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Adeniyi: Revolutionizing Employee Relations in Nigeria Customs
by Kabir Abdulsalam
“Our goal is to create a work environment where our staff feel valued, motivated, and able to contribute their best,” CGC, Bashir Adeniyi.
The above quote is an excerpt from Adeniyi’s interview with Arise TV. The Comptroller General of the Nigeria Customs Service (NSC). This quote aligns with the core principle of employee relations, which is to foster a strong and mutually beneficial relationship between employers and employees.
His call for a harmonious and just society resonates with the wisdom of ancient philosophers who pondered the foundations of such communities. Among them, the Greek thinker Aristotle, who championed the ideal of a polis (city-state) guided by virtue and flourishing, where citizens strive for excellence and contribute to the common good. This ideal finds remarkable parallels in Adeniyi’s vision for a work environment where staff feel valued, motivated, and empowered to make their best contributions.
While inspired by Aristotle’s framework, it important to note that leaders who cultivate environments that foster individual growth and excellence usually tap into the ancient concept of eudaimonia, often translated as “flourishing” or “living well.” Aristotle argued that individuals achieve their highest potential and happiness when they are part of a community that encourages virtue, excellence, and personal development.
The Customs chief emphasis to employee well-being and empowerment, recognizing that personnel thrive and contribute more when they feel valued and have opportunities to grow.
Just as Aristotle believed that a virtuous society is built on the virtues of its citizens, a successful workplace is built on the well-being and contributions of its employees.
To draw inspiration from Aristotle’s ethical framework on fostering an environment where individuals feel valued and motivated, this not only benefits the employees but also contributes to the overall success and effectiveness of the organization. However, when employees feel empowered to contribute their best, the organization as a whole flourishes.
This connection between Adeniyi’s quote and ancient philosophy, particularly Aristotle’s ideas on flourishing and virtue, highlights the timeless wisdom that emphasizes the importance of creating environments that enable individuals to reach their full potential.
Such environments, whether in a broader societal context or within the confines of an organizational setting, ultimately lead to a more prosperous, fulfilling, and just society.
This principle echoes across both the grand stage of a nation and the microcosm of an organization, reminding us that the seeds of a harmonious and flourishing community can be sown in even the most seemingly ordinary places.
Adeniyi’s commitment shines through in his efforts to build a positive and productive work environment for personnel of the NCS. It’s not just about creating a pleasant workplace, but about actively nurturing a culture where employees feel valued, motivated, and empowered to contribute their best efforts.
Employee relations is about reinforcing the ties between the employer and employees and making the company a better place to work.
As rightly put by Forbes Advisory in one of it’s articles, “is a way of building positive relationships and interactions among employers and employees, and at a broader level, it helps foster a sense of community within an organization.”
However, the need for improved communication wasn’t just a general trend. In the business world, organizations are increasingly adopting strategic internal communication to foster employee engagement. The Nigeria Customs Service (NCS) provides a compelling case study of successful implementation under the leadership of CGC Adeniyi.
Historically, the NCS faced challenges in these areas, with reports of low morale, communication gaps, and disciplinary issues hindering optimal performance.
Adeniyi’s focus on officer’s well-being contrasts with some aspects of the previous administration’s approach to welfare. His initiatives, take-home pay or in the life of the average officers aim to address concerns about NSC.
Why are employee relations important?
Renowned academic, Abhijit Naskar states in his book, “Ingan Impossible: Handbook of Hatebusting,” that “an employee wronged is a company wronged.” said, strong employee relations are crucial, fostering trust between an organization and its workforce. When employees feel valued and respected for their contributions, they’re more likely to dedicate themselves, work hard, and remain loyal.
The negative impacts of poor employee relations on business performance include higher absenteeism and turnover. HR Acuity, a human resources report, estimates that it takes 45 days for new employees to acclimate, making high turnover costly and productivity-reducing.
However, since his appointment, Adeniyi’s leadership signals a new era for the NCS. He has prioritized efficiency, transparency, and modernization, recognizing the importance of a satisfied and engaged workforce.
He implemented key initiatives to transform employee relations, including shifting communication strategies towards transparency and engagement. Regular town hall meetings, an internal newsletter (an in-house publication), and open-door policies provide effective communication channels between leadership and staff.
These initiatives directly address earlier challenges, fostering a sense of community, open dialogue, and ultimately leading to a more motivated and engaged workforce.
The CGC’s commitment to transparent communication was evident in his statement during the International Customs Day Celebration at the Customs Training College, Ikeja, Lagos, where he highlighted the importance of engaging traditional and new partners. The theme ‘Customs, Engaging Traditional and New Partners with a Purpose’ aligns with the service’s core objectives, emphasizing consolidation, innovation, and collaboration.
The introduction of e-newsletters further showcases the commitment to transparent communication. These newsletters provide dynamic updates on the service’s activities, spotlighting successful operations and acknowledging the efforts of dedicated personnel.
In the 8th edition of the publication for instance, featured the Comptroller’s intention to carry out projects through international collaborations, engagement with the WCO, exploration of AI-driven solutions, and strategic discussions, showcasing a pioneering spirit within the NCS.
Employee Recognition and Rewards
Bashir Adeniyi’s emphasis on acknowledging exceptional performance and commitment has been a catalyst for boosting morale and motivation within the Service. The introduction of special promotions for fourteen officers in recognition of their outstanding performance exemplifies this commitment.
During the announcement of these promotions, the CG stated, “While some of you received regular promotions today, there are others who earned special promotions due to their exceptional performance and commitment to promoting the Service.”
