When Ekekwe lost some key team members to other jobs in Lagos he decided to move to a smaller city of Owerri. This location meant his key design team was not as easily accessible to headhunters. “You can keep a marketing team anywhere, but keeping your design or technical teams out of the usual tech hubs can help keep them focused on your company,” he said.
No matter what your strategies are, you can expect that after all the motivation, training and nurturing, talented people will quit. Be prepared for that possibility and never show malice — that is part of doing business, Ekekwe said. “To overcome these talent gaps, African entrepreneurs can lead by truly understanding their region’s specific challenges. Our continent’s talent problem is an opportunity that can’t just be left to governments to fix.”
You need to be re-recruiting your top talent even when they are already working for you, Ekekwe said. With African governments offering hotshots financial incentives to become entrepreneurs, you must encourage them to come up with new ideas for you rather than leaving to start their own ventures. Don’t allow your startup to be dull. Come up with new ideas and business models to energize your team. Inspire them with the company’s big picture.
Don’t agree to pay more than you can afford and pay on time. In Africa, where owing salaries can be common, simply paying on time is an important retention strategy. Do not ignore perks such as year-end bonuses, paid vacations and networking opportunities. Share profits. In countries such as Ghana, Nigeria, and Angola, currency devaluation and high inflation can make pensions risky. Ekekwe said his company pays the minimum required by law and gives the remaining cash to team members. Be generous with business titles, he said.
If what your business does inspires passion, you can attract great talent, says Ekekwe. “When I was setting up my firm, I became Facebook friends with many members of my core, pioneering technical team. I observed their interests. With this in mind, I was able to recruit them more effectively. For example, someone that liked electronics development likely wouldn’t jump for an administrative job in a bank with marginal pay difference. With passionate enthusiasts matched to the right job, our team is largely stable.”
A company owner needs to be able to confidently lead the firm – and do necessary work – in the event there’s a sudden departure of key talent. Most people know startups are risky places to work. If a product prototype failed because you were unable to properly deliver, it could make your next great hire look elsewhere. In a market scarce on technology talent, a company founder needs to be skilled in his or her area of business.
