UNVOICED PERSPECTIVE: BREAK OR BUILD WITH WORDS
“Remember not only to say the right thing in the right place, but far more difficult still, to leave unsaid the wrong thing at the tempting moment.”- Benjamin Franklin
An unknown tool instrumental to the growth of a business, which most employers and employees fail to recognise, is spoken words. Many times, the words we speak might seem inconsequential to us to the point we fail to pay attention to what we say. We frequently underestimate the power of our words both to ourselves and to our colleagues at work.
In some corporate firms, a boss or senior staff uses the name-calling approach towards a junior staff to address an offense or a mistake. In addition, colleagues exchange hurtful words. “You must be blind not to have seen this mistake!” “Only idiots make lame moves like this,” “fool, leave my office”, there are endless examples that could be cited to show the unpleasant attitude displayed in the workplace. All these are termed ways of expressing oneself, in the process ignoring the other person’s feelings.
Some people brag about being vocal and therefore believe they have the right to lash out irrespective of who is involved. Never does it cross their minds to examine the weight of their words and the aftermath. In the end, there are a lot of many bruised emotions and disconnected people in the work environment.
When people are disconnected, there is a nosedive in productivity. It is important to note that words can either make or mar and even destroy professional relationships. No client would appreciate having abusive workers execute their job. This makes the work toxic and less efficient.
The opening quote made by one of the founding fathers of America, Benjamin Franklin, explicitly suggest how best to speak at every point in time regardless of how we feel. Benjamin Franklin obviously must have worked with all types of people with different characters. Yet in the midst of them, he learned a better way to handle human relationship. This is what we often refer as emotional intelligence.
Unlike Franklin, in our present time, many leaders of organisations have not quite understood how to relate excellently which has been a major flaw on their part. Knowing that the words you say to your team could either encourage or discourage them, more of them may become cautious with their choice of words.
Employees are not exempted. They too must learn to control their words and speak right. The organisation functions better when everyone has a knowledge of what is acceptable and what is not. Proper communication between people within the workspace should be included as part of the work ethics of any organisation. This way everyone shares the responsibility of building the company.
Written by Jennifer Chioma Amadi
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- Published in Team
EMPLOYEE INSIGHT: “WORKING HAS TAUGHT ME HOW IMPORTANT IT IS TO PLAN FOR THE FUTURE,” – RACHAEL
The financial management world is a broad and tasking one where concentration and discipline are the key to unlocking success as a practitioner. Handling of finances, no matter how small especially in the area of loans, is probably one of the most risky jobs. Despite the risk involved, more persons continue to find their footing in that line of career. Let us peek into the work life of Ahayedo Rachael Osarugue, a Credit Officer.
Rachael summarises her job description simply, “I give out loans and also help people save.” This may sound simple but certainly entails a great deal of financial expertise in order to deal with the different financial situations of clients.
CAREER IMPACT
From her educational background, Rachael was lucky to have had a little foundation in her chosen career, “I studied business administration in school and right now I’m presently managing my branch though my career is based more on accounting now.”
Racheal has gleaned some vital life lessons during the course of work, she stated the sense of responsibility it has given her and her ability to adequately make futuristic plans.
“Working has really made me understand what my parents went through to settle my needs while I was much younger. It has also taught me how important it is to plan for the future as working is not forever.”
From her experience, Rachael concluded, “there is no good or bad client.” With this non-judgmental attitude towards her clients, she continues to keep an open mind about her job. This way she ensures all clients are served without any bias or disrespect.
Notwithstanding her open mindedness, Racheal acknowledged a major disadvantage that more often than not causes a setback in the organisation. “It’s possible you give out loans and you don’t get a payback or your payback is delayed,” she said.
The first step to solving a problem is to first identify it. After Rachael identified what challenged her most, she ensured it never hinders her from executing her job excellently. “I’m not too good with computers so I have to go extra length to do a perfect job,” she admitted.
Unlike most employees whose reason for having other opportunities asides their main job is basically to make more money. However, Rachael, driven by her passion for teaching, added it as a side hustle. She rightly stated, “I teach sometimes because I enjoy it.”
Based on her work experience so far, Rachael specifically advised those that would like to venture into the same career, “just don’t trust any client, not even the one that seems best at the moment.”
From the lessons Ahayedo Rachael Osarugue has shared with us, you can tell the work of a credit officers isn’t easy but with the right attitude, one can continuously improve and become better.
Written by Jennifer Chioma Amadi
Have you always wanted to build a team? We can scout the best people for you. Send us an email at we care@mapemond.com. Remember NO TEAM, NO BRAND…
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- Published in Team
UNVOICED PERSPECTIVE: THE DANGER OF NEPOTISM
The effects of nepotism on the growth of a business can never be overemphasized. Actually, it has been a clog on the wheel of most businesses. It is painful and discouraging when a loyal employee, due for promotion, is relegated in favour of another who is not qualified for that particular position but is accepted because he or she is the Boss’s relative.
Unfortunately, most business owners are not aware of the far-reaching consequences nepotism has on their business growth. Indirectly, this scenario encourages what we call ‘eye-service’ in the workplace. Every employee wants to be in ‘Oga’s good books’ by behaving a certain way in his presence – to get his favour – and in his absence, act in a certain way which on the long run affects the business negatively. They do this not because they hate the organization but because of the insecurity they feel with regards to their being promoted based on their efforts in growing the business and not the bias that comes from their Boss’s nepotistic tendencies.
Nepotism affects employee’s psychology making them feel that since they don’t stand a chance of being promoted or their efforts being recognized, they shouldn’t bother working hard or putting in their best; having it at the back of their minds that their Boss’s relative will always be preferred over them. Over time, employees’ passion for the job declines and everyone tends towards ‘eye-servicing’ because they feel that no matter how good they are and what values they have added to the company, their efforts will go unrecognized.
When employees do not give their best to the organization, it negatively affects the quality of the service rendered and in time, customers complaints starts soaring and subsequently a withdrawal in patronage occurs and this causes the business revenue to decline because income is generated when money is exchanged for products or services offered by the business to their customers. When there are no customers or a few customers, you know what that implies.
In addition, most business owners should take the bull by the horn to put an end to this workplace mayhem since this problem largely stems from them. Employees love to work in an environment where their career advancement prospects is certain against an atmosphere that stifles their potentials. As much as we love our relatives, if they aren’t best fit for a position and you have a loyal staff who is due for that position, why not allow him or her occupy that position?
Although we have looked at nepotism as it concerns promotions, it also plays out in other areas at the workplace like when taking disciplinary action to staff for unruly behavior. Everyone should be subject to same rules and principles, and not selective administration of penalties.
Written by Rejoice Emmanuel
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