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Nigeria’s Independence, 9 important facts you should know!

September 28, 2024 in Business, motivational, Upskilling

As we commemorate Nigeria’s Independence Day celebration in the month of October 2024, we see it as a good opportunity to travel back in time to share notable activities relating to our independence as well as celebrate the bravery of the heroes that made it happen. So enjoy this quick read showing some key facts on Nigeria’s Independence.

9 important facts about Nigeria’s Independence:

  1. Nigeria was formed in 1914.
    The land area known today as Nigeria was formed in 1914 when British colonial authorities merged the Northern and Southern Protectorates of Nigeria, to form the amalgamated Protectorate and Colony of Nigeria.
  2.  Nigeria gained independence in 1960.
    Nigeria gained independence from the British empire in 1960, initially adopting a British style of government with Abubakar Tafawa Balewa as the first Nigerian head of government (prime minister)
  3. The National Anthem: Nigeria, We Hail Thee was first used upon independence in 1960, the lyrics were written by Lillian Jean Williams. It was replaced by “Arise, O Compatriots” in 1978.  “Nigeria, We Hail Thee” has officially been readopted on 29 May 2024. Click here to learn the lyrics.
  4. The Flag of Nigeria: Green White Green flag was officially hoisted on 1 October 1960, it was designed by Michael Taiwo Akinkunmi. The two green stripes represent natural wealth, and the white represents peace and unity.
  5. The Coat of Arms:  Created and adopted in May 1960. The Coat of Arms consists of Black shield and colorful wreath over the shield which stands for fertile soil of Nigeria; White horses mean dignity; Red Eagle is for the strength of the nation; White lines in the “Y” shape stand for two main rivers of Nigeria: Benue and Niger; Yellow Trumpet or Costus Spectabilis is the national flower of Nigeria. The flower is placed on the ground where the shield is standing. It represents the beauty of the country and its nation; “Unity and Faith, Peace and Progress” is the Nigerian national motto.
  6. Becoming a Republic: Although Nigeria gained independence from the United Kingdom on 1 October 1960, the nation retained the British monarch, Elizabeth II, as titular head of state until the adoption of a new constitution in 1963 declaring the nation a republic.
  7. Nigerian Currency: Nigeria introduced its own currency, the Nigerian pound, in 1958, replacing the British West African pound. The Nigerian pound was later replaced by the Naira in 1973.
  8. The Country’s Capital: Lagos was the national capital of Nigeria until the government’s December 1991 decision to move the capital to Abuja in the Federal Capital Territory, though Abuja was created by a decree in 1976.
  9. Heroes that championed the Independence:
  • Herbert Olayinka Macaulay: Often referred to as the “father of Nigerian nationalism,” Herbert Macaulay was a grandson of Ajayi Crowther, the first African Anglican Bishop of West Africa. He was one of the political leaders who strongly opposed colonial policies in Nigeria. In 1923, he founded Nigeria’s first political party, the Nigerian National Democratic Party (NNDP), and in 1944, he co-founded the National Council of Nigeria and the Cameroons (NCNC) together with Nnamdi Azikiwe.
  •  Nnamdi Benjamin Azikiwe: He’s a prominent nationalist leader, was one of the driving forces behind Nigeria’s independence attainment in 1960. Azikiwe played a crucial role in inspiring nationalist sentiments through his writings and speeches. He used his chain of newspapers- the first of which was the West African Pilot – to promote nationalism and pro-African agenda. Azikiwe became Nigeria’s first President in 1960, he died in 1996 at 91 in Enugu.
  • Obafemi Jeremiah Awolowo: He was a popular nationalist and statement, who contributed significantly to Nigeria’s independence struggle. As a member of the Nigerian Youth Movement, Awolowo represented Nigeria at the fifth Pan-African Congress in Manchester, a platform dedicated to advancing conversations on the decolonization of Africa. From 1952 to 1959, Awolowo served as the first Premier of the Western Region under Nigeria’s parliamentary system. He was the official Leader of the opposition in the federal parliament to the Balewa government from 1959 to 1963.
  •  Ahmadu Ibrahim Bello: Ahmadu Bello was a prominent leader from Northern Nigeria fondly referred to as the Sardauna of Sokoto. He was the leader of the Northern People’s Congress (NPC), a political party that represented the interests of the northern region. After his return from England, he was nominated to represent the province of Sokoto in the regional House of Assembly and subsequently became the first Premier of Northern Nigeria in 1954.
  • Anthony Eromosele Enahoro: Anthony Enahoro was a fearless anti-colonial and nationalist activist cum politician with a distinguished career in the press, politics and civil service. He moved the famous motion for Nigeria’s independence in 1953 at 30, followed it through by being a delegate to most of the constitutional conferences leading to Nigeria’s independence following sustained pressure from other activists and nationalists.
  • Ernest Ikoli: As the first editor of the Daily Times, Ernest Ikoli is remembered in Nigerian history as one of the pacesetters of Nigerian journalism and nationalism struggle. Ikoli co-founded the Nigerian Youth Movement (NYM) in 1934 to advocate for self-governance and independence from British colonial rule. Ikoli’s NYM promoted the welfare of Nigerians and advocated for self-rule. The political organization played a crucial role in the nationalist movement in Nigeria with its vigorous campaigns for the independence.

