Great Place To Work

Page 1

A
Great
 Place
 To
Work

A
Great
 Place
To
Work

There's
no
magic
formula
for
great
company
culture.
The
 key
is
just
to
treat
your
staff
how
you
would
like
to
be
treated. -
Richard
Branson

In
 2018,
 Arinola;
 a
 widow
 with
 three
 children
 was
 left
 homeless
 following
 the
 demolition
 of
 her
 home
 in
 Patey
 Street,
Lagos.
With
no
source
of
income
and
no
loved
ones
to
 shelter
 with,
 Arinola
 resorted
 to
 living
 on
 the
 pavement
 opposite
Sterling
Towers
in
Marina.

success
 of
 his
 organisation,
 and
 while
 a
 lot
 of
 people
 anticipated
a
religious
answer
typical
of
the
clergy,
he
simply
 replied
saying
“People,
People,
People”.

A
great
organisation
is
built
by
competent
people
delivering
 excellence
consistently,
and
no
matter
how
extraordinary
the
 system
is
or
how
compact
its
strategy
is,
people
are
at
the
 centre
of
its
aspirations.
It
is
this
consciousness
that
resonates
 in
how
we
treat
our
people.

In
no
time,
Arinola
had
gained
the
attention
of
the
kind
people
 at
 the
 Towers,
 who
 started
 to
 ask
 the
 important
 question:



 “How
can
we
improve
the
lives
of
Arinola
and
her
children?”
 We
rallied
round
and
raised
enough
money
and
resources
to
 find
a
home
for
Arinola
and
her
family,
send
the
children
back
 to
school
and
empower
Arinola
with
the
necessary
skills
to
 continue
to
take
care
of
her
family.

People
are
at
the
centre
of
Sterling's
strategy
 —
we
seek
to
build
our
leadership
from
within
 and
 engage
 our
 community
 to
 achieve
 our
 vision
 of
 being
 the
 financial
 institution
 of
 choice.

This
 is
 a
 common
 story
 of
 empathy
 and
 at
 Sterling,
it
is
a
culture.
We
are
constantly
trying
 to
find
ways
to
enrich
lives
and
build
a
better
 community.

One
 of
 our
 long-term
 metrics
 for
 achieving
 our
 goal
 is
 to
 build
a
great
place
to
work.
We
are
deliberate
about
putting
 our
 people
 first;
 in
 turn,
 they
 put
 our
 customers
 and
 our
 community
 first.
 Whether
 its
 rallying
 round
 to
 provide
 succour
for
a
grieving
widow
or
coming
together
to
build
one
 of
the
most
innovative
brands
in
Nigeria,
our
people
believe
 that
we
can
do
anything
as
one.

From
Lagos
to
Abuja,
from
the
streets
of
Suleja
to
the
creeks
 of
Asaba,
 our
 people
 are
 constantly
 showing
 the
 power
 of
 togetherness
in
impacting
lives
in
their
communities.

A
 famous
 clergyman
 was
 once
 asked
 the
 reason
 for
 the

2

sterling.ng/life

A
Great
 Place
To
Work

Overall
3rd
Best
Place To
Work
In

Nigeria/africa

Winner,
Financial Services
Category

2019
HR
Optimisation
Awards
(CIPM)

Best
Practice
For
The
Support
Of The
Millennial
Generation
For
 Large
Corporate
Organisations

2019
HR
Best
Practice
Awards
(CIPM)

Best
Practice
In
Leadership Practices
For
Large
Corporate Organisations

Jobberman
Best
100
Companies To
Work
For
In
Nigeria
2019

3

sterling.ng/life

A
Place
 We
Call
Home

A
home
is
a
safe
space,
physically
and
mentally.
At
Sterling,
we
 have
built
this
concept
into
the
workplace.
Although
our
team
 is
 diverse,
 our
 people
 all
 feel
 happy
 to
 work
 and
 can
 collaborate.
There
are
rules
to
protect
everyone
and
systems
 which
uphold
that
protection.
Everyone
is
heard,
everyone
is
 seen,
and
everyone
is
safe.

