The Right Questions to Ask Yourself

The Right Questions to Ask Yourself

What are the right questions to ask yourself to manage change at work?

Getting past the emotions of managing change at work.

The right questions can be asked to help alleviate fears, or at the very least, get you ready to accept change in the workplace, knowing that the change will happen regardless of how you’re feeling.

Once you understand the emotions causing your anxiety, anger, or fear about a change, you can start to ask the questions that will help.

If you’re worried about your ability to learn and adopt the new procedures, some questions to consider are:

  1. What kind of training can I expect on the new procedures?
  2. How long do I have before going live with the new procedures?
  3. After going-live, will I run into trouble for mistakes, or will I get support?

The difficulty in getting over the negative emotions associated with giving up old routines and behaviors, and recognizing the advantages of the change, is a common cause of resistance to change at work.

For instance, a modification that initially seems like it would add to your already busy day’s workload, may really wind up saving you time, given the fact that a new automated process is being used.

When handling the shift at work, it’s critical to have an open mind and take responsibility for your own attitude and level of openness towards the change.

Managing unwanted changes at work will be simple if you’re one of the fortunate ones . – Click link to read more

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Important Stages in Change Management

3 Important Stages in Change Management That You Should Know

Change Management

Change Management – Changes within organizations are inevitable, and these changes can have a significant influence on personnel. Employees handling change in the workplace, frequently experience a sense of helplessness, and are forced to accept the new way of operating.

The 3 stages in change management are;

  • 1. Last Stage

Loss, anger, denial, uncertainty, and frustration are some of the normal feelings that come with learning about a change. When handling change at work, if you can’t move past this phase, it may affect both your performance and sense of personal wellbeing.

The following advice can help you get over “change’s concluding stage”:

Knowing why you feel how you do, will help you control your emotions. Some of them, like a failed change initiative in the past, might be true. Others may be unwarranted, such as the worry that you won’t be able to learn the new procedure before receiving any training.

Share Your Concerns: This is the moment to learn more about the change initiative, rather than holding your worries inside. Frequently, information can allay worries or, at the very least, give you a sense of empowerment.

Keep an Open Mind: When considering how to deal with change in the workplace, keep an open mind rather than making assumptions or visualizing the worst-case scenario. Think about some likely outcomes of the change in a favorable light.

  • 2. Stage of Neutral Zone

Being in the “neutral zone” denotes getting past the first negative and resistant thoughts you had about how to handle change at work. You’ve given yourself permission to consider the potential, that the modification might enhance your productivity at work.

This period may bring a variety of feelings from all ends of the emotional spectrum. As the learning curve steepens, you could be eager to attend training for a new technique while also experiencing anxiety and perhaps fear.

Here are some pointers for moving past the neutral zone, and into a location with less uncertainty:

Ask questions: When we are uncertain about something, our imaginations frequently project the worst-case scenario. As you learn the new ways of doing things, ask questions along the way to ensure that you have the knowledge necessary to handle change in the workplace effectively.

Helping others is one approach to stop worrying about how a change will affect you. A colleague of yours may be experiencing similar worries. To make adjusting to change at work more enjoyable, offer to answer queries or to have a study session on the new procedure with coworkers.

Examine the Potential of the Change: If the change will have an influence on your day-to-day responsibilities, instead of a sense of helplessness, consider how you can implement the change in a way that satisfies your company’s demands, while also giving you some degree of control. Dealing with change in the workplace can be made more powerful by coming up with inventive ways to accommodate the transition.

  • 3. Stage of New Beginnings

Once the change has gone into effect and you are now operating in the “new method,” you often enter the fresh beginnings stage. This can result in sentiments of relief and gladness that you’ve survived, but if there isn’t consistent support, you could still occasionally experience thoughts of bewilderment.

The following advice will help you completely embrace the new beginnings stage:

Ask for Help: One of the best practices for change management is to offer support so that a change can continue after the go-live date. Ask for assistance when needed handling change at work; don’t assume you have to deal with something that may have arisen after the change went into place.

Optimize and Explore: As soon as you’ve grown used to the new routine, spend some time thinking about and exploring ways to make your new workflow even more efficient.

Create Your New Habits: When new habits are formed to replace old ones, quitting old habits is much simpler. When adjusting to change at work, be deliberate about forming routines that will become second nature to you, by developing habits around the new workflows.

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The secret to managing change at work

The Secret To Managing Change At Work

The secret to managing change at work

Sometimes it seems like the moment you settle into a comfortable pattern at work, something ends up altering and disrupting it! You might be required to use a totally new piece of software, assume more responsibility, or assigned to a new supervisor, who is not familiar with the company’s mode of operation.

Working through change isn’t always simple. Many people react initially with fear, annoyance, confusion, or a combination of all of the above.

However, not everyone approaches change in the same manner. Both individuals who welcome change and those who are resistant to it can be found in the workplace. What’s the dividing line?

It’s frequently a combination two factors:

  1. How effectively the change team handles and communicates the change project.
  2. The employee’s personal perspective on the development.

There are some strategies you can adopt to assist you manage the process of change at the workplace, even if you can’t stop a transformation that affects your daily routine.

Adapting to Change at Work

The developer of Bridges Transition Model for change, William Bridges states, “We resist transition not because we can’t accept the change, but because we can’t accept letting go of that piece of ourselves that we have to give up, when and because the situation has changed.”

The secret to managing change at work, is realizing that there is always an emotional component to any kind of change.

Change implies an end to the way things are now done, and it’s not just a shift in the process; it’s also a change that can be extremely personal, because it entails letting go of routines and behaviors that may have developed into second nature. It entails entering a less familiar territory and having to learn specific processes all over again.

