We Need Companies in Nigeria. Reforming Workplace Culture in Nigeria: The Urgent Need for Change
Dear readers,

Have you ever wondered if there are companies abroad where staff are shouted at and insulted by their bosses? Do notorious bosses exist in tech giants like Apple, Google, or Accenture, who abuse and use negative remarks on their employees? Hello, Fortune companies, is it appropriate for startup owners or founders to mistreat people working in the same office?

I've written a series of articles on why we need companies in Nigeria, and it's clear that we can't continue like this. The way some team leads, sales operations managers, and leaders treat their employees is becoming increasingly worrisome. How much are you paying your workers if you're willing to jeopardize their mental health?

Having the financial resources to establish a business is not enough, nor is having systems and tech tools. These factors alone don't qualify you to be a founder. Having a system in place doesn't mean you understand the intricacies of its functioning. A system can be a computer, but in the study of organization, a system is an entity or a company. Our society is a system, and so is a school. Within every system, there are subsystems.

We've witnessed a surge in founders establishing and owning businesses in Nigeria. However, it's crucial to differentiate between a business and an organization. The definition of an organization is powerful and should not be taken lightly.

Only in Nigeria will you find bosses who display arrogance, thinking they're doing their workers a favor. This behavior is even more pronounced among Nigerians who have lived abroad. Rather than treating employees as partners, they subject them to verbal abuse. Our government has exposed us to the public as if our workers have no value. Maltreating people abroad doesn't go unpunished.

Who came up with the idea of one-sided video interviews? If you need to interview a candidate, it's only fair to show your face as a recruiter instead of expecting the applicant to be on camera while you hide. We need to respect each other's privacy, and for security reasons, the video should be on or off for both parties.

Remote work demands trust, which fosters teamwork. If you can't trust your staff, remote work may not be suitable for you. In Nigeria, some employers lack trust in their staff, resorting to invasive monitoring tools without employees' consent, which breaches their privacy.

To all human resource professionals, stop copy-pasting offer letters and ensure you adhere to every clause within them. The concepts of gross and net pay should be well-explained, including all deductions. Employees have the right to know where their deductions are going—towards your pocket, the company's funds, or a government agency. Some companies deduct pensions without remittance.

It's essential to understand that organization is a field of study and a discipline for professionals. Many experts have dedicated their careers to researching organization and management. If you don't comprehend these principles, you'll mishandle your workforce, treating them as though they don't matter.

Business leaders lacking people management skills can create a toxic work environment. Some business owners believe Nigerian workers should be treated poorly because of the country's challenges. They pay low salaries and expect employees to accept it, thinking they have no better options. Nigerian employees need to step up their game and not settle for less.

Many expatriates come to Nigeria and exploit workers, taking advantage of the lack of regulations. Employees are afraid of losing their jobs and consider the cost of living, bills, and loans despite their low salaries. Employers delay salaries and terminate contracts arbitrarily, threatening legal action if employees attempt to resign. They use departmental heads and informal groups to monitor staff inside and outside of work.

Before accepting any job offer, research the company thoroughly. Look for reviews on platforms like LinkedIn to get a sense of the company's reputation. Don't work for people with inferiority complexes. Surround yourself with those who elevate you and have love for one another. A high salary means little if you're miserable under a bad boss and company.

How can you tell if there's love in a company? Open communication, willingness to help each other, a win-win atmosphere, and respect for employees' mental health are clear indicators. In a good system, people have time for themselves.

Nigerian workers should stop being desperate for jobs. Just because jobs are scarce doesn't mean you should accept mistreatment. Your self-esteem reflects how you see yourself, regardless of the country's challenges. The long-term cost of enduring mistreatment in the workplace far outweighs your salary.

We need companies in Nigeria, and the government should be involved in regulating private sector affairs, especially in how they treat workers. It's not enough for the government to focus solely on public institutions and tax collection; it should ensure

We Need Companies in Nigeria. Reforming Workplace Culture in Nigeria: The Urgent Need for Change
https://www.linkedin.com/pulse/we-need-companies-nigeria-reforming-workplace-culture-ajala-abiodun?utm_source=share&utm_medium=member_android&utm_campaign=share_via