One
of
the
most
rewarding
experiences
for
us
is
watching
our
 women
grow.
The
society
is
designed
in
a
way
that
creates
 barriers
for
women
in
the
workplace.
We
vowed
in

2018,
we
 would
 do
 all
 we
 can
 to
 reduce
 maternal
 mortality
 in
 our
 workforce.
At
Sterling,
we
join
our
women
on
their
pregnancy
 journey,
providing
the
necessary
support
as
much
as
we
can.
 Their
babies
are
"our
babies”.
The
trauma
of
losing
some
of
 them
has
driven
us
to
building
systems
to
prevent
this
in
the
 future.

Bankers
 are
 mostly
 stressed
 and
 rightly
 so.
 Our
 customers
 trust
us
to
keep
their
hard-earned
money
safe.
Safeguarding
 money
is
after
all
one
of
the
most
mentally
challenging
tasks
 anyone
can
undertake.
Imagine
not
being
able
to
give
your
 customers
 back
 their
 money
 because
 of
 some
 mistake
 or
 miscommunication
 somewhere.
 One
 particularly
 hectic
 Thursday
 in
 2019,
 *Malik,
 one
 of
 our
 service
 managers
 collapsed
 at
 his
 desk.
 Anyone
 knows
 that
 the
 recipe
 for
 managing
 stress
 is
 rest
 and
 a
 good
 support
 system.
 We
 immediately
put
Malik
on
the
flexi-work
plan.

We
provide
mandatory
online
and
onsite
ante
 natal
classes,
60
days
of
maternity
leave
plus
 an
 additional
 20-25
 days
 of
 annual
 leave,
 allowing
mothers
be
with
their
new-borns
for
 longer.

We
also
believe
men
must
be
involved,
so
we
create
time
for
 them
 to
 support
 their
 wives
 and
 enjoy
 these
 precious
 moments
 with
 their
 families.
 This
 is
 why
 we
 have
 also
 instituted
paternity
leave.
When
they
are
all
back
and
well,
the
 onsite
 clinic
 and
 creche
 are
 available
 for
 parents
 till
 their
 children
are
18
months
old.

Our
flexi-work
plan
is
designed
to
allow
our
 people
 choose
 their
 work
 hours
 or
 work
 remotely.

This
means
a
person
can
commute
when
there
is
little
traffic,
 be
home
to
spend
time
with
those
they
love
or
explore
other
 interests.
Lagos
is
stressful,
traffic
is
unbearable
and
therefore
 every
 little
 bit
 of
 rest
 helps—it
 helped
 Malik.
 His
 story
 is
 unfortunately
 common
 in
 our
 industry
 and
 we
 want
 to
 change
 that
 narrative.
 Therefore,
 we’ve
 created
 a
 wellness
 plan
for
our
people
as
a
preventive
measure.
A
wellness
plan
is
 separate
 from
 the
 health
 insurance;
 we
 advocate
 for
 both
 preventive
and
curative
medicine.
Every
year,
employees
are
 given
a
day
off,
outside
of
their
leave
days,
for
a
mandatory
 health
check
courtesy
of
Sterling.
This
check
ascertains
their
 health
status
for
efficiency
at
their
jobs.

We
want
our
people
to
feel
safe
enough
to
report
wrongdoing
 in
the
workplace.
Our
whistleblowing
system
ensures
that
our
 people
can
raise
concerns
regarding
undesirable
workplace
 situations
 through
 channels
 that
 enable
 even
 the
 lowestranked
 employees
 make
 reports
 directly
 to
 senior
 management
 including
 our
 Managing
 Director,
 Executive
 Directors
 and
 our
 Chief
 Human
 Resources
 Officer.
 When
 *Hamza,
a
funds
transfer
officer
in
one
of
our
branches,
found
 out
 that
 the
 Service
 Manager
 was
 carrying
 out
 fraudulent
 transactions,
 the
 system
 allowed
 him
 to
 report
 directly
 to
 senior
management.
 A
Great
Place
To
Work