In order to effectively manage change at work, you must be self-aware of your feelings about the change and dig deeper than your initial response to learn WHY it is happening.

For instance, you might have worry about a change at work that will affect your position, making you ignore all other thing being said to you about the change.

You can assert, “Things were OK the way they were” or “I’ve done all I can, there’s nothing else for me to do.”

You might acknowledge your fear if you look deeper into the emotions that are driving your feelings and how poorly you’re adjusting to change at work.

Fear of not being able to learn the new process, or of not being able to keep up with new responsibilities, and thereby having to be relieved of the job.

These are completely natural feelings that any change management team will anticipate and address.

In order to reach the point where you can easily accept change in the workplace, you must go through a number of stages.

It’s up to you to be open to managing the shift in the workplace, ask questions to help reduce your first emotional response, and bring yourself to a position of embracing change at work.

At Prime KBS Institute’s Change Management Workshop, our subject-matter experts explore the most common factors that drive inflection points – crisis, technological evolution, process reviews, consumer habit changes, pressure from new business entrants, acquisitions, mergers, organizational restructuring, and many more. Our change management experts are trained to assist you along the way.

5 Major Key Elements Your Business Needs to Thrive

5 Major Key Elements Your Business Needs to Thrive

Before we talk about the 5 major key elements your business needs to thrive,

What exactly makes a good team culture?

Innovation, excellence, and excellent service delivery are all wonderful shared values for team culture, these are three crucial aspects that must be imbued in every company’s team culture, regardless of the nature of the organization or the team’s function.

However, it is also imperative for you lay the groundwork for your team’s peculiar culture.

You can use the following principles as the cornerstone of a positive team culture:

  1. Communication: Everyone should have access to the knowledge they require to carry out their work.
  2. Trust: Workers are given the freedom to complete their tasks without being micromanaged.
  3. Teamwork: Rather than competing with one another, employees collaborate together to achieve a common objective.
  4. Knowledge sharing: Team members ensure that everyone has the opportunity to learn rather than hoarding knowledge, which benefits the business.
  5. Support: Employees assist one another in completing tasks as needed, reducing stress and burnout. They are responsible for benefits such as employee well-being, retention, productivity, and business performance.

With these 5 major attributes, we are close to creating our winning team.

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10 tips for increasing the workforce's motivation levels

10 tips for increasing the workforce’s motivation levels

10 tips for increasing the workforce’s motivation levels

1. Be the visionary

Everyone wants to be sure that their efforts are moving in the right direction. What will happen next? What does the business definition of success entail? Make sure the company’s vision is clear because having a goal in mind helps to inspire the journey.

2. Ensure that everyone is aware of the “why”

Your staff will be aware of what needs to be done, but you must go beyond and clarify the “why” behind each work. The purpose of the business is its overall goal. Even the simplest task gains much-needed motivation,  if everyone is aware of how their individual efforts might contribute to the company’s overarching goal.

3. Establish regular, specific goals

Smaller goals are the key to motivation, even while your firm undoubtedly has enormous goals that it wants to achieve. Although each goal should contribute to the broader objective, it feels less daunting to divide it into smaller, more manageable tasks. Employees will be more motivated to move on to the next set of goals if they consistently accomplish their targets, which will increase their sense of satisfaction.

4. Honor and recognize excellent work

It’s important for workers to understand that their supervisors value their effort. Recognizing deserving individuals boosts not only one’s own self-worth but also one’s enthusiasm and team spirit.

An efficient method for praising top achievers who uphold your company’s principles is a recognition platform. However, we advise going over and beyond and thanking your teams for more significant events, like a 10-year work anniversary or employee of the month.

5. Grant your team freedom.

Time is valuable. Consequently, motivation levels can drastically decline when we don’t feel in control of our time and energy. Allowing some independence in the office, whether it be flexible working hours or unrestricted vacation time, shows employees that their bosses have their best interests in mind. This increases motivation because it gives people the sense of power and freedom to do a task successfully.

6. Establish a friendly workplace.

Nobody wants to spend all day dreading going home while sitting in a dismal office. Employees will look forward to going to work if employers foster a welcoming culture and provide spaces for rest and play. Here, the adage “work hard, play hard” is crucial. Since motivation and mood are intertwined, a bad mood can impair concentration and reduce the level of energy at work.

7. Present enticing rewards/incentives

Make everyone feel as though they are doing their finest work possible. Offering employee perks and benefits, such as the extensive selection on our perks platform, as well as fringe benefits that are intended to improve your employees’ lives, both inside and outside of the workplace can assist to uplift morale and foster a sense of loyalty to the business.

8. Promote teamwork

Collaboration within the organization’s teams enables the further development of ideas. Working with people that have varied skill sets will lead to results that are more innovative. There is strength in numbers in teams, therefore anyone who is lacking motivation should have support from others around them.

9. Plan your career route

Nobody likes to stay still for too long. All of us desire direction so that we can concentrate on the next action. Employees should be asked what they want out of their careers, and then given clear instructions on how to get there. Design a career path with team members, through growth discussions; this will inspire them to advance to the next level and give them hope for a lengthy and fruitful journey inside the organization.

10. Encourage staff well-being

Some organizations frequently ignore wellness while using motivational techniques.

It is without a doubt a powerful motivator to use incentives as an incentive. However, no matter how hard they try, a worker won’t create their best job if they are feeling worn out or overworked.

Taking a holistic approach to wellbeing means treating your team’s mental, emotional, and physical health. This is a fantastic method to keep them in good health, joyful, and competitive spirits.

Buhari.Photo/PrimeKBSInstitute

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.

how soon should I expect result from a new employee?

When Should I Expect Results From New Employees?

how soon should I expect result from a new employee?

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.

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