Despite challenges, Nigeria’s independence marked a significant turning point in its history, fostering a spirit of resilience and unity that continues to inspire generations.

HR Advisory for Startups: Building Strong Foundations for Success

September 13, 2024 in Business, HR, Professionalism

In the fast-paced world of startups, having the right foundation including the right HR Advisory for success is crucial. While startup organization often focus on product development, marketing, and scaling their operations, many overlook one critical aspect—building a strong and effective HR structure. At Emerald Zone, we understand the unique challenges that startups face and offer tailored HR advisory services to help new businesses build a solid foundation for growth and sustainability.

Why HR Advisory is Essential for Startups

Startups typically operate in dynamic, high-growth environments where things change quickly. In this context, establishing robust HR practices can help founders navigate early-stage challenges, manage talent effectively, and foster a healthy workplace culture. Here’s why HR advisory is a must for any startup:

  1. Talent Acquisition and Retention: Hiring the right people is essential for a startup’s success. An HR advisor can help you develop effective recruitment strategies, ensuring you attract top talent who align with your company’s vision and values. Additionally, creating a strong retention plan can minimize turnover and help your startup build a team that is dedicated and engaged.

  1. Creating an Organizational Structure: As a startup grows, so does the complexity of its operations. Establishing a clear organizational structure from the beginning helps define roles, responsibilities, and reporting lines. This structure ensures efficiency, reduces confusion, and helps set the tone for professional management as the company scales.
  2. Compliance with Labor Laws and Regulations: Compliance is often a blind spot for startups, which can lead to costly legal issues later on. With the help of HR advisory services, startups can ensure compliance with labor laws, employee rights, and tax regulations. This includes everything from creating compliant employment contracts to understanding wage laws and managing employee data.
  3. Developing a Company Culture: The early stages of a startup are pivotal in shaping its culture. A positive and inclusive workplace culture leads to better performance, stronger employee engagement, and a more cohesive team. HR advisory services can help founders establish values, promote open communication, and foster an environment that supports growth and innovation.
  4. Compensation and Benefits Planning: Startups often face challenges when it comes to designing attractive yet sustainable compensation packages. HR advisors can help you create competitive salary structures, benefits plans, and performance incentives that attract and motivate top talent, even with limited budgets.
  5. Performance Management Systems: In the early days of a startup, clear performance expectations and feedback are critical to keeping employees aligned with the company’s goals. An HR advisor can help design performance management systems that include goal setting, feedback mechanisms, and development plans to ensure employees remain productive and driven.
  6. Scalability of HR Systems: One of the biggest challenges startups faces is scalability. As your company grows, your HR systems and policies need to grow with it. HR advisors can guide startups in building flexible, scalable HR processes that will support their evolving needs as they expand.

Recommended Read: How to Align HR Strategy with Business Goals

How HR Advisory Services Benefit Startups

  1. Expert Guidance: Working with an HR advisor gives you access to expertise that may not be available in-house. This expertise helps avoid pitfalls and ensures that your HR practices align with both your short- and long-term business goals.
  2. Time-Saving: Founders and early-stage employees often wear many hats. By outsourcing HR advisory services, you free up time to focus on core business activities, leaving HR management to professionals who can handle everything from recruitment to compliance.
  3. Cost Efficiency: Hiring a full-time HR team can be costly for a startup. By leveraging HR advisory services, you get the benefit of expert advice without the financial burden of a full-time hire. This allows startups to allocate resources more efficiently while ensuring critical HR functions are managed professionally.
  4. Avoiding Early Mistakes: Many startups make HR-related mistakes that can hinder growth or lead to costly issues. From poor hiring decisions to non-compliance with labor laws, these errors can have long-term effects. HR advisory helps you avoid these common missteps by establishing best practices from the start.

How can you Build a Strong Foundation with HR Advisory for Future Growth

The early decisions you make about HR can have a lasting impact on the success of your startup. By working with HR advisors, you can ensure that your company is built on a foundation that promotes scalability, efficiency, and compliance. A strong HR framework will help your business grow smoothly, attract top talent, and build a workplace culture that supports innovation and collaboration.

At Emerald Zone, we partner with startups to provide customized HR advisory services that meets their unique needs. Our goal is to help you create the HR infrastructure necessary for long-term success, empowering your team to focus on what they do best—Building a great company. In the world of startups, having the right HR strategy in place from the beginning is crucial. With the help of expert HR advisory services, startups can build strong foundations that support growth, ensure compliance, and foster a culture of innovation.

