6 steps to improve staff productivity in the last quarter of 2022

6 Steps to Improve Staff Productivity In this last Quarter of 2022

The success of a team’ productivity is influenced by the culture of the squad!

A formidable team culture gives your staff a sense of belonging, and direction. Higher engagements and retentions result from this common goal.

Why is workplace team culture important?

How your organization runs business, is determined by your team culture and shared values.

The culture of a team has a significant impact on its productivity. At Prime KBS Institute Limited (PKBSIL), our conducted studies have produced criteria’s that can help in developing a winning team culture, unique to different companies. These criterions include.

  • By selecting the best candidates
  • Collaborating with trustworthy clients
  • Forming profitable business alliances

All these affects your connections both inside and outside of the organization.

To know more about what team culture is – read more

Are you wondering how beneficial this will be to your company?

Incredibly so.

Creating an effective team culture for your business has the following business advantages:

  1. Employees who are more involved provide greater results and are frequently more effective and productive.
  2. Reduced Turnover: Staff who are engaged are less inclined to look for other employment, which lowers the costs associated with hiring new employees.
  3. Collaboration improves because of a culture of teamwork; this invariably gives employees opportunities to interact and collaborate on solving issues.
  4. Improve Employee Retention:  77 percent of businesses put a special emphasis on the employee experience. According to 38% of talent professionals, developing an inspirational team culture is an amazing area for growth for businesses.
  5. Increased productivity: Workers who care about the organization, its culture, and its mission are frequently more productive, enabling you to manage more work without recruiting additional staff. An inspired employee can sometimes be 125 percent more productive than one who is merely pleased, claims some studies.
  6. Opportunities for innovation exist because productive, cooperative employees frequently generate and implement innovative ideas. Your team and your company will advance thanks to this kind of innovation.

Different team cultures will yield different outcomes. Depending on what matters most to your business.

Prime KBS Institute is an organization, which has consistently assisted different organizations in figuring out which team culture best suits them.

Click link to read more


Nigeria, other African countries are approaching the Pbps era as Internet bandwidth capacity increases to 44%.

In the previous four years, international Internet bandwidth capacity in Nigeria and other regions of Africa has grown at a compound annual growth rate of 44%.

The growth rate between 2018 and 2022 has been regarded as rapid, with Asia sitting next to Africa, expanding at a 35% compound annual rate of 35% during the same period.

TeleGeography, a global telecommunications market research and consulting firm, revealed this in its latest Global Internet Geography research, which tracks the continued return to ‘normal’ from the pandemic-generated bump of 2020, and noted that, COVID bump aside, the pace of growth has been slowing on a global scale.

According to the study, global Internet bandwidth would increase by 28% in 2022, reaching 997 Tbps with a four-year CAGR of 29%.

According to TeleGeography, the Petabyte per second (Pbps) era will begin soon. It emphasized that, despite the slower rate of increase, worldwide Internet bandwidth has nearly tripled since 2018.

It indicated that the rise in international Internet bandwidth and traffic remained similar, with average and peak international Internet traffic increasing at a compound annual rate of 30% between 2018 and 2022, just slightly higher than the CAGR in bandwidth of 29% during the same time.

According to TeleGeography, after the COVID-19 traffic surge in 2020, a global return to more regular usage patterns resulted in a reduction in average and peak utilisation rates. It stated that average traffic growth fell from 47% in 2019-2020 to 29% in 2021-2022, while peak traffic growth fell from 46% to 28% within the same time period.

“After a stormy 2020 – with pandemic-induced volume surges and shifts in Internet traffic patterns – network operators are back to adding bandwidth and engineering their traffic in a more methodical manner,” stated TeleGeography Senior Research Manager Paul Brodsky. According to hard survey data acquired from dozens of regional and global network operators around the world, the COVID-related increase in Internet traffic and capacity was a one-time occurrence.”

According to TeleGeography, several global networks have begun to revert to more normal post-pandemic utilization rates.

In both 2021 and 2022, global average and peak utilisation rates were nearly unchanged from the previous year, at 26% and 45%, respectively.

In terms of pricing, the study found that providers’ transition to 100 Gbps Internet backbones continues to lower the average cost of transporting traffic. From Q2 2019 to Q2 2022, 10 GigE prices declined 16% compounded yearly across seven major global hub locations, while 100 GigE port prices fell 25%.

It stated that the combination of new Internet-enabled gadgets, increased broadband penetration in developing markets, higher broadband access rates, and bandwidth-intensive apps will continue to fuel substantial Internet traffic growth.

While end-user traffic requirements will continue to climb, TeleGeography believes that not all of this demand will transfer directly into the need for new long-haul capacity.

