Managing Port Workforce For 24 Hours Operations

The Managing Director of Nigerian Ports Authority (NPA), Hadiza Bala-Usman identified the attitude of government agencies operating at the nation’s seaports as a major drawback to the implementation of an Executive Order signed recently by Acting President Yemi Osinbajo.

“There are various elements to the Executive Order; we have respective agencies of government that hitherto do not operate for 24 hours. They come to work at 10am, they work till 3pm; they close. They are not here on public holidays; they are not here on weekends. Nigerian Ports Authority can provide berthing services and ensure that the cargoes are removed from the vessels, but if these agencies of government are not on the ground to implement and do the inspections required, you cannot have 24-hour service”, the NPA boss said.

This challenge leads to questions about the management approach at all levels of the organizations at the ports. How much training do the workers receive, if any? There is a tendency for companies to invest heavily in “leadership training” while focusing far less on supervisors and middle managers not to talk of the rank and file.

Most workers receive considerably more training and development opportunities in the latter stages of their careers than in the early formative stages, when they most needed it. Perhaps, it is time for all agencies at the ports and the nation at large to start providing support for employees when it’s genuinely needed.

Aside trainings, here are some tips to successful employee management:

Design economic incentives so employees at all levels can benefit:

There’s a natural tendency for management to focus most heavily on senior-level economic incentives. While this is completely understandable, it’s best not to neglect substantive incentives for lower-level employees if you expect them to be vigorously committed to an enterprise’s success.  To the argument that this will be unduly costly, a program has to be carefully structured, of course, so additional payouts reflect clearly defined revenue and/or earnings targets.

Valued support:

This can take many forms: equipment when existing is outdated or inefficient; emotional support in the face of (occasionally) unfair criticism; flexible support for a reasonable level of work-life balance.   Management support in times of need won’t be forgotten; it builds employee goodwill and loyalty.

Don’t be emotionally stingy:

There’s nothing for management to gain by withholding praise and recognition when it’s warranted.

Ensure senior leadership models behavior that makes the rank-and-file proud to be part of the team.  Nothing demoralizes employees more quickly than seeing senior leaders act in a way they don’t respect, and few things energize employees more than a senior team they admire.  Leaders are always being watched and judged; employees have keen eyes.  When leadership is “walking the talk,” it will be quickly noted – but so will “talking the walk” without actually walking it.

The Executive Order is on but to ensure that workforce of every government agency at the port is efficient some of these tips would be helpful.