If you’re ready to take your startup to the next level, let Emerald Zone guide you on the path to success or contact us today to learn more about how our HR advisory services can help your business thrive. Follow is on our social media platforms Instagram, LinkedIn, Facebook, YouTube, TikTok

Recruitment Mistakes Companies Make and How to Avoid Them

September 13, 2024 in Business, HR, Professionalism

Recruiting the right talent is crucial to an organization’s success, however, recruitment mistakes occur in the process that lead to poor hires, increased turnover, and wasted resources. At Emerald Zone, we understand the importance of refining recruitment strategies to ensure companies attract, select, and retain top talent. In this blog, we’ll explore some of the most common recruitment mistakes and how to avoid them to build a stronger, more successful team.

  • Failing to Define the Job Role Clearly
    One of the biggest mistakes companies make is not providing a clear and accurate job description. When roles and responsibilities are poorly defined, it can lead to confusion during the hiring process and result in hiring the wrong candidate.

How to Avoid This:
• Create Detailed Job Descriptions: Clearly outline the responsibilities, expectations, and skills required for the position. Ensure that the job description reflects the actual duties of the role, and avoid vague terms like “other duties as assigned.”
• Collaborate with Team Members: Involve the team members who will work closely with the new hire to ensure the job description aligns with the day-to-day responsibilities.
A well-defined job description will attract candidates who are genuinely qualified and reduce the risk of hiring mismatches.

  • Overlooking Cultural Fit
Culture Fit

Culture Fit

While technical skills are important, many companies make the mistake of focusing solely on qualifications and experience while overlooking whether a candidate is a good cultural fit. Hiring someone with the right skills but who clashes with the company’s values or team dynamics can lead to poor performance and high turnover.

How to Avoid This:
• Assess Cultural Alignment: During the interview process, assess candidates’ values, work ethic, and communication style to ensure they align with your company’s culture.
• Ask Behavioral Questions: Use behavioral interview questions to gauge how candidates handle situations that align with your company’s values, such as teamwork, leadership, and problem-solving.
Hiring for both skills and cultural fit ensures that the new hire will be able to thrive in the company environment.

  • Rushing the Hiring Process
    Another one of the recruitment mistakes is rushing the recruitment process due to pressure to fill a position quickly. A hurried process can lead to overlooking red flags, not thoroughly vetting candidates, and making hasty decisions that result in poor hires.

How to Avoid This:
• Plan Ahead: Rather than waiting until a position becomes vacant, start building a talent pipeline early. This way, you’ll have qualified candidates lined up when a position opens, reducing the urgency to fill the role immediately.
• Take Time for Thorough Interviews: Even if you’re on a tight timeline, don’t cut corners in the interview process. Ensure you take the time to interview candidates thoroughly, check references, and assess their fit for the role and company.
Taking a strategic approach to hiring will help you avoid costly mistakes and ensure the right candidate is chosen.

  • Relying Too Heavily on One Source for Candidates

Mono Recruitment Source

 

Many companies make the mistake of limiting their talent search to one or two platforms, such as LinkedIn or job boards. This can significantly reduce the diversity and quality of candidates, as you may be missing out on highly qualified individuals who are active elsewhere.

How to Avoid This:
• Diversify Your Sourcing Channels: Use a variety of recruitment channels, including social media, employee referrals, networking events, and niche job boards. Leveraging multiple platforms can increase your reach and attract a more diverse pool of candidates.
• Build an Employee Referral Program: Employee referrals are often one of the best ways to find high-quality candidates. Encourage your employees to refer qualified individuals, and offer incentives for successful hires through this method.
By diversifying your sourcing strategy, you open your company to a wider range of talent, improving your chances of finding the right fit.

  • Neglecting the Candidate Experience
    A poor candidate experience can damage your employer brand and cause qualified candidates to withdraw from the hiring process. Common mistakes include unclear communication, long response times, and lack of feedback, all of which frustrate job seekers.

How to Avoid This:
• Communicate Clearly and Frequently: Keep candidates informed at every stage of the recruitment process. Whether it’s acknowledging their application or providing updates after interviews, clear communication helps maintain candidate engagement.
• Streamline the Process: Avoid dragging out the hiring process with multiple rounds of interviews and lengthy decision-making periods. Keep it concise, efficient, and respectful of candidates’ time.
• Provide Constructive Feedback: If a candidate isn’t selected for the position, provide constructive feedback when possible. This helps them feel respected and maintains a positive relationship in case of future opportunities.
Focusing on candidate experience not only helps you secure top talent but also builds your reputation as an employer of choice.

  • Skipping Background and Reference Checks
Reference Check

Reference Check

 

In the rush to hire, some companies may overlook important steps like background and reference checks. This can lead to hiring individuals who may not have the qualifications or work ethic they claimed during the interview process, which can result in future problems for the organization.

How to Avoid This:
• Conduct Thorough Background Checks: Always verify a candidate’s credentials, including education, employment history, and criminal record (where applicable). Ensure that the information they’ve provided matches up with what’s on their resume.
• Request and Follow Up on References: Ask candidates to provide professional references and make sure to follow up with those references. This gives you valuable insight into the candidate’s past performance, work ethic, and suitability for the role.

