Thoughts on issues that matter the most in business and management



Who is a Talent?

This is probably one of the most important questions Talent Management specialists/Human Resource professionals are required to answer and not only answer, but do so intelligently.

Dodgy and cliché responses like “it depends” will not do their organisations or profession any good. For Talent Management/HR professionals to retain their credibility, they must have a well thought through and strategic answer to this very important question.


5 Ways To Achieve Time Maximisation

There is a constant struggle to maximize your time management and the seemingly ever elusive work-life balance. Every day, the average person is overwhelmed by the enormity of assignments and tasks they have to complete within a limited time. 


Take the Guesswork Out of your People Selection Decisions

People are widely regarded as the most valuable assets in any workplace. An organisation is only as successful as the skills, competencies and capabilities of its workforce. Given that this is true, it is therefore, detrimental to leave the selection of what could make or mar the progress of your organisation to chance.


8 Reasons Why you Should Leverage Outsourcing for your Business

In today’s market environment, organisations are faced with unprecedented challenges such as economic uncertainty, intense competition, rapidly changing consumer behaviour and at times, regulatory demands.

Despite the constantly shifting competitive landscape, organisations are continually juggling their core competencies with other business functions, thereby resulting in distractions and avoidable dissipation of energy and resources that could otherwise have been channelled to more productive ventures.

However, forward-looking organisations keen on boosting their competitive advantage are leveraging outsourcing as a strategic tool to increase productivity and optimise value. This helps to narrow the focus to the core business areas, set priorities more clearly and consequently, improve organisational efficiency and productivity.

Why You Should Outsource Your Business Processes

Improved Efficiency

Outsourcing your business process to a trusted outsourcing company leads to an increase in productivity. You will be able to tap into an existing resource base without needing to make huge investments to acquire these resources on your own. By doing this, you can optimise value and mitigate risk.

Reinforced Core Competencies

With the distractions of handling certain tasks taken off, you can strengthen your core competencies by channelling your energy and resources appropriately to your major business areas.

Faster Time to Market

The importance of releasing new products ahead of your competitors in a rapidly changing market environment cannot be overemphasised. The external collaboration you access by outsourcing will speed up your product development process, from development to launch.

Leverage Built-In Expertise

You no longer need to make a huge investment in recruitment and training. A trusted outsourcing partner will have a vast pool of highly skilled professionals in various business areas. With them, you can access expertise and capabilities without breaking the bank or compromising the quality you get.

Cost Savings on Investment in Infrastructure

Your outsourcing services provider bears the responsibility of your business processes and provides the resources required for implementation thereby helping you to eliminate the need to invest in infrastructure and technology. You can significantly lower your costs by outsourcing.

A Fresh Perspective to Your Business

When you work with a credible outsourcing vendor, you benefit from a fresh perspective. They take an unbiased look at your business and offer valuable insights that you may easily miss. This different angle can help you innovate.

Get the Workforce Group Advantage

With over 13 years of documented industry and practical experience, we are the leading provider of outsourcing services. We have over the years, built clientele across all major sectors of the economy using a unique approach that enables seamless completion of projects. We understand the business terrain and have consistently demonstrated the ability to deliver positive returns to our clients’ investment. Our partners trust us to enhance business performance and optimise shareholder value.

We are everywhere you want to be. Our operations span all the states in the country thereby ensuring promptness of service delivery. Our contingent workforce of over 7000 staff across different sectors lends credence to our reputation as the preferred outsourcing services provider in Nigeria.

Let’s Create Value for You

There is no better time to rethink your operating model than now. Whether it is your back office, procurement, customer service, human resources and talent management or digital marketing, you can count on us to help transform your business. Outsourcing your business processes to Workforce Group will achieve sustainable growth for your organisation.


How to Conduct a 360 Degree Assessment

A 360 degree assessment is the process of rating an employee on direct reports, peers, the manager and sometimes the clients.

This type of assessment is not designed to eliminate or replace performance reviews. Rather, it is more personal as it focuses on the development of business and interpersonal skills.

Everyone involved is asked to speak on the employee’s professional skills and team impact.

The 360 degree assessment can be carried out in the following steps:


Leaders as Teachers -Turning Your Managers into Trainers

A success-driven manager must possess the ability to train others; it is a core skill that depicts leadership.

Naturally, managers are mentors and coaches to their subordinates who meet them to glean insights they have accumulated through their years of work experience, success stories, and even setbacks.

It is paramount to the growth of the organisation for managers to take on formal training, not just for their own sake, but to increase their impact as leaders within the organisation.

Turn your managers into skilled trainers in the following ways:

Instill Teaching Skills: Not everyone is born with the core skills for teaching. Training and workshops must be organised to instill managers’ knowledge and understanding of teaching skills such as adaptability, communication, imagination, mentoring patience, risk-taking, and teamwork. This can be done online or face-to-face by involving a higher trainer.

Let the Managers Experience First-Hand TrainingBefore putting an individual in a new system, it is advisable to let them have a first-hand experience so they can learn the ropes and have the required capabilities to fulfill expectations. Therefore, before turning a manager into a trainer, he should have gone through the process of being a trainee under a trainer; preferably a senior executive in the organisation. This will ensure that the manager encounters most, if not all of the sectors of training. It will also give him an insight into proven methods of training.

Build Mentor/Mentee Relationships: When an employee joins an organisation, he should be handed over to senior staff to begin a mentoring relationship. It is the obligation of the mentor to pass crucial knowledge about the organisation’s business and culture to the mentee; information based on experience, not research. This relationship will eventually develop into a partnership where the mentee can also impart knowledge to the mentor.

Encourage Learning and DevelopmentEncouraging the culture of learning and development determines the success of an organisation. It cannot be achieved if the employees do not have the support of their managers/leaders. E-learning is the best solution to this as it can be done at your desk during work hours without abandoning the work.

Reward the best trainersThe best trainers are undoubtedly the best managers as they have better business results and they should be rewarded with key positions in the organisation. This will encourage all members of staff to work harder and enforce teaching/training as an important skill for prospective managers.

Using your leaders as teachers and turning your managers into trainers is beneficial to every member of the workforce and the organisation as a whole.


Securing Executive Buy-In

Regardless of the level of sophistication in your L&D strategy, its alignment with your organisational goals, and the extent to which you nurture a suitable culture to drive such initiatives, in the end, it comes down to how well all of these initiatives provide an answer to the critical question your CEO would ask: “By how much have we increased revenue, and/or reduced cost as a result of your L&D initiatives?”