According to the analysis, a number of factors will influence how the global Internet evolves in the next years. These include the Post-COVID-19 growth trajectory, according to it. It noted that preliminary evidence suggests that the pandemic’s spike in bandwidth and traffic growth in 2020 was a one-time event and that the world has largely returned to more traditional rates of growth, emphasizing that operators indicated they no longer see the pandemic causing upward adjustments to their demand forecasts.

The paper also addressed the problem of bypassing the public Internet. It stated that the top content providers have long operated huge networks, emphasizing that these corporations are experiencing faster growth than Internet backbones and are expanding into new locations.

Many other organizations, including cloud service providers, CDNs, and even some data center owners, are constructing their own private backbones that circumvent the public Internet, according to the report. “As a result, these networks may carry a growing amount of international traffic,” it said.


Buhari applauds regulators for stabilizing the banking sector.

President Muhammadu Buhari has stated that the global economic headwinds caused by the COVID-19 pandemic and Russia’s invasion of Ukraine may have destabilized the Nigerian financial system but for the inventiveness of the sector’s regulators.

Speaking yesterday in Abuja at the 15th annual banking and finance conference of the Chartered Institute of Bankers of Nigeria (CIBN), Buhari praised the Governor of the Central Bank of Nigeria (CBN), Godwin Emefiele, the Nigeria Deposit Insurance Corporation (NDIC), the Security and Exchange Commission (SEC), the National Insurance Commission, and other key stakeholders for their hard work in ensuring the country’s financial system’s stability.

Mrs Zainab Ahmed, Minister of Finance, Budget, and National Planning, represented the President, who assured the entire banking and finance community that the government would continue to support the industry in all appropriate ways to ensure the sector continues to deliver on its mandates while creating value innovation for its customers.

Buhari stated that what Nigerians urgently require is a Nigeria of the future that leverages its strengths, competencies, and cultural diversity to address the challenges that plague its people, ranging from climate change to pandemics and insecurity, and that the “government will continue to formulate and implement policies aimed at promoting self-sufficiency in critical areas such as energy, agriculture, health, and technologies.”

Buhari also stated that throughout the last seven years, his administration has supported the repositioning of the Nigerian economy within an evolving Glocal (global and local) environment through numerous initiatives.

He cited initiatives such as the government’s support for Nigeria’s creative industry, indigenous small and medium-sized businesses, and the agricultural sector, which have increased the capacity of indigenous enterprises to compete with counterparts from other countries, while reiterating that current efforts would be sustained and expanded to more sectors of the economy.

Farouk Gumel, Chairman of Union Bank, who delivered the keynote address, advocated for banks to have a stronger physical presence in rural areas, saying, “there has been a lot of talk about closing branches in rural areas and being more efficient, but I think what is needed at this time is re-branching of banks into smaller entities such as rural branches that are targeted at meeting the banking needs of rural dwellers.” We no longer want large branches, but rather smaller and smarter branches whose goal will be to provide financial services adapted to the needs of rural people, the majority of whom are farmers.”

Gumel emphasized that great progress has been achieved in the last six years to bring banking to rural communities.

“In recent decades, the discussions have centered on food, agriculture, farmers, and the fintech sub-sector. I believe that there has been a lot of awareness, which has resulted in a lot of interest and investment. People talk about revolution all the time, but I believe it is more of an evolution. It is tough to change people’s attitudes overnight. Changing behaviors requires time and effort. While a result, expectations must be moderated as we work our way to our desired destination.”

Ken Opara, the Institute’s President/Chairman of the Council, stated that innovation is bringing forth new ways of doing things that are transforming the landscape of the financial services business more than ever before.

“As a result of the dynamics,” he continued, “the financial services sector will need to respond to this transition considerably faster.” Services, goods, and technical advancements that were novel and valuable yesterday will be obsolete today. It is a reality that the financial services industry has changed faster in the previous few years than at any other period in history.”

He stated that, as the world evolves, the financial services industry will need to explore innovation and reorganize its operations in order to succeed in the future.

Team Culture - Winning Team

How to Build and Maintain Winning Team Cultures

Amazing team cultures you read about at businesses such as Google and Apple, are often built on the following


The success of a team is heavily influenced by the culture of the squad. How to create a winning team culture is a topic of research at Prime KBS Institute Limited.

What comes to mind when you consider the type of business you’d like to work for?

Probably free lunches and flexible work hours may be the types of benefits that come to mind first,

but dig a little deeper.

What aspects of your job makes you feel satisfied and accomplished?

The good news is that as a company leader, you can create the ideal team environment in your business.