Recommended Read: Best Practices for Hiring Managers on Effective Recruitment

  • Focusing Only on Active Candidates
    Many companies focus solely on candidates who are actively applying for jobs, overlooking passive candidates who may not be actively seeking new opportunities but could be a perfect fit. Passive candidates often make up a significant portion of the talent pool and can bring valuable skills to your organization, this is another on of the recruitment mistakes.

How to Avoid This:
• Engage Passive Candidates: Use platforms like LinkedIn to identify and engage passive candidates. Regularly network, attend industry events, and nurture relationships with professionals in your field. Offering attractive opportunities and demonstrating your company’s strengths can encourage passive candidates to consider joining your team.
• Promote Employer Branding: Maintain a strong employer brand that positions your company as a great place to work. Passive candidates are more likely to consider an opportunity from a company they admire or have heard positive things about.
Tapping into the passive candidate market allows you to access high-quality talent that may not be available through traditional job postings.

Recruitment mistakes can cost companies time, money, and talent. However, by avoiding these common pitfalls and implementing thoughtful, strategic recruitment processes, you can significantly improve your chances of hiring the right candidates who will contribute to your organization’s success.

At Emerald Zone, we specialize in helping businesses avoid these recruitment missteps. Whether you need help refining your job descriptions, streamlining your hiring process, or sourcing top talent, our team of recruitment experts is here to support you. Contact us today to learn how we can help you build a successful recruitment strategy that attracts the right talent for your business. Follow is on our social media platforms Instagram, LinkedIn, Facebook, YouTube, TikTok

 

 

Best Practices for Hiring Managers on Effective Recruitment

August 18, 2024 in Business, HR, Upskilling

Recruitment is a crucial aspect of building a strong and efficient team. As a hiring manager, your role in this process is pivotal. At Emerald Zone, we understand the challenges and intricacies involved in finding the right talent. To help you streamline your hiring process and achieve the best outcomes, we’ve compiled a set of best practices for effective recruitment.

  1. Clarify Roles Before Recruitment

Before you start the recruitment process, it’s essential to have a clear understanding of the role you are hiring for. This includes defining the responsibilities, required skills, and how the role fits within the organization. Clarity at this stage ensures that you attract candidates who are well-suited for the position and helps prevent misunderstandings later in the process.

Tip: Collaborate with team members and stakeholders to gain a comprehensive understanding of the role. Document the expectations and key performance indicators (KPIs) for the position.

  1. Always Provide a Detailed Job Description Alongside the Job Title

A well-crafted job description is a powerful tool in attracting the right candidates. It goes beyond just listing the job title and includes detailed information about the responsibilities, qualifications, and skills required for the role. A clear and concise job description helps potential candidates assess their suitability and interest in the position.

Tip: Highlight key aspects of the job, including daily tasks, long-term goals, and any unique opportunities the role offers. Use straightforward language and avoid jargon to ensure clarity.

  1. Give an Idea of the Ideal Candidate

While it’s important to describe the role, it’s equally crucial to provide an idea of the ideal candidate. This includes outlining the personal attributes, professional experiences, and specific skills that the ideal candidate should possess. By doing so, you set clear expectations and help candidates self-assess their fit for the position.

Tip: Include both essential and desirable attributes. For example, “The ideal candidate will have 5+ years of experience in project management and possess strong leadership skills. Experience in the tech industry is a plus.”

  1. Allocate Sufficient Time for the Hiring Process

Rushed hiring decisions often lead to poor outcomes. Allocate sufficient time to thoroughly review applications, conduct interviews, and assess candidates. A well-paced hiring process allows for careful consideration and ensures that you select the best possible candidate for the role.

Tip: Create a timeline for the hiring process that includes deadlines for each stage. Communicate this timeline to all stakeholders to ensure alignment and avoid unnecessary delays.

  1. Always Be on Time

Punctuality is a sign of respect and professionalism. As a hiring manager, being on time for interviews and meetings sets a positive tone for the recruitment process. It reflects well on your organization and shows candidates that you value their time and effort.

Tip: Schedule interviews and meetings with ample buffer time to account for any unexpected delays. Set reminders and alarms to ensure you stay on track.

For HR tips in video form visit our YouTube Channel, also check out our services on our website

Effective recruitment is a blend of strategic planning, clear communication, and respectful engagement. Emerald Zone, is dedicated to supporting hiring managers in implementing these best practices to attract and retain top talent. By following these guidelines, you’ll be well on your way to building a high-performing and cohesive team.

Twitter vs Threads: Differences as of now

July 12, 2023 in Business, Professionalism, technology, Upskilling
The Competition between Twitter vs Threads has dominated the digital space in the last one week so much so that many are forced to learn more about it. Twitter the 16 year old micro blogging site got recently launched Thread as a threat to it. Created by Meta, the text-based conversation app lets people compose and share those messages in real-time. While it’s obvious that Threads is still a work in progress, there are several ways in which it adapts Twitter features for Instagram users. Here are some of its differences between Twitter vs Threads

Character Limit

Threads character limit is 500, while the Twitter character limit is just 280. This means you can share longer Threads than you can Tweets.

