With all that was said in the first part of this argument, given the NLC’s strong stance, it is plausible that the government will concede to some degree on wage increases for civil servants. That is likely to happen before the end of the month. In typical Nigerian government fashion, only extreme behaviour elicits a serious reaction.
But if we want to break out of this vicious cycle, focusing on ensuring a corresponding rise in productivity becomes crucial and here are two key strategies to consider: First, we should look at performance-based incentives. Nigeria needs to implement a performance-based pay structure that links a portion of a civil servant’s wage to achieving specific performance targets. This structure should hopefully incentivise efficiency, innovation, and improved service delivery.
Clear and measurable performance metrics tailored to different roles within the Civil Service would be required, and regular performance reviews can track progress and guide adjustments to individual or department-wide goals. Read also: Why the NLC’s tactics hurt more than they help Second, we should initiate and ensure proper skills development and training programmes. The NLC/TUC should demand that the government invest in comprehensive training programmes to equip civil servants with the latest skills and knowledge relevant to their positions.
These could include technical skills training, soft skills development workshops, and a leadership training programme. To offer s.
