Odimbite Odimbite: Staff Management in Nigeria - It Really Isn't Brain Surgery

The war for good talent rages on. Good employees are becoming increasingly difficult to find yet there are abundant human resources globally. There is gross youth unemployment with hundreds of thousands underemployed. Employers of labour put a lot of effort in creating their own employee value propositions (EVP). This is a concept that captures statements, actions, rewards, recognition and other motivational points the employer hopes can attract and retain staff in their employ. Employee value proposition content varies from one employer to another in Nigeria. Industry, economic conditions, culture, vision and life cycle of an organization sometimes define the value the organization will propose to her current or future employees. The ability to develop a strong and compelling proposition that can attract the best talent to an organization is more than what and how it’s stated on paper or by the dexterity of human resources function alone.

Despite these propositions, why do organizations still lose critical staff to competition or fail to attract the right talent that can make a difference? Organizations sometimes unconsciously play the role of a training school from whom competition easily poach from. Once an employee signs on, within a few years, he is looking for another opportunity elsewhere. This is where I introduce the broader concept of employer value proposition ErVP.

For purposes of differentiation of these concepts, employee value proposition is shortened to EVP and employer value proposition is tagged ErVP.

What Is Employer Value Proposition (ErVP)?

Traditionally, organizations mandate the human resources function to come up with an EVP and hopefully, have it approved by top management after considering her organizational culture, vision, market positioning, business philosophy and human resource strategy. Once human resources are given this mandate because there is rapid attrition, high turnover or agitations from current employees, human resources may work alone or with external resource persons to develop an EVP. The mindset is to work from the organization to the employees. The interests of the organization primarily taint what can be developed. Research is coined to suit what the organization feels capable of offering or what the organization thinks employees should have in order to stay motivated, retained and hopefully attract new talents.

ErVP has a different approach. The organization begins with the employee and potential employees in mind. What is it that employees really want in an organization, especially our kind of organization? What will make current employees be fully engaged/retained and like our organization? What is it that fresh talents need in a company like our own? What will make a talent be ready to join our organization and also stay with us? This approach requires a change of mindset from organizational and human resource leaders who really want to design a value proposition that will arrest the interests and desires of any employee. This is not easy for any organization especially in Nigeria with challenging socioeconomic status. Most businesses are restrategizing to survive and crafting an ErVP wouldn't be somewhat a priority.

However, some work can be done on ErVP as a key strategy for business turnaround. Pilot research studies with existing employees could show what the organization is afraid will show up in terms of what employees see as value. Will the organization really work it out? An employer may really know what will present a real value proposition but decide to ignore it and “force” the employees to accept something else which is what traditionally happens.

True Value Proposition

A tangible value proposition should be seen from the eye of the customer- the employees- who will benefit from it. Sometimes higher management is seen as employers and not employees. Their actions and behavior portray they are custodians of organizational value system and therefore the onus of interpretation of what should be included in a value proposition lies squarely within their domain. They feel they know what the value proposition should be for the generality of employees.

Real value proposition can catch organizations napping when unveiled. No organization ever should be one hundred percent prepared when pilot results of true value propositions filter in. There will be serious areas of concern- deep surprises that the organization may never imagine could make a huge difference in attracting, retaining or motivating talent. Some of the discoveries will be shocking- minor things that had been taken for granted all the while and major things that will require changing the way the organization operates or rewards employees. Some discoveries will be down right undoable. The sheer magnitude of it will drain organizational resources and create a huge distraction but it’s good to know or find out so the organization will understand the psychology of its current and potential employees.

Articulating ErVP

A multi-billion dollar Multinational employer of choice in Nigeria wanted to fill one of her top executive roles. A potential employee was offered the job from another industry with top range pay and other perquisites. Suddenly the candidate turned down the offer that the new employer thought was so mouthwatering and irresistible that the talent would be signing up soon. On further enquiry, the candidate turned down the offer because the new job would be narrow and prospects of becoming a chief executive officer would be slim unlike his current organization.

ErVP makes a lot of sense because it helps an organization to see what really counts with employees and articulate a proposition that will meet the divergent needs of employees at their different levels. Articulating ErVP according to quick wins, major and critical values is good and the organization should completely implement to get best value once a value proposition is put together.

Conclusion

Employees really want to work and remain with an employer. Once an employee joins an organization and he’s not getting fulfilled because he doesn’t derive optimal value for his skills, he will definitely leave. Organizations have to change from employee value proposition to employer value proposition to really understand why an employee will work for her or stay with her. That discovery when properly harnessed will put smiles on faces of employees and the employer will ultimately laugh the loudest.

Odimbite Odimbite is Co-Founder, Metrodelight Foods Limited, Nigeria

 

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