4

sterling.ng/life

A
Place
 We
Call
Home

An
investigation
was
carried
out
and
the
culprit
was
arrested.
 Hamza’s
identity
was
protected
throughout
the
process,
and
 the
system
helped
him
relocate
safely.
Our
system
is
trustbased
and
we
pride
ourselves
in
the
fact
that
our
employees
 trust
us.
We
also
ensure
protection
against
harassment
and
 bullying
 in
 the
 workplace
 through
 a
 quarterly
 campaign
 tagged
 #OurCultureMatters,
 which
 sensitises
 employees
 on
 how
 to
 behave
 in
 the
 workplace.
 Defaulters
 are
 sanctioned,
irrespective
of
rank
or
performance.

reminds
 us
 of
 our
 culture
 of
 togetherness;
 these
 are
 our
 ethics
and
the
bond
that
holds
our
community
together.

Our
 Behavioral
Codes

BLOW
THE
WHISTLE

*Cynthia
was
constantly
harassed
by
her
line
supervisor
who
 made
 unsolicited
 advances
 towards
 her,
 making
 the
 work
 environment
uncomfortable
for
her.
All
it
took
was
one
email
 to
our
Human
Capital
team
to
remove
the
line
supervisor
and
 show
the
organisation
that
we
are
completely
intolerant
of
 any
form
of
harassment.
Women
have
been
disadvantaged
 for
long
in
the
workplace
because
of
the
culture
of
silence.
 Our Employee
Assistance
Program
helps
our
employee
with
 the
 necessary
 support
 for
 their
 health,
 they
 always
 have
 a
 helping
 hand
 whenever
 they
 are
 going
 through
 emotional
 stress.

The
only
barrier
to
success
is
one’s
mind.
We
 believe
 in
 the
 equality
 of
 opportunity
 and
 encourage
our
people
to
dream
and
dare
to
 be
more.

*Ella
originally
started
in
the
bank
as
a
Front
Office
Assistant
at
 one
 of
 our
 branches.
 From
 that
 role,
 she
 saved
 enough
 money
 to
 complete
 her
 degree
 program.
 Soon
 after,
 she
 applied
 to
 our
 graduate
 trainee
 programme.
 She
 practiced
 and
 prepared
 for
 the
 various
 tests
 and
 interviews
 with
 the
 support
 of
 her
 team
 at
 the
 branch.
 Her
 handwork
 paid
 off—she
 was
 accepted.
 It
 shows
 how
 entrenched
 the
 Possibility
Mentality
is
in
our
culture
from
top
to
bottom.

Our
 employee
 behavioural
 codes
 remind
 us
 of
 our
 responsibility
 towards
 the
 bank
 and
 towards
 each
 other.
 It
 A
Great
Place
To
Work

5

Infect
others
with
your
thirst
for
excellence

Leave
a
long
lasting
positive
impression

Treat
others
with
dignity

Avoid
conflict
of
interest.
Follow
the
policy

Be
adaptive.
Collaborate
and
share
ideas

Listen
carefully
when
others
speak

Do
what
is
best
for
Sterling.
Always

Own
your
mistakes.
Learn
from
them

Step
out
and
understand
other’s
view

Demonstrate
personal
accountability

sterling.ng/life

Paying Your
Worth

Among
other
things
we
are
most
proud
of
as
an
organisation
 is
our
ability
to
reward
our
people
for
the
excellent
job
they
do
 for
us
as
an
organisation.

Our
remuneration
program
is
one
of
the
most
 attractive
in
the
industry
and
it
contributed
to
 us
 winning
 the
 Jobberman
 award
 as
 one
 of
 the
 best
 companies
 to
 work
 for
 in
 Nigeria
 according
 to
 Jobberman,
 a
 leading
 career
 platform
in
Nigeria.

*Tobi
was
offered
a
position
as
a
Customer
Service
Personnel
 in
 one
 of
 our
 Abuja
 branches.
 The
 offer
 came
 with
 a
 handsome
relocation
allowance,
which
allowed
him
to
settle
 into
his
new
role
quickly.
He
also
benefitted
from
our
flex
pay
 model.
Flex
Pay
gives
all
our
people
the
option
of
choosing
a
 flexible
 remuneration
 plan.
 Our
 employees
 can
 choose
 to
 receive
an
advance
on
their
salaries,
so
they
can
cover
urgent
 expenses.