Account Opening

To open Twitter  account you sign up independently however for Threads you either scan the QR Code or Download the app and log in with your Instagram account details.

Account Deleting

You can delete your Twitter account any time without impacting any of your other social media account, however, you can only deactivate your Threads account  independently, to delete your Threads account means deleting your Instagram Account.

Availability 

Twitter has both mobile app and web versions while Threads as of now has only Mobile app version.

Verification (Colored checkmark by account ID)

Threads already have verified accounts (blue Checkmark), yes! that is because it is a carry over from Instagram all verified accounts on Instagram are verified on Threads. For Twitter Blue verification badge is paid for, while Government accounts and established organizations get grey and gold checks respectively, note these are unpaid.

Viewing & Engaging

Twitter’s homepage allows users to view what’s trending and other topics they may be interested in. For now, the only way to explore what’s on Threads is by scrolling through the home feed. Also on Threads, for now a user has to hit enter three times to start a thread however on Twitter it’s just a click of the plus button. 

The Activity tab of the Threads app lets you see who followed you, liked your posts, your replies and your tags. You can also view your replies directly on your profile page, though you can’t see a running log of posts you liked. Twitter has a similar notifications tab, plus you can see all your past likes through the dedicated Likes tab on your profile page. This is useful for, say, saving an article you want to read at a later time.

Messaging 

The difference in messaging features  Twitter vs Threads is simple: Twitter has in-app messaging, while Threads does not. Twitter’s messaging platform lets you communicate with mutual (or any user, depending on their privacy settings) in a few ways. You can send texts, images and GIFs, and even voice messages. Messages is a simple way to share a tweet with another user, too. While you can share a Thread with someone via text, there’s currently no in-app option besides tagging them in the comment section of the post. If you want to reach out a Threads user, your best bet is to try their Instagram DMs.

We are keenly watching the space for more updates as the rivalry of Twitter vs Threads is clearly delivering more value for users, meanwhile you can read other articles here 

Effective strategies for HR Marketing

May 17, 2023 in Business, HR, Marketing, Professionalism, Upskilling
What is Human Resources (HR)  Marketing?

HR Marketing is an important aspect of Human Resource Management, that entails marketing the company as a desirable place to work, attracting the best candidates, and increasing employee engagement.

HR Marketing may be used to acquire new customers, increase customer loyalty, and create the ideal mental picture of the firm in the minds of customers. At the same time, it may be used to recruit new human resources, increase employee loyalty, retain top talent, and create the necessary mental image of the organization in the minds of the talents.

HR Marketing is based on seeing human resources as a target market that requires attention to understanding their demands in order to serve them. and put tactics in place to increase their loyalty. HR Marketing is concerned with economic considerations as well as a person’s psychological state therefore it is correct to also define HR marketing as the use of marketing to manage human resources inside a business.

Here are some of the HR marketing strategies and approaches that businesses can employ:

  • Creating a strong employer brand: Businesses can highlight their company culture, values, and mission to create a positive image that attracts top talent. Participating in career fairs, promoting employee testimonials, and displaying workplace awards and recognition are all ways to build strong employer brand.
  • Using social media platforms: Social media platforms such as LinkedIn, Instagram, and Twitter provide companies with access to a large pool of talent. Companies can use these platforms to promote employee testimonials, post job openings, and showcase their work culture. Social media also enables direct interaction with potential candidates and can help to build a positive brand image.
  • Employee referrals: Employee referrals are a powerful tool for attracting top talent. Employees are frequently the best advocates for their companies, and referrals from them are more likely to result in successful hires. Companies can encourage employees to refer others by rewarding or recognizing successful hires.
  • Providing an exceptional candidate experience: Throughout the recruitment process, companies must provide a positive candidate experience. This includes providing timely feedback, communicating clearly, and providing a positive candidate experience. A positive candidate experience can aid in the development of a positive employer brand and the attraction of more talent.
  • Increasing employee engagement: Employees who are engaged are more productive, motivated, and committed to their jobs. Companies can encourage employee engagement by creating a positive work environment, providing opportunities for professional development, and recognizing employee accomplishments. Employee engagement makes them more likely to be brand ambassadors for the company, which aids in attracting new talent.
  • Offering competitive compensation and benefits: Companies can attract and retain the best talent by offering competitive compensation and benefits. This consists of not only salary and bonuses, but also perks like time off flexibility, wellness programs, and opportunities for career advancement.

Finally, HR marketing is an important aspect of Human Resource Management. To attract and retain the best talent, businesses must develop a strong employer brand, use social media platforms, incentivize employee referrals, provide a positive candidate experience, foster employee engagement, and offer competitive compensation and benefits. Companies can create a positive brand image, attract the best talent, and retain their employees by implementing effective HR marketing strategies.

