Editorial: Nigerian employers must take workplace discipline more seriously

The Nigerian workplace is facing a growing challenge that deserves urgent attention: declining work discipline, poor accountability, distraction and, in some cases, theft and other forms of misconduct by employees.

While employers have a responsibility to provide decent working conditions and treat their workers fairly, employees also have a responsibility to demonstrate honesty, commitment, discipline and professionalism.

Both sides must understand that productivity cannot be achieved where there is little accountability.

One practical measure Nigerian employers should consider more seriously is requesting recommendation or reference letters from job applicants before employment.

A recommendation letter from a previous employer, institution, professional organisation or other credible referee can provide useful information about an applicant’s character, work ethic, reliability and previous conduct.

Employers should not rely solely on academic qualifications and interviews when recruiting.

Proper reference checks can help employers make better-informed decisions and potentially reduce the risk of employing people with a history of serious workplace misconduct.

This practice is common in many organisations in countries such as the United States, where employers often conduct employment and professional reference checks as part of recruitment.

Nigerian employers can equally develop stronger and more transparent reference-checking systems suited to our environment.

However, reference letters alone will not solve the problem.

There is also a need to address the growing distraction caused by mobile phones in the workplace. It is becoming increasingly common to see workers spending significant portions of their working hours chatting, browsing social media, watching videos or attending to personal matters on their phones.

An employee who spends most of the working day concentrating on a mobile phone cannot reasonably be expected to deliver the same level of productivity as someone who is focused on his or her assigned responsibilities.

Employers should therefore establish clear and reasonable workplace policies on the use of mobile phones during working hours. In some workplaces, employees may be required to keep their phones in designated lockers or storage areas and retrieve them during official break periods or at the end of the working day, particularly in environments where concentration, security and productivity are critical.

Such policies, however, should be implemented fairly and with appropriate exceptions for emergencies, medical needs and other legitimate circumstances.

The issue is not about declaring war on technology. Mobile phones are valuable tools and, in many professions, they are essential to work. The issue is responsible use.

Employers should also be concerned about the perception that some young workers are increasingly unwilling to embrace hard work, patience, learning and creativity. It would be unfair to generalise about an entire generation because there are many young Nigerians who are exceptionally hardworking, innovative and committed.

Nevertheless, the concerns raised by employers about punctuality, discipline, commitment and workplace attitude deserve serious attention.

Young employees must understand that employment is not simply about receiving a monthly salary. It is an opportunity to acquire experience, develop skills, build professional relationships and contribute meaningfully to an organisation.

At the same time, employers must provide an environment where hard work is recognised and rewarded.

Workers who consistently demonstrate creativity, loyalty, productivity and professionalism should have opportunities for career advancement and improved remuneration.

The solution, therefore, is not simply to punish workers. It is to establish clear rules, proper supervision, accountability and a culture that rewards productivity.

Nigerian businesses, particularly small and medium-sized enterprises, cannot afford to lose valuable working hours to avoidable distractions, negligence and misconduct.

Every hour paid for by an employer should translate, as much as reasonably possible, into productive work.

Employers should strengthen recruitment procedures by conducting appropriate reference checks, clearly defining job expectations, establishing workplace policies on phone usage and other distractions, and consistently enforcing those policies.

Workers, on the other hand, must understand that professionalism begins with discipline.

Coming to work on time, concentrating on assigned duties, protecting company property, respecting colleagues and customers, and demonstrating honesty should not be treated as extraordinary qualities. They are basic requirements of responsible employment.

Nigeria needs productive workplaces if the country is to compete effectively in the global economy.

Productivity cannot be achieved by government alone. It begins in offices, factories, shops, schools, hospitals, construction sites and every other place where Nigerians go to work.

It is time for employers and employees to return discipline, accountability, creativity and hard work to the centre of the Nigerian workplace.