They
don’t
have
to
bother
about
saving
for
rent
and
children’s
 school
fees
at
the
start
of
the
year;
the
lump
payment
is
made
 right
at
the
start
of
the
school
year.
So,
despite
a
previously
 detty
December,
our
people
can
start
the
year
with
enough
 funds
 to
 fulfil
 all
 their
 financial
 obligations.
 This
 gives
 new
 meaning
to
financial
security,
as
the
flex-pay
model
caters
for
 different
financial
plans
and
responsibilities.

Our
 commitment
 to
 putting
 our
 employees
 first
 also
 resulted
 in
 an
 average
 12%
 salary
 increase
across
all
grade
levels
in
2019,
a
show
 of
our
determination
to
provide
the
best
for
 our
people.

Also,
 when
 the
 lockdown
 became
 imminent
 in
 Lagos
 and
 Abuja,
we
paid
our
employees
five
days
earlier
than
the
usual
 payday
 to
 cushion
 the
 effect
 of
 the
 lockdown
 on
 their
 families.
When
you
put
your
employees
first,
they
will
put
you
 first
also—it’s
that
simple.

Our
other
novel
initiative
is
the
Sterling
Share
 Ownership
Initiative
which
allows
employees
 to
become
co-owners
of
the
bank
by
allotting
 shares
 to
 every
 employee
 irrespective
 of
 grade
 or
 tenure,
 as
 part
 of
 their
 monthly
 emoluments.

*Muhammed
has
been
acquiring
shares
since
he
joined
the
 bank
as
a
graduate
trainee
in
2014.
Six
years
later,
he
is
more
 than
just
an
employee
but
a
co-owner.
At
Sterling,
we
think
 beyond
the
present,
we
secure
the
future
of
our
people
who
 are
now
more
motivated
in
their
work
and
like
Muhammed,
a
 lot
of
our
people
are
secure
for
life.

A
Great
Place
To
Work

6

sterling.ng/life

Developing Your
Potential

We’re
 constantly
 adapting
 to
 the
 demands
 of
 the
 new
 generation
 of
 the
 labour
 market,
 thus
 becoming
 more
 attractive
to
a
lot
of
young
professionals
in
various
fields.

Our
 recently
 launched
 Reverse
 Mentoring
 initiative
 reenforces
 our
 belief
 in
 the
 zest
 and
 knowledge
 that
 the
 younger
generation
bring
to
the
bank
and
creates
an
avenue
 for
 our
 seniors
 to
 learn
 from
 their
 younger
 colleagues.
 Younger
colleagues
also
have
the
opportunity
to
glean
and
 learn
from
the
experience
of
the
seniors.

Our
 success
 story
 is
 the
 story
 of
 our
 people
 and
 our
 total
 rewards
 philosophy
 goes
 beyond
 tangible
 rewards.
 We
 embrace
an
integrated
rewards
strategy
that
focuses
on
the
 right
remuneration,
benefits
and
career
development
as
well
 as
 progression
 opportunities
 at
 the
 right
 time
 for
 our
 employees’
personal
and
professional
aspirations.

Asides
 adequate
 remuneration,
 we
 also
 believe
 in
 human
 capital
 development.
 We
 recognise
 that
 there
 is
 no
 end
 to
 self-development
and
as
an
organisation
which
prides
itself
 on
constant
learning
and
growth,
we
believe
that
our
people
 need
to
always
learn,
not
just
to
be
better
at
their
jobs,
but
also
 be
 better
 for
 their
 society.
 *Richard
 joined
 Sterling
 as
 a
 graduate
 of
 Psychology
 but
 has
 successfully
 worked
 as
 a
 credit
risk
analyst
for
the
past
two
years.

