In our community, we are known for the “Naija Spirit”—the hustle, the resilience, and the ability to work twice as hard to get ahead. But as many of us move into leadership roles within UK firms or launch our own businesses, we are realizing that strong work ethic isn’t just about suffering.
If you’re managing a team in London, Manchester, or anywhere in the UK, here’s how to move from “Presenteeism” to actual “Productivity.”
1. Shift the Focus: From “Face-Time” to Value
In some traditional settings, if the boss doesn’t see you at your desk until late, they think you aren’t working. In the UK’s hybrid work culture, this leads to presenteeism—being there physically but mentally checked out.
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The Trap: Thinking more hours always equals better work ethics.
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The Reality: Humans aren’t machines; longer hours often lead to lower output and burnout.
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The Tip: Focus on quality. Judge your team by their delivered results, not by how many hours they stay green on Teams or Slack.
2. Lead with Empathy, Not Just “Oga” Standards
Naija UK managers lead diverse teams. We must move away from arbitrary standards that don’t account for real life.
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Be Flexible: A person with a strong work ethic might still be late due to childcare or personal emergencies.
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Avoid Bias: Don’t assume a team member lacks commitment because they have neurological differences (like ADHD) or specific caregiving duties.
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The Comparison: Think of work like fitness. A balanced routine includes days for rest and recovery so you have the fuel to excel when it’s time to perform.
3. Kill the Silence: Promote Active Initiative
A toxic work ethic develops when communication is one-way. If your team is too afraid to speak up, they will stop taking initiative.
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Red Flags: Watch out for lack of communication, skipping meetings without notice, or failing to give input during planning.
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The Solution: Build a team that is accountable and proactive. Encourage them to solve problems before they reach your desk. A team that supports each other with constructive feedback is a team that wins.
4. Watch for Burnout (It’s not just “laziness”)
Low morale is often mistaken for a poor work ethic, but in the UK’s high-pressure environment, it’s usually an indicator of burnout.
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The One-on-One: If you notice a team member slacking or showing resentment, don’t jump to discipline. Meet with them privately to understand if their needs are going unmet.
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Sustainable Habits: Balance “hard-working” behaviors with sustainable ones to ensure your best people stay for the long term.
5. Celebrate the Wins (Don’t be stingy with praise)
In our culture, sometimes we think “if I praise them too much, they will get proud.” In the UK corporate world, recognition is a primary driver of success.
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Recognition is Key: Recognition plays a massive role in a person’s success and engagement at their job.
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Create a Growth Path: People work harder when they see a clear path to the next level. Prioritize opportunities for learning and career development.
Bottom Line: As a leader, it is your responsibility to create a team with a strong work ethic by providing a supportive culture that rewards effort and encourages autonomy.
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