This recognition, coupled with the assurance of continued acknowledgment and rewards by the Management Team, solidifies Adeniyi’s commitment to fostering a culture of excellence within the NCS.
Training and Development:
Investments in training programs have been a cornerstone of Adeniyi’s approach to transforming the Nigeria Customs Service. During the inauguration of courses at the Nigeria Customs Command and Staff College (NCCSC) in Gwagwalada, the Comptroller General tasked the participants to utilize the opportunity to add value to their careers in the service.
He also disclosed the service plan to integrate with prestigious Nigerian Universities for postgraduate degrees at the end of the courses which reflects a forward-thinking approach to professional growth.
Adeniyi also encouraged participants to generate new ideas and innovations which reflects his vision for driving the service’s transformation through a skilled and knowledgeable workforce.
The CG remarked, “I encourage you to make positive impacts and view your facilitators as role models, aspiring to become like them in the future. I also urge trainers to provide a listening ear in assisting and guiding you on your studies and welfare issues. Acquire knowledge to propel the Service forward.”
Additionally, this comprehensive approach to employee well-being extends to his ongoing efforts in advocating for technological advancements to enhance Service activities. One example is a recent workshop on geospatial techniques, showcasing Adeniyi’s commitment to enhancing the skills and capabilities of NCS personnel.
Grievance Resolution:
Streamlining mechanisms for the timely and fair resolution of employee concerns has been a crucial aspect of Adeniyi’s efforts. He has effectively managed grievance redressal processes to promote trust and mutual respect within the NCS.
Similarly, this commitment was reiterated during his address to retired Management Team members, where he assured them of comprehensive measures to elevate their welfare. Adeniyi’s pledge to integrate retirees into the NCS’s healthcare programs while also promise to embark on dedicated Pension Scheme to address concerns and building a supportive work environment.
Focus on Staff Welfare:
Adeniyi’s commitment to staff well-being goes beyond rhetoric, just like the concrete measures to improve healthcare benefits, housing allowances, and recreational facilities.
In December last year, the service entered a deal with the Cooperative Mortgage Bank, CMB, to build 1, 009 housing units for officers and men of the service.
The partnerships is to construct housing units nationwide serve as testament to Adeniyi’s dedication to providing a conducive and comfortable environment for NCS officers.
According to a statement by the NSC spokesman, Abdullah Maiwada, the CGC said, “The Service is providing temporary relief through staff quarters, but concerns persist regarding retirement and subsequent vacation from these quarters.
“To establish a sustainable housing solution, a strategic partnership has been formed with the Cooperative Mortgage Bank (CMB). This collaboration aims to construct 5, 009 Housing Units nationwide, providing a stable foundation for Officers and empowering them to invest in their families and futures, ultimately enhancing their effectiveness in serving the nation.”
The CGC’s acknowledgment of the scheme’s impact on boosting officers’ work morale, efficiency, and effectiveness further highlights the tangible benefits derived from prioritizing staff welfare.
Impact of the Improvements:
The initiatives implemented under Adeniyi’s leadership have yielded substantial positive results, not only in terms of employee morale but also in the overall performance and revenue generation of the Nigeria Customs Service.
Reports indicate a significant rise in employee morale and satisfaction since Adeniyi’s appointment. This boost in morale has translated into impressive revenue generation for the NCS. According to the CGC, there was a 21.4 percent increase in revenue compared to the preceding year, reaching N3.684 trillion, exceeding the set revenue target.
Enhanced Engagement and Efficiency:
Adeniyi’s leadership style has fostered increased engagement and efficiency within the NCS, through both concrete achievements and improved employee morale. Several commands, like Ogun 1 Area Command, have seen successful seizures and revenue generation, showcasing the positive impact of improved customs operations.
Participation in training programs and internal events has demonstrably increased, reflecting the success of Adeniyi’s initiatives. The inaugural Regimental Dinner, celebrating officers’ dedication, exemplifies his efforts to foster a positive and inclusive work environment.
This event, initiated by Adeniyi, aimed to balance official and social interactions, allowing officers to interact and build connections.
Boosted Performance:
Adeniyi’s leadership has translated into tangible improvements in service delivery, exceeding revenue collection targets. He noted a significant shift in the latter half of 2023, with the NCS exceeding monthly revenue targets by 6.71% for the first time.
This sustained performance shift is a testament to the positive impact of his initiatives on both performance and motivation. It demonstrates that a well-engaged workforce is not only satisfied but also committed to achieving organizational goals.
Challenges and Future Outlook:
While significant progress has been made, challenges remain, particularly in streamlining processes and ensuring equitable resource allocation. However, Adeniyi’s vision for the future is clear: to build an NCS where employees feel valued, empowered, and invested in the organization’s success. His commitment to employee well-being is evident in initiatives like salary reviews, allowances, and career progression programs.
With a focus on continuous improvement and growth, the NCS is well-positioned to address remaining challenges and build a more effective and engaged workforce.
Bashir Adeniyi’s leadership has ushered in a transformative era for employee relations in Service. His comprehensive approach, has cultivated a more engaged and productive workforce.
The tangible impacts of these initiatives, such as heightened morale, increased revenue, and notable achievements in anti-smuggling efforts, reflects the effectiveness of Adeniyi’s strategies.
As he continues to guide the NCS forward, the organization’s future in terms of employee relations appears promising, paving the way for a customs service that is not only efficient but also values and empowers its personnel. Bashir Adeniyi’s leadership stands as a beacon of positive change in the customs operations.
