seem worthwhile to you. Pardon the digression, please, though I have chosen to comment on ‘parable’ as long as this critique lasts.

We all know that machetes are very vital and potent tools required in any vineyard irrespective of the season. But recently, I’ve come to realize that, most of the machetes being used in the vineyard that belongs to me and you are not just red, but excessively red.

Mind you, ‘red’ as a colour can represent either a positive or negative interpretation; but in this context, we are sighting at the negative notation of red which signifies ‘danger’. Let’s ride on!

The redness of their skins (bodies) is partly attributable to the transience of their sincerity, and wholly not unconnected with their respective deceptive instincts.

In spite of the pronounced reddish nature of the stated skins, yet, most of us can’t comprehend the scene. As for me, they have become insufferable pests to our vineyard, with their individual uncontrollable and intolerable thefts and deceits. After all, millions of them had been caught red-handed in the past whilst many are presently undergoing ‘unreliable’ trials.

Of course, they have been heckled by their subjects in several public gatherings. I was privileged to be present. It’s obvious that such uncultured attitudes exhibited by their audiences were due to their deceitful and uncertain countenance.

Frankly, my humble and ever clever visage has abruptly turned sour as a result of the debris I observe daily in this gifted vineyard.

Initially, my physiognomy was tolerant over the poignant scenario. Subsequently, I came to understand that being a mere onlooker in a vineyard which everyone of us has a share would deter the vines from growing healthily; and such a phenomenon would warrant unquantifiable death rate in the near future.

Mind you, I’m not pointing any accusing finger at any of the machetes; rather, I’m trying to embrace realism here. For crying out loud, most of the machetes are red, thus it’s high time we overhauled them before they turn the entire vineyard red, which will portray an aberration.

If the vineyard eventually turns red, I’m afraid, none of the vines would produce an edible grape. Apparently, it would be tantamount to embracing the bloodiest platform.

Lately, the larceny and deceit found in these red machetes are generating ignominious scenes in the global circle, thereby constituting a ‘global warming’.

Without mincing words, with regard to this ongoing global warming, I’m intensely afraid of the fact that, we stand to witness a complete futile vineyard in no distant time if the needful isn’t done in earnest.

However, I’m personally of the view that we stand to restore normalcy if we desist from reckoning on those bad machetes. Believe me, embracing realism and truism is one of the recipes for the foreseen moment of fathomless productivity and endless jubilation.

Let’s not allow our vineyard to become a byword for obstinacy and brutality. We ought to collectively endeavour to call a spade, a spade. Any red machete is no longer useful; it ought to be considered as a rebellious priest, therefore should be excommunicated and taken away for thorough penance and deliverance.

My remarks so far might have discharged asperity to the fullness, but I want to candidly let you know that it wasn’t a planned gesture. Kindly forgive my spasm of anger; just that, we can’t continue to be tenants in our tenement.

The time is ripe for us as a people to ensure that all the ripe grapes produced by our vines would no longer be harvested with the bad machetes to avoid likely contamination.

At this juncture, I unequivocally disabuse you of the notion that our vineyard can be well and serene again without fiercely taking those unwanted machetes to where they rightly belong. Yes, we need machetes for the ongoing cultivation, but not red ones.

Hence, enough of this apprehension; I’m damn sick and tired of receiving the usual roguish expression or smile from their faces. How could the machetes we entrusted with our vineyard rob the vineyard in question?

Breeding the Ownership mentality among your staff

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If you have ever worked with a team where everyone appears to be working but not much is getting done, then you have seen a team with no ownership mentality. In a typical scenario, you simply notice that employees do the bare minimum (just enough to avoid getting sacked), but do not necessarily go the extra mile to get things done faster, better, or in a more efficient manner. Some might not even be bothered to do their tasks at all, or in time.

If your startup or business will grow at the pace you want it to grow, then you should have more staffs who have the ownership mindset than those who do not.

