Employees leave when they stop feeling seen and valued – Oluwarotimi Dada

Workplace culture is no longer a mere administrative matter for human resources teams, but a strategic priority for organizations, asserts Oluwarotimi Dada, the culture architect at Sifa. In a recent interview on the Asaase Breakfast Show, Dada emphasized that how companies treat, acknowledge, and engage employees now determines their capacity to attract and keep talent in a fiercely competitive global labor market.

Dada pointed out that culture impacts the speed of innovation, decision-making by leaders, and teamwork effectiveness. She criticized the outdated notion that workplace culture is only discussed during employee orientation or annual gatherings. Instead, she highlighted that culture is now a topic of strategic importance at the boardroom level.

The rise of remote work due to technology has led African organizations to compete with global employers for talent, as professionals can work anywhere without relocating. Consequently, organizations can no longer solely rely on salaries and financial perks to attract and retain staff. Dada stressed that the "new currency of work" extends beyond compensation to include recognition, rewards, a sense of belonging, and purpose.

One significant blunder organizations make, according to Dada, is assuming employees remain engaged merely because they continue working. She warned that some workers might physically be present but have already mentally disengaged. She recounted a personal experience where she worked diligently but felt her contributions were not sufficiently recognized, which reinforced the need for intentional recognition systems rather than relying on individual managers' discretion or memory.

Dada suggested that organizations should make recognition timely, consistent, and integrated into their culture. She urged leaders to actively listen to employees and act upon their ideas instead of merely providing opportunities for expression. She identified four key habits: timely recognition, deliberate listening, consistency, and peer-to-peer appreciation, which leaders can adopt to create workplaces where employees feel valued.

Dada emphasized that recognition should not only be reserved for annual performance reviews or solely from senior management. She argued that most meaningful appreciation comes from colleagues who work side by side daily. Dada stressed the importance of intentionality in managing diverse workforces, recognizing that organizations must build cultures that resonate with employees across different generations.