Building a good Professional ‘Self’ Esteem and Confidence

May 17, 2023 in Business, Inspiring, motivational, Upskilling

Self esteem, which has been identified as a determining factor on employees’ behavior both inside and outside the workplace and affecting performance, satisfaction, commitment, turnover, work motivation, and even civic behavior of workers, has a significant impact on many crucial results of employees (Campbell, 1990; Pierce and Gardner, 2004).

What is self-esteem? Self-esteem is a measure of how much a person values, appreciate or likes himself. In psychology, self esteem is used to describe an individuals overall personal value or self-worth. Because it affects our personal and professional relationships, decision-making, motivation levels, and general wellbeing, self-esteem plays a significant role in our lives

Importance of healthy Professional esteem in the work place

  1. A healthy level of self-esteem enables an employee to trust his/her judgement and also likely make better decision. This in turn helps to create more effective interpersonal and work relationships and hence excellence becomes an attribute of such employee.
  2. Employees with a healthy self-esteem contributes to a positive work culture. They make better colleagues and are more enjoyable to be around. They are not jealous of others’ success, rather, they celebrate and champion their team. They support those around them and everybody is happy to work together for a common goal.
  3. Those with a healthy level of self-esteem make peace with failure. They don’t crumble when things don’t work out. Rather, they recognize that failure happens, learn the lesson they can from it, and think of the next way forward.
  4. As a leader, healthy level of self-esteem enables a person to focus more positively on other people and their development to build a comfortable work environment.

Effects of low self-esteem in the work place

  1. Poor self esteem often leads to a fear of the new and unfamiliar and it can lead to unproductive work behaviors such as defensiveness, being overly compliant or rebellious.
  2. Poor self esteem (lack of confidence) often gets in the way of a good idea and leads to inactivity in the business world.
  3. Low self esteem makes us doubt our abilities and judgement and prevents us from taking calculated risks, setting ambitious goals and also working on it. People who suffer this problem often exhibits subconscious behaviors that undermine their success making them less likely to ask for or get promotions, raises and even jobs.
  4. Low self esteem can hinder employees from sharing their ideas with the teams, causing their companies to miss out on potential innovations.

How to improve professional esteem in your work place.

  1. Practice how you present yourself. People say dress the way you want to be addressed. The way you dress goes a long way to boost your confidence. This is because most people feel their best when they look their best. Your posture and Tone can also show your confidence. Sometimes, we tend to fidget or shrink both physically and with our voice when we are nervous. This behavior shows lack of confidence while further killing your self-esteem. Try to maintain a healthy posture while sitting, and speak up while talking during a meeting.
  2. Cut out negative self-talk or languages. While it may seem innocent and healthy to laugh at yourself, it hurts your confidence. Instead of putting little importance or lessening your intelligence or contributions, present your ideas and actions without questioning your worth. Rather than saying something like, “I know this idea is not good enough but let me just say it”, present yourself how an admired co worker would, without any self-depreciating humor. Take what makes you unsure, and imagine it as an advantage instead of an obstacle. Self-depreciating talks hurt your confidence and can impact how others perceive you. Don’t dwell on your weakness and focus on your strength.
  3. Challenge yourself (leave your comfort zone). A healthy self-esteem is not something that just appears. It is a gradual process. You probably wont walk into work one day and feel all your self-doubt and anxiety disappear. Instead, challenge yourself by setting goals that can help you build your confidence. For example, if you are shy and quiet during meetings, a goal you can set could be to share an idea during the session. Also, building a rapport with the people you work with can also boost your confidence.
  4. Attend professional development trainings. When you develop the skills with trainings, you rely on for your job, you can improve the way you perform your role, and this can have a positive influence in increasing your self-confidence.
  5. Focus on your strength. Focusing on your strength can help you boost your confidence because for you to do that, you need to measure your success and abilities. If you are one to always focus on your weakness, try, making a list of your strengths and abilities and a second list of your achievements. If you choose, you could always make a daily habit of reading them every morning or any time you need a confidence boost.

Most commonly used HR assessment methods

May 11, 2023 in Business, HR, Professionalism, Upskilling

Human Resources has a great deal of responsibility in a company; hence HR assessment needs deliberate and thoughtful protocols. For a business to grow, it needs to analyze what is working well in the company, and which areas require improvement, HR as a major part of the organization is no exemption.

Here are top 5 HR assessment methods.

#1: 360-degree feedback

This method requires the HR manager and assessor to collect feedback on an employee’s performance from everyone affiliated with them. The employee’s peers, reports, direct managers, and managers from other departments that the employee conferred with on a project, are all asked for their feedback on the employee’s performance, their work ethic, their deliverables, general competence, and their behavior.