To
 develop
 himself
 further,
 following
 the
 multiple
 training
 sessions
he
went
through
on
the
job,
Richard
is
now
set
to
 earn
 a
 Master’s
 degree
 in
 Credit
 Risk
 by
 the
 end
 of
 2020,
 courtesy
 of
 the
 Sterling
 Bursary
 Scheme,
 an
 educational
 grant
 to
 our
 employees
 to
 pursue
 a
 local
 or
 international
 master’s
or
PhD
degree
at
the
bank's
expense,
either
through
 a
full-time,
part-time
or
online
program.

Since
 its
 launch
 in
 2019,
 more
 than
 250
 employees
have
benefitted
from
the
scheme,
 a
testament
to
how
much
our
people
trust
us
 with
their
future
and
career
development.

Our
biweekly
knowledge
sharing
session,
popularly
known
as
 KSS,
 ensures
 knowledge
 dissemination
 and
 information
 across
the
organisation,
where
employees
can
ask
questions
 and
 learn
 about
 new
 initiatives,
 products
 and
 process
 improvement.

In
strengthening
our
leadership
bench
and
grooming
leaders
 for
the
future,
the
Sterling
Leadership
Series
was
created
to
 bridge
idea
gaps
between
senior
and
middle
management.
 The
biannual
forum
allows
our
leaders
to
explore
synergy
in
 networking
 and
 learn
 invaluable
 insights
 from
 seasoned
 professionals
 across
 Africa.
 For
 our
 younger
 hires,
 our
 Sterling
 Mentorship
 Program
 provides
 support
 and
 guidance
to
settle
into
the
organisation.

For
 *Ebere,
 who
 is
 a
 data
 analyst
 and
 often
 referred
 to
 as
 'geeky',
a
bank
was
the
last
choice
for
her
because
of
her
work
 style
and
personality.
But
since
she
came
on
board,
she
has
 found
a
tribe
with
other
programmers,
who
are
well
adjusted
 in
the
bank
and
have
helped
her
settle
in.
 A
Great
Place
To
Work

Click
Here

7

sterling.ng/life

Fostering
a
 Culture
of Excellence

At
Sterling,
building
a
great
place
to
work
is
more
than
just
 paying
our
people
right
and
developing
potential,
it
is
about
 creating
a
culture
that
nurtures
innovation
and
creativity.
In
 building
 a
 great
 organisation,
 we
 have
 also
 paid
 special
 attention
to
creating
a
gender-balanced
organisation
with
a
 focus
 on
 merit,
 competence
 and
 equality.
 Our
 Bloom
 Network
was
launched
to
drive
inclusion
and
diversity
in
the
 workplace
as
it
explores
discussions
relating
to
identity
and
 development.

Since
that
time,
they
have
both
risen
four
grade
levels
up
for
 their
 exemplary
 performance
 and
 as
 a
 reward
 for
 their
 contribution
to
the
growth
of
the
bank.

They
are
among
more
than
50
employees
who
have
been
a
 part
 of
 our
 accelerated
 program
 for
 our
 high-performing
 employees
 called
 Sterling
 Graduate
 Assistant
 Program
 (SGAP)
 and
 Sterling
 Management
 Assistant
 Program
 (SMAP).
 The
 programmes
 are
 structured
 over
 a
 two
 year
 period
 and
 employees
 are
 rotated
 across
 various
 departments,
 so
 they
 can
 learn
 and
 make
 valuable
 contributions
to
those
teams.

We
 are
 a
 gender-balanced
 organisation,
 having
 53:47
 male-female
 ratio
 with
 equal
 pay
across
all
grades.

Besides,
our
culture
is
about
change
and
growth
and
as
Gail
 Sheehy,
a
renowned
journalist
puts
it,
“If
we
don’t
change,
we
 don’t
grow
and
if
we
don’t
grow,
we
aren’t
living.”
We
believe
 change
is
a
journey
and
it
is
this
journey
that
has
created
our
 agile
 culture
 which
 is
 shown
 in
 our
 efficiency
 and
 our
 adaptability.
It
is
why
the
bank
was
recognized
in
2018
as
the
 Most
Agile
company
in
Africa.

