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Exploring the Disconnected Employee and COVID-19
About 97% of organisations are not addressing employees’ psychological stress. As global supply chains are disrupted, the International Monetary Fund (IMF) has predicted the worst Nigerian recession in 30 years.
Studies suggest, that areas most topical for Nigerian businesses are liquidity and lay-offs. Board rooms up and down the country are desperately trying to figure out how long the recovery will take and the impact on their cash flow.
However, a recent pcl. study indicates that the well-being of employees must also feature highly on the executive agenda.
From our experience, negative impacts on employee well-being can be protracted and long-lasting, often leading to a psychological disconnection between the employee and the organisation.
With a recession looming, if this disconnection is not tackled head-on, organisations will witness low employee productivity, resulting in a slower-than-expected business recovery in a COVID-19 new normal.
Most Business Continuity Plans (BCP) appeared to place a premium on the provision of hard infrastructure to guarantee business operations.
Therefore, even though 65% of organisations in Nigeria implemented work from home policies during the lockdown, 94% of employees were not provided with Working From Home (WFH) guidelines and best practices.
Nevertheless, WFH was a welcome development, as 65% of employees in Nigeria aimed to use the lockdown as an opportunity to enjoy time with family and pursue personal development objectives.
The question is, should organisations place more emphasis on developing the softer components of the recovery, in a bid to reinforce the psychological contract between the employer and employee?
Our experience suggests that such contracts are critical for developing employee well-being, a consequence of which is improved organisational performance through deeper business connectivity.
For example, despite the organisational focus on hard infrastructure, 60% of employees on average are experiencing electricity and internet challenges while working remotely.
Whilst higher than expected usage by employees was foreseeable, many organisations did not make financial provisions for the additional data that was consumed or provide power banks to cope with electricity fluctuations. This small but meaningful oversight was a common source of an anecdotal employee complaint.
The numbers suggest a broader challenge of organisations failing to align modern digital technologies to firm business commitments pertaining to personal development, continuous learning, cross-functional collaboration and innovation.
With 65% of employees aiming to pursue personal development objectives during the lockdown, merely 7% of organisations prioritised staff training during the lockdown, and only 16% of companies were open to virtual learning.
Furthermore, 64% of employees are still using WhatsApp as the primary business tool while WFH. However, along with standard cybersecurity concerns, as a tool for managing business communications and driving high performing teams, WhatsApp still has several limitations.
But, do the numbers identify a failure to use technology effectively or do they harbour a more profound concern which suggests that organisations are failing to grapple with anticipated seismic shifts in the ‘future of work’?
With the long-term possibility of business uncertainty and disruption in ways of working, technology aligned business objectives are critical for providing employees with the tools essential for empowerment, self-management and personal accountability.
A focus on employee well-being, i.e. team engagement, personal development, social support, and work motivation, is critical at the best of times.
But more so in a time of employee isolation, social distancing, home schooling, financial strain, housing and food insecurity, job anxiety and most importantly, the potential loss of family and loved ones.
Such pressures acutely align with the physiological needs identified by the psychologist Abraham Maslow in his paper “A Theory of Human Motivation”. If an employee is hungry, it will be hard to focus on anything other than food. Predictably, the brunt of the discomfort will fall on those in the medium to low-income bands. According to the National General Household Survey that was conducted in 2019; 32% of Nigerian households experienced food shortages.
This might explain why 41% of employees are admitting to low work motivation, and 75% are struggling with home confinement. Consequently, even though 51% of organisations claimed to possess senior management channels for employee engagement, going forward, we must consider the frequency and commitment to using those channels for discussing issues of well-being.
There are several early warning signs for identifying disconnected employees. Key performance indicators include increased absenteeism, increased number of sick days, lateness to the office, higher staff turnover, low employee engagement, and reduced productivity.
However, a considered approach to driving employee intimacy can shift corporate culture to ensure human capital remains a key lever for performance.
With the uncertainty and complexity of things to come, employee well-being must be front and centre of the recovery process for Nigerian organisations. 57% of employees are expecting wage cuts in the next 1-3 months, so, it would be foolhardy to infer that tough, unpopular decisions do not lie ahead.
But it is also worth noting that decisions that impact employee well-being will have socio-economic outcomes that extend far beyond the organisation and into the broader realms of society (The unintended consequence of change).
The ability of an organisation to remain connected with employees, strengthen the psychological contract and prioritise areas of well-being, are critical to ensuring superior performance and accelerated COVID-19 recovery. Not just for organisations, but the country as a whole.
By Modupe Gbadeyanka
British-born Nigerian journalist, Ms Adefemi Akinsanya, has been hired by CNN International to host its new multiplatform feature series known as Africa Inc, sponsored by Dangote Industries Limited.
Ms Akinsanya joins CNN from Arise News, where she is an International Correspondent and Anchor based in Lagos. She has previously worked at Al Jazeera, Reuters, Sky News, and TRT World.
Africa Inc will showcase how African companies are competing and thriving on the global stage, from technology and hospitality to manufacturing and entertainment.