The 360-degree feedback method ensures that the assessment system takes into account multiple points of view for a holistic report from in-house and remote working staff. And it is an important way to understand how an employee works within a company with the virtue of excellence. By speaking to everyone involved with a single individual, You can get insights into how they handle goals, stress, project management, and whether the person deserves to be moved into a leadership position.

✅❌ Pros and cons

The 360-degree feedback method gives the assessor a wholesome view of an employee’s abilities, not only in the professional arena but also as a yardstick for understanding interpersonal interactions. However, it can take a great deal of time and money to conduct the method, particularly if the company has a very large staff. The feedback one receives for each team will also have to be personalized to some level – the amount of physical labor produced in one department may not be comparable to another. One also needs to prioritize the areas of focus in the assessment – is it more important for employees to strive to achieve company goals or to create a collaborative environment? Weighing the analytics achieved from this method can take some trial and error but one can reach a standardized system with careful planning.

#2: Assessment center

The Assessment Centre Method takes HR assessment outside the confines of the office, often to a central location where managers, assessors, and employees can gather. In the Assessment Centre Method, individuals are asked to perform a series of tasks or are grouped together to perform tasks. Interestingly, this method was first created in the 1930s by the German army and has since been adapted for modern employment. In this method, assessors can examine very particular work-related skills that employees and applicants will need in a company by giving them exercises, conducting workshops, role-playing games, and simulations.

While this method can give HR managers a wealth of knowledge about the social and interaction skills of individuals, it does not give you any specific role-related data. Additionally, because of the competitive nature of the exercises, one may end up breeding an overly competitive environment that will overlap into company culture after the tests are complete. As a system for checking on interpersonal skills, the Assessment Centre Method has its benefits, but it should be paired with another assessment for more comprehensive results.

 ✅❌ Pros and cons 

 The Assessment Centre Method has its advantages – by taking employees out of the confinement of the workplace, one can see how they organically react to situations. However, as noted above, the competitive nature of this method can bring to the fore unhealthy behaviors – while that may be telling in and of itself, the employees then need to return to the workplace where the actions performed during this assessment may lead to resentment. This method should be carefully monitored and administered only alongside another method for the best results

#3: HR Cost accounting

Employees are a resource for businesses, just as capital and machinery are. In that sense, there needs to be an account of how much cost is going into maintaining human resources, and what kind of labor output is being gained in return. In the Human-Resource Cost Accounting Method, the HR managers are asked to look into how much is being spent on individual employees’ training, compensation, and development. HR managers then have to balance those costs against the productivity of the employees and whether the training and development programs have resulted in higher yield for the company. 

Not everything can be decided according to a money in-productivity out system, however- some employees bring more value to the company than just their labor. For example, a few employees may boost morale, others may have invaluable external contacts, and another group may show their teams how to work smart. This is a very cold and calculated way of looking at human capital, and should not be the sole assessment criteria used to determine the future of employees in companies.

 ✅❌ Pros and cons 

There is value to using the Human-Resource (Cost) Accounting Method – it does show you the kinds of gains and losses your human capital is bringing in. However, this is another method that takes time and energy – one needs to collate costs from across the company and compare it to what is being earned or lost per employee. A single error could mean the end of someone’s employment so this is not a foolproof method to rely on.

 #4: Management by Objectives (MBO)

Management by Objectives (MBO) was coined by Peter Drucker, author of several management books and well-known guru, and is one of the most popular assessment types used by HR managers. In this method, employees and managers sit together at the start of every year, or quarter, and outline goals and the processes needed to reach those goals for the next financial period. This assessment type is ideal for a collaborative environment and makes the interpersonal relationships between managers and subordinates much stronger. Setting achievable goals will motivate employees and make their work more easily measurable – such as a 10% increase in social media followers, or 15% more unique website views – and help to create more manageable monthly reports.

However, it is important to ensure that there are enough goals for an employee to be engaged and motivated, but not too many, as that will put undue pressure on the employee. This method yields strong results but fails to take in interpersonal and communication skills, so it should be paired with another method like the 360-Degree Feedback assessment.

 ✅❌ Pros and cons 

Almost all companies use the Management by Objectives (MBO) assessment method – the results are measurable and it gives employees dedicated targets to strive towards. It takes up the least amount of time for managers and HR teams and has had great results over the years. The MBO method has its advantages but it has been used by managers to give employees unreasonably high goals – almost punishing them for high achievements in the past. This should be noted and avoided as much as possible – employees shouldn’t feel afraid of achievement because they will be overburdened, as a result, in the following year.

#5: Field review

One of the more traditional assessment types is the Field Review Method. In this method, a person from the HR department shadows and assesses an employee to evaluate their working styles, effectiveness, and output. This method can be labor-intensive, especially for HR as they will need to take a significant amount of time out of their schedules to study the employee. Additionally, the HR team may not have a thorough understanding of another department’s methods or their work – this will make assessment tricky.

However, if the HR team is concerned that employees would otherwise not be getting an unbiased review from their managers or peers, the Field Review Method can be effective. This method needs to be seriously considered before implementation so that the results are as accurate as necessary.