It
is
shown
in
our
ability
to
successfully
operate
flexible
work
 models
 —
 even
 before
 the
 pandemic
 including
 Flexi-Time
 (where
employees
can
choose
their
preferred
opening
and
 closing
 time),
 Flexi-Place
 (where
 employees
 can
 choose
 where
 to
 work
 (onsite/offsite)
 and
 shift
 patterns
 in
 our
 branches
across
the
country.

The
 Sterling
 culture
 is
 also
 about
 rewarding
 excellence.
 *Chinwe,
 *Funmi
 and
 *Bash
 joined
 the
 organisation
 as
 graduate
 trainees
 seven
years
ago
and
have
stood
out
among
 their
peers
in
the
bank.

69%

64%

63%

36%

Core
Business
Processes Flexi

A
Great
Place
To
Work

Remote

31%

Operating
Units

8

37%

Sterling
Enabling
Processes

Flexi
Work
Coverage
YTD
2020

sterling.ng/life

Fostering
a
 Culture
of Excellence

Our
culture
is
regarded
by
many
both
within
 and
outside
the
organisation
as
dynamic
and
 defying
traditional
barriers;
it
is
why
we
are
 rated
as
one
of
the
top
destinations
for
young
 talents
in
the
country.

As
 a
 reward,
 they
 get
 fast-track
 promotion
 and
 required
 training
to
keep
improving
the
organisation.
The
reward
for
 hard
 work
 is
 even
 more
 meaningful
 work
 and
 more
 responsibility
 as
 we
 hope
 to
 raise
 the
 next
 generation
 of
 leaders
from
the
brightest
within
Sterling.

The
 introduction
 of
 the
 Exceptional
 Achievers’
 Reward
 System
 at
 individual
 and
 team
 levels
 further
 reflects
 our
 dedication
at
making
innovation
a
part
of
our
DNA.

1% 27%

72%

Pre-Independence
Generation Militiary
Era
Generation Democracy
Era
Generation

Sterling
Generational
Mix

A
Great
Place
To
Work

9

sterling.ng/life

Employer of
Choice

Our
culture
of
openness
and
transparency
ensures
that
the
 traditional
gap
between
levels
of
management
is
completely
 abolished
in
the
bank.
Our
culture
of
referring
to
one
another
 by
 first
 names
 enables
 employees,
 irrespective
 of
 levels,
 to
 communicate
 freely.
 This
 creates
 a
 transparent
 work
 environment.

Our
senior
management
operate
an
open-door
policy
which
 encourages
 innovation
 and
 promotes
 creativity
 among
 employees.
*Dozie
has
worked
in
one
of
our
branches
for
five
 years.
He
observed
some
gaps
in
our
processes
and
had
an
 idea
for
bridging
those
gaps.
He
was
able
to
reach
out
to
one
 of
our
Executive
Directors
and
his
idea
was
implemented.
To
 achieve
 consistent
 growth,
 we
 would
 never
 sever
 our
 communication
 lines
 because
 as
 in
 every
 relationship,
 communication
is
king.

Let’s
 Talk
 With
 Abu
 -
 now
 online,
 reinforces
 our
 belief
 in
 communication.
It
is
a
quarterly
town
hall
meeting
with
our
 Managing
 Director,
 Abubakar
 Suleiman,
 in
 different
 locations
 across
 the
 country
 where
 our
 people
 can
 communicate
 effectively
 without
 fear
 of
 backlash
 or
 repercussion—of
 course,
 everyone
 calls
 our
 Managing
 Director
Abu,
irrespective
of
grade.

As
 a
 forward-thinking
 organisation,
 we
 are
 aware
 of
 the
 constant
 changes
 around
 the
 workplace
 and
 are
 fully
 positioned
for
the
future
of
work
as
we
continue
to
focus
on
 developing
and
hiring
people
with
the
skills
that
will
help
us
 accelerate
the
digital
transformation
of
our
organisation,
as
 well
as
to
adapt
more
quickly
to
the
changing
needs
of
our
 customers
and
stakeholders.