A lady posted on Facebook about a bitter experience she had one morning when on her way to work, she needed to get sanitary towels. Her periods had taken her by surprise and she was not prepared for it. She stopped at a major shopping mall, hoping she could get what she needed and rush off in time to avoid being late for work. (although she mentioned the name of the mall, I will leave that out).

According to her, the attendants would not attend to her simply because it was not yet 9:00 am and they had not commenced sales. She explained the urgency of the situation and offered to pay cash for the item so that they could scan it and record the sales at 9:00 am. They declined. She pleaded for more than 5 minutes and they still would not bulge. They insisted that their sales only commenced at 9:00 am. She had to leave and go look for other options and ended up late to work on a Monday morning. (You can guess how the post ended of course. She swore she would never go near that mall in her lifetime).

Let’s not talk about the negative image this post gives to that business, but let us take a look at the ownership mentality that was obviously lacking among the attendants. They could argue that they were following instructions, but in truth, we know that they could have handled the situation better. Businesses spent monies on advertising and publicity, just to make sales. An advertising or publicity expert can give you a better idea of the cost of getting one client, in a world that is now very competitive. Yet, a staff (or staff) could afford to turn away a customer who came to buy an item.

She had her money, she was not pleading to be given the item for free. Yet, they turned her back because sales do not commence till 9:00 am. No business owner, absolutely none, would turn away a client in that manner. And that ownership mentality is what these staff were lacking. None of those staff saw the business as theirs. They knew that irrespective of the sales made or not made, their salaries would get paid at the end of the month.

The cost of their action is way more than the little money that lady was to spend on her sanitary towels. The real cost is the number of customers she will keep turning away from that brand because of her sour experience. The real cost is the bad image that the brand will now have, among her circle of friends. And like we know, bad news spreads faster.

Business owners and entrepreneurs must do more to breed the ownership mentality among staff. One way is to have high expectations and share the same with your team members. Make it clear that whatever KPIs you have set out for them is the minimum you expect of them and not the maximum. And, encourage them to do more for the business, and reap the benefits that come with doing more. Let them know that you have faith in them. If you do not convince them that you have faith in them, then chances are they will not have that drive to better their performance.

Another tip is delegating tasks and responsibilities without micromanaging them. Make them accountable for every task entrusted to them. Let them know that the task has been assigned to them because they are most qualified and most suited to do it. It should be clear to them that if they fail to do the task, it will remain undone. Having other employees fill in for one person’s inefficiencies always does not create a sense of accountability. The message is that “you are expected to do the work assigned to you, perfectly, and deliver in good time. If you fail, you will be letting down the entire team”.

Another tip: try out incentives. Offer incentives for exceptional work and extra milestones achieved. If there is a trophy to be won, people will run. It does not have to be huge – a 2-5% performance bonus, a coupon, a gift, a promotion, etc can be used, as and when appropriate. And please, do not be the employer that says “the reward for work is more work”. People naturally run away from work, but gravitate towards rewards, acknowledgments, and higher positions. Use them appropriately.

It’s another week to push further.

Tekedia Admires Our Young Innovators – Eyitayo Adeleke, Arinze Onyeasigbulem

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Eyitayo Adeleke, mMBA of FUT Minna, is one of the finest young growth makers in Nigeria. We commend this young man for uncommon capabilities. We have offered him a job well months to his graduation. We admire self-driven people and Eyitayo is amazing.

Another is Arinze Onyeasigbulem who we have also worked with. We recently invested in his startup. He has promised to bring the unicorn home so that we can enter the ikoro. At Tekedia Institute, we continue to provide vehicles to advance young people.

(I have written that the Igbo Nation should replace the qualification for entering ikoro, room size wooden drum, in villages with building unicorns ( startups worth at least $1 billion) over the current killing of leopards, eagles, etc)

Tekedia Institute co-learns with thousands of young people in our programs.  On these young people, we #believe in the promises of the future, for Nigeria and Africa.

Eyitayo