✅❌ Pros and cons 

The Field Review Assessment method is rarely used in the modern workplace setting- with larger corporations becoming the norm, it isn’t possible for HR teams to perform this process. However, this system could have merits in smaller, controlled environments – as long as it is paired with a more thorough and efficient, as outlined above.

EXCELLENCE IS A VIRTUE

April 22, 2023 in Business, Co-Working Space, Focus, motivational, Upskilling

All through the historical past, both individuals and communities have treasured excellence. It is a characteristic that implies extraordinary talent, skill, and efficiency in a specific area. Whether it be in sporting events, works of art, academics, or any other type of field, people strive for excellence.

Excellence is not a fixed characteristic that can be attained relatively quickly. Instead, it is a never-ending quest for advancement and development. It is a mode of thought that requires a blend of expertise, sheer determination, self-control, and persistence. It’s not something that can be given to someone; quite often, it has to be achieved via perseverance and commitment.

Pursuing excellence necessitates a considerable amount of effort and diligence. Becoming satisfactory at doing something is not sufficient; one should always make an effort to achieve excellence. It entails going above and beyond one’s limits and constantly striving to make improvements. Pursuing excellence necessitates embracing challenges, risk-taking, and gaining insight through errors.

3 Key components of Excellence:

  • Discipline is an integral part of excellence. To achieve the highest standards in any field, you must be disciplined enough to practice frequently, concentrate, and away from distractions. Discipline is not a human characteristic; it is acquired through deliberate awareness and reinforcement. It necessitates the ability to effectively prioritize and manage time, establish achievable objectives, as well as hold oneself fully responsible.
  • Doggedness would be another essential component of excellence. It’s also not sufficient to have the talent or skills to excel in a specific area. One must also be resilient in the face of adversity, setbacks, and failure. Persistence is the willingness to get back up after being knocked down, to persevere when things get tough, and to never give up on one’s goals and dreams.
  • Setting high standards for oneself is also part of being exceptional. It entails striving for excellence in all aspects of one’s life rather than settling for underachievement or average performance. Lofty ambitions necessitate a dedication to lifelong learning, staying up to date on the latest trends in one’s profession, and actively seeking constructive criticism as well as feedback.

At Emerald Zone, it is a virtue we hold dearly it is one of our Core Values, and it is at the core of the services we render from our Co-working spaces to Recruitment, Sales and Marketing services.

To sum it all up, excellence is a virtue that combines talent, sheer determination, self-control, and perseverance in the face. It necessitates a dedication to constant improvement as well as a capacity to embrace difficulties and conquer barriers. The dedication to the achievement of excellence necessitates high standards, perseverance, and a keen interest in contributing to society. Whether in sporting events, the arts, academics, or any other field, it is an objective that people work hard for, and it’s an intrinsic attribute that people and communities alike value and celebrate.

Employee Engagement as a strategy in Organizational success

March 27, 2023 in Business, Professionalism

Employee engagement is a pivotal component of any successful business. Employees who are enthusiastic about what they do are more productive, innovative, and committed to their work, which leads to increased profitability and success for the company. In this article, we will describe employee engagement, why it is essential, and how organizations can improve it.

Employee engagement is defined as an employee’s emotional attachment to their organization and its goals. Employees who are fully invested in their work and willing to go above and beyond to help the company succeed are considered engaged. They are enthusiastic and motivated, and they take pride in their work. Disengaged employees, on the other hand, are those who are emotionally disconnected from their work or the organization, resulting in lower productivity and higher turnover rates.

A highly engaged workforce is a valuable resource for any company, as it aids in the improvement of performance and the achievement of strategic goals. Employees who are engaged are more likely to be productive, innovative, and dedicated to their jobs. They are also less likely to leave the company and have lower absenteeism rates. Employees who are engaged are also more likely to recommend their company as a great place to work, which can aid in attracting top talent.

Disengaged employees, on the other hand, can have a negative impact on an organization’s performance. They may be less productive, less committed, and less likely to contribute to the organization’s success. They may also be more likely to take time off work and look for work.

So, how can business owners boost employee engagement? Companies can employ a variety of strategies to increase employee engagement. To begin, it is critical to ensure that employees feel valued and appreciated. This can be accomplished through continuous feedback, reward schemes, and professional development and growth opportunities.

Second, businesses should foster a positive work environment that encourages teamwork and collaboration. Team-building exercises, regular team meetings, and social events that bring employees together outside of work can help with this.

Third, companies should give employees the opportunity to participate in decision-making processes. Employee surveys, comment cards, and weekly meetings with management to discuss concerns and ideas can all help. Some examples of activities can be found here.

To summarize, employee engagement is critical to an organization’s success, and steps should be taken to increase engagement levels. Communication, recognition, training, employee involvement, work-life balance, and leadership are all strategies that can help create an engaged workforce. By investing in employee engagement, organizations can improve productivity, innovation, customer satisfaction, and employee retention.

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