One
of
such
adaptations
is
what
birthed
Hamza,
our
digital
 HR
chatbot
and
our
Human
Resources
Information
System
 popularly
 called
 HCHub,
 which
 help
 us
 strike
 the
 right
 balance
between
the
use
of
technology
and
a
more
humancentred
 approach,
 especially
 on
 our
 digital
 transformation
 journey.

A
Great
Place
To
Work

10

sterling.ng/life

More
Than a
Bank Employee

We
lost
a
talent
in
2016
and
it
was
devastating
for
the
family
as
 they
 were
 unprepared.
 In
 Nigeria,
 the
 death
 of
 a
 family
 member
is
one
of
the
ways
people
are
plunged
into
poverty
 especially
 with
 no
 insurance
 or
 will.
 Our
 
 free
 Simple
 Will
 Service
allows
our
employees
to
prevent
this
from
happening
 as
it
helps
them
protect
their
families.
They
work
too
hard
for
 their
families
to
suffer
after
they
are
gone.

An
 entrepreneurial
 mindset
 is
 necessary
 for
 building
a
sustainable
organisation.

Wealth
is
also
created
by
multiple
sources
of
income,
whether
 it
is
a
side
hustle
or
investments
in
interest-bearing
assets.
Our
 Sterling
Stars
initiative
was
birthed
to
support
wealth
creation
 for
our
employees
by
supporting
their
business
ideas.
The
next
 Dangote
could
be
in
our
midst
and
all
they
need
is
an
extra
 push,
a
little
understanding
or
even
a
confidence
boost.

We
therefore
encourage
our
employees
to
be
entrepreneurs
 and
 fund
 some
 of
 the
 most
 viable
 businesses
 through
 an
 annual
 competition
 where
 the
 best
 business
 idea
 receives
 $10,000
while
first
and
second
runners-up
receive
$5,000
and
 $2,500
respectively.

*Yinka
nursed
a
business
idea
for
more
than
two
years,
but
 funding
was
a
great
concern
and
even
sitting
down
to
write
a
 business
 plan
 was
 herculean.
 But
 when
 the
 opportunity
 to
 compete
came,
Yinka
finished
her
business
plan
and
became
 one
of
the
employees
who
benefitted
from
the
initiative.

A
Great
Place
To
Work

11

sterling.ng/life

Looking
Forward:
 After
All
These
 Things

What
lies
behind
us
and
what
lies
ahead
of
 us
are
tiny
matters
compared
to
what
lies
 within
us

-
Ralph
Waldo
Emerson

We
hope
to
continue
to
build
a
sustainable
workforce
which
 is
engaged
and
equipped
to
deliver
results
sustainably.
We
are
 constantly
recreating
our
people
strategy
to
ensure
effective
 leadership
in
the
present,
while
building
the
leadership
of
the
 future
 through
 sustainable
 succession
 planning.
 Our
 ethos
 for
learning
is
rooted
in
Alvin
Toffler’s
learn,
unlearn,
relearn,
 and
 this
 is
 one
 of
 the
 keys
 to
 achieving
 the
 great
 and
 sustainable
workplace
we
desire.

Our
 learning
 and
 development
 intervention
 has
since
2019
been
able
to
train
over
2,000
 members
 of
 our
 workforce,
 while
 our
 specialized
 academies
 called iLearn trained
 more
than
900
employees
in
six
months
since
 its
launch.

We
have
come
a
long
way
with
our
people
and
one
thing
we
 would
 never
 do
 is
 make
 the
 mistake
 of
 being
 comfortable
 with
the
little
success
we
have
achieved
in
recent
times.
We
 still
have
a
long
way
to
go
on
this
journey.
Nonetheless,
we
 will
 remain
 committed—to
 keeping
 our
 workforce
 happy,
 enabled
and
empowered. *****not
their
real
names

A
Great
Place
To
Work

12

sterling.ng/life

The
Head
Office Sterling
Towers,
20
Marina,
Lagos
Island,
Lagos. 017003270 www.sterling.ng Customer
Care customercare@sterling.ng (+234)
07008220000 (070078375464) 014484481-5

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