Before we dive in,

Let’s understand what team culture is…

Team culture is a way of working together that is founded on common attitudes, values, and beliefs. It draws attention to a company’s most crucial aspects and has an effect on every aspect of your business.

A company’s culture of teamwork can make or break it. While a bad or poisonous team culture, results in high turnover and other unhealthy issues. A healthy team tradition promotes collaboration and inspires personnel.

At the moment, 43% of workers are looking for a supportive team environment. Indeed, for these job seekers, it ranks highly.

Why you should have good team cultures before your next recruits…. Read more

Executives believe that a firm’s employees contribute 72% of its value, so it makes sense to consider how you can foster a business culture that everyone wants to be a part of.

how did i get it wrong (1)

When Should I Expect Results From New Employees?

As an employer or recruiter, you may occasionally feel that hiring new employees who aren’t performing as planned was a mistake. Then you wonder…

How did I get it wrong?

You ask yourself, when should I expect result from a new employee?

You definitely don’t want to go through the employment and recruitment process again.

A gap between a candidate’s appearance during the interview process, and their genuine selves once they join the team, is something that almost all of the leaders we’ve spoken to over the years claim they’ve encountered.

We created an easy four-step exam to assist you.

The next time you employ new talent, learn how to use it.

1. First, determine whether the team is a good fit.

We, at Prime KBS Institute, can help you do some research, and you’ll quickly learn that the very first factor in figuring out whether a new employee will be successful in your company, is how they get along with and cooperate with your current employees.

Ideally, your hiring procedure identifies a new employee who is a natural fit for your organization’s culture and team dynamics. But don’t just hire them and tick the “excellent fit” box.

Remember to keep an eye out to see whether the person actually fits with the team, or if they are an outsider once they are in the office. They need to perform admirably in that capacity and offer the team fresh perspectives and concepts.

But exercise patience.

Everyone needs a few weeks to settle in and feel like a part of the team, especially introverts. Assure your new employee from day one that they are valued and appreciated. Their chances of success will increase and their anxiousness will decrease.

2. Pay attention to 45.

Are you aware that within the first 45 days of employment, up to 20% of employees can leave?

Most employees start looking for new opportunities as soon as they begin to feel uneasy. It’s important to follow up with a new employee frequently within the first 45 days. You’ve done some things well if, after that time, they look comfortable being a part of your team. They’re settling in well if they don’t hesitate to ask questions and reach out to peers and mentors.

However, if they are still having trouble understanding the business viewpoint, the industry expertise, or the company policies they need to know to succeed, it is your duty as their leader to pay closer attention to their needs and make adjustments.

After 45 days, check in and evaluate. It’s critical for leaders to ensure the satisfaction and loyalty of a new recruit, which calls for ongoing care.

It’s also a good idea to make a checklist to make sure you’re doing everything you can to engage each new employee, even though they will all be different.

3. Be aware of the J-curve.

The J curve often illustrates the performance of investments.

For instance, the first income from an investment is negative since the investor must spend money on product development, research, and distribution. However, the initial investment pays off and generates money as the product gains popularity. The curve, when plotted out, resembles the letter J because it first lowers and then bends upward into a slope.

This same principle, as stated by Inc., also holds true for new employees. New employees start by learning from the team’s experience, insight, and guidance. They need upfront time and financial expenditures in order to thrive. When they get to know your team and your procedures, it’s expected that it will take them some time to get beyond the downward learning curve. But, it’s your responsibility as the manager to keep an eye on things and make sure your new employee doesn’t end up at the bottom of the J’s dip.

Encourage, educate, and give them power. Keep your door open to inquiries. Create a strategy to assist your new hire in continuing to develop and learn using whichever approach best suits your culture.

4. Witness their transformation from competent to outstanding.

When a worker progresses from producing good work to producing exceptional work, it represents a fundamental change rather than just a fantastic outcome. It represents the difference between just following instructions and genuinely innovating—pushing the edge and making a statement.

This is the difference between decent work and exceptional work. It’s that tiny bit of magic you hoped would come with the person you hired—that they would add something extra unique to the position.

Additionally, that transition from performing well, according to instructions, and simply meeting expectations to delivering something outstanding, is crucial for the new employee, as well as the business. Making a significant difference with their work is one of the top concerns in the workplace, according to workers of all ages.

Improved company results and employee satisfaction…. There is no greater recipe for a new employee’s achievement.

As one can’t be too certain about what the challenges are, without doing some research. Since you hadn’t really checked in since the first few weeks and you’d completely missed the 45-day benchmark, you won’t know.

Let’s discuss this issue in a group context, and we’ll find a solution.

With the wrong team, even the best hiring could not be successful.

For more insightful tips like this and training, contact us Today.