The series positions the continent not as an emerging player, but as a growing force shaping global commerce, innovation, and consumer trends.
The half-hour show will premiere in August, with four more episodes throughout 2026 and into 2027.
Bespoke Africa Inc segments will also run bi-monthly across CNN International, with digital and social content across CNN.com.
“I’m thrilled to be joining CNN to launch Africa Inc at such an exciting time for Africa’s international story. Across the continent, we’re seeing innovation, resilience, and ambition transforming industries and creating opportunities with global impact. I’m looking forward to bringing these stories to CNN’s audience,” Ms Akinsanya commented.
Also commenting, CNN International Group Senior Vice President and Global Head of Productions, Ellana Lee, said, “We are delighted to welcome Adefemi to CNN. As Africa continues to play an increasingly influential role in the global economy, Adefemi’s impactful storytelling will ensure that Africa Inc provides insightful coverage across CNN’s TV, digital, and social platforms.”
Ms Akinsanya is a 2023 Fellow at the Nieman Foundation for Journalism at Harvard University and holds a BA in International Politics from King’s College London.
She has reported from the frontline of Russia’s invasion of Ukraine, covering the refugee crisis and the role of race in the early war evacuation effort. She has also reported on the #EndSARS anti-police brutality protests in Nigeria, the 2024 US Presidential election, and from the World Economic Forum in Davos and the 2026 G7 Summit in Évian-les-Bains.
By Modupe Gbadeyanka
Mr Abel Olumuyiwa Enitan has been appointed by President Bola Tinubu as the new Head of the Civil Service of the Federation, effective August 27, 2026.
A statement issued by the Special Adviser to the President on Information and Strategy, Mr Bayo Onanuga, on Wednesday disclosed that Mr Enitan replaces Mrs Didi Esther Walson-Jack, who will retire soon from the Federal Civil Service upon attaining the statutory retirement age of 60.
Mr Tinubu thanked Mrs Walson-Jack for her distinguished service to the nation and for the reforms, impact and innovations witnessed in the civil service during her tenure.
He also wished her a fulfilling and successful life after service and conveyed the nation’s gratitude for her years of dedicated and impactful public service.
As for Mr Enitan, the President charged him to consolidate on the reforms and innovations already underway, deepen professionalism and efficiency across the service, and build a more effective and responsive civil service.
He further urged him to lead a civil service that is professional, merit-driven, accountable, innovative, and responsive to Nigerians’ needs and aspirations.
Mr Enitan, from Osun State, is the most senior Permanent Secretary in the Federal Civil Service. He has served as Permanent Secretary for seven years and seven months, working at the Ministry of Police Affairs, the Ministry of Humanitarian Affairs, and the Office of the Vice President. He is currently the Permanent Secretary in the Federal Ministry of Education.
He brings considerable institutional experience and a deep understanding of how the Federal Civil Service works to his new responsibility.
Mr Enitan was born on December 12, 1966. He had his secondary education at Ajibode Grammar School, Ibadan and the College of Arts and Science, Ile-Ife. He later attended the University of Lagos and graduated in 1988 with a BSc in Finance and Banking. In 2015, he obtained an MSc in Public Policy Analysis from Nasarawa State University, Keffi.
By Aduragbemi Omiyale
The board of FTN Cocoa Processors Plc has appointed Mr Wale Jubril as its interim chairman following the death of the former occupier of the position, Mr S.O. Oguntimehin, in March 2026.
The appointment of Mr Jubril was decided at the company’s board meeting held in July 2026, a statement from the organisation disclosed.
He will pilot the affairs of the organisation pending the appointment of a substantive chairman, a part of the notice submitted to the Nigerian Exchange (NGX) Limited stated.
The interim chairman of FTN Cocoa is a seasoned banker, chartered stockbroker and corporate executive with over three decades of professional experience spanning banking, capital markets, finance and corporate governance.
The Ijebu-Ode, Ogun State-born financial expert holds a Bachelor’s Degree in Industrial Relations from the University of Lagos, obtained in 1988, and three Master’s Degrees from the same institution in Marketing (1993), International Law and Diplomacy (1998), and Economics (1999).
He qualified as an Authorised Dealing Clerk of the Nigerian Stock Exchange in 1992 and became a chartered stockbroker in the same year. He subsequently built a career in banking and the capital market before joining Paints and Coatings Manufacturers Nigeria Plc in 2009 as Executive Director, Finance. In that capacity, he provided leadership in financial planning, project appraisal, pricing and negotiations, particularly in relation to major oil and gas projects and engagements involving Chevron, NLNG, Total and other industry participants.
Mr Jubril also contributed to the development of the company’s financial sustainability through strategic planning, policy development, departmental restructuring and financial management, and served on the company’s Planning and Policy-Making Committee of the Board.
In 2021, he joined Float Securities Limited, where he currently serves as the chief executive. He has also served as a non-executive director of FTN Cocoa since 2015.
In recognition of his extensive experience in the private and public sectors, he was appointed an independent non-executive director of Gateway Mortgage Bank, a mortgage bank wholly owned by the Ogun State Government, in November 2022.
