Effective people management has become more complex in our rapidly changing work environment. Global shifts – such as technological advancements, evolving employee expectations, and socio-economic changes – are reshaping how organisations manage their most valuable asset: their people. In Nigeria, these challenges are further compounded by unique local dynamics, including economic fluctuations, infrastructural constraints, and cultural diversity.
This article explores the current trends and challenges in people management, offering insights and examples from both global and Nigerian contexts.
1. The Rise of Hybrid Work Models
The COVID-19 pandemic accelerated and increased the adoption of remote and hybrid work arrangements. While these models offer flexibility, they also present challenges in maintaining team cohesion, communication, and productivity. Companies like Amazon and TikTok have implemented return-to-office mandates, leading to tensions among employees who value flexibility. A survey by Axios HQ shows that 45% of U.S. companies are back in office, while 44% maintain hybrid models. Experts emphasize the importance of tailoring policies to diverse employee needs to prevent burnout and attrition. In Nigeria, organisations face additional hurdles such as inconsistent power supply and limited internet connectivity, which can hinder remote work effectiveness. Companies must invest in infrastructure and provide support to ensure seamless hybrid work experiences.
2. Engaging a Multigenerational Workforce
Managing a workforce that spans multiple generations requires understanding and addressing varying values, communication styles, and work preferences. Generation Z employees prioritize purpose, flexibility, and well-being. Traditional authoritative leadership styles are less effective with this cohort. Leaders are encouraged to adopt empathetic approaches and provide clear, meaningful feedback. In Nigeria, younger employees often seek rapid career progression and opportunities for skill development. Organisations need to create pathways for growth and foster inclusive cultures that resonate with diverse age groups.
3. Addressing Employee Disengagement
Employee engagement is crucial for productivity and retention. However, many organisations face challenges in keeping their workforce motivated and connected. In Nigeria, factors such as low wages and limited career advancement opportunities contribute to employee dissatisfaction Gallup reports that U.S. employee engagement reached an 11-year low in 2024, with workers feeling disconnected and seeking new opportunities . Re-engaging employees requires intentional efforts to build trust and align work with personal values.. Organisations must prioritize staff welfare and create environments that support professional growth.
4. Navigating Diversity, Equity, and Inclusion (DEI)
Promoting DEI is essential for fostering innovation and reflecting societal values. However, implementing effective DEI strategies can sometimes be challenging. Organisations are advised to reaffirm core values, practice transparency, and focus on measurable outcomes to navigate the sensitive climate surrounding DEI communications. In Nigeria, managing a diverse workforce involves addressing ethnic, cultural, and religious differences. Companies should implement inclusive policies and provide training to promote understanding and collaboration among employees.
5. Leveraging Technology and Data Analytics
The integration of technology in HR processes enhances decision-making and operational efficiency. This, however, requires careful implementation and change management. People analytics enables organisations to predict workforce trends and tailor strategies accordingly. Investing in digital tools and upskilling HR professionals are key to harnessing the benefits of technology. In Nigeria, the adoption of HR technology is growing, but challenges such as limited digital literacy and infrastructure gaps persist. Organisations must provide training and support to ensure successful technology integration.
6. Fostering Employee Well-being
Employee well-being encompasses physical, mental, and emotional health, all of which impact performance and satisfaction. Companies are increasingly recognizing the importance of supporting employee well-being through flexible work arrangements, mental health resources, and wellness programmes. In Nigeria, economic pressures and societal expectations can affect employee well-being. Organisations should implement policies that promote work-life balance and provide access to support services.
The landscape of people management is evolving, presenting both challenges and opportunities for organisations worldwide. By understanding global trends and addressing local nuances, companies can develop strategies that foster engagement, inclusivity, and resilience. Embracing flexibility, leveraging technology, and prioritizing employee well-being are essential steps toward building a thriving workforce in today’s dynamic environment.
Contributed by Agolo Eugene Uzorka, a Human Resource Consultant and Content Writer.
