What many people misunderstand is that some businesses are rarely fast-moving at the beginning. Most successful niche publishers, for instance, spent years building credibility before seeing returns.

A 2026 workforce survey found that 72% of workers now rely on at least one secondary source of income, up from 71% a year earlier. 

Most respondents said side income has become a necessity, a part of how they manage surging expenses, job uncertainty and slower salary growth. 

At the same time, the side hustle economy is changing fast. Five years ago, people ran after quick online trends, but today, the stronger opportunities are way different. 

Businesses are paying for experience, operational knowledge and industry-specific skills. They want people who can solve problems, save time and improve systems.

That shouldn’t be ignored.

The strongest side hustles in 2026 are not random weekend projects disconnected from people’s actual careers. In many cases, the best opportunities are extensions of the work professionals already do between 9 and 5.

A finance officer already understands business cash flow, a customer support worker already knows how companies lose clients, a designer already understands branding mistakes startups make and those skills now have market value outside formal employment.

The idea that a side hustle must involve dancing videos, dropshipping or overnight success stories is starting to collapse. What is replacing it is something more stable and that is professional skill monetisation.

Here are five business ideas aligning with full-time jobs without requiring people to quit work immediately.

1. Niche Freelance Consulting

The freelance market has become crowded, but specialised consulting is growing because companies are overwhelmed by operational problems they cannot fix internally.

Small businesses especially, are struggling with compliance, customer retention, process management and internal systems. Many cannot afford senior full-time hires, so they bring in specialists on short contracts.

That creates an opening for professionals already working inside those industries.

An HR officer can advise startups on hiring systems and workplace documentation after work hours, an accountant can help small businesses fix reporting processes, while someone working in customer experience can help companies reduce complaints and improve retention.

The important point is that businesses are paying less for “general freelancers” and more for people with direct industry understanding.

This has become very obvious this year as more companies cut unnecessary spending and focus on measurable outcomes. Generic services are under pressure, expertise is not.

The biggest advantage here is that the startup cost is low, most people already have the core skill. What they usually lack is positioning.

One mistake many professionals make is trying to market themselves too broadly. That rarely works now. A person offering “business consulting” sounds vague. Someone offering “customer retention systems for e-commerce brands” sounds useful.

The income structure is also stronger than many people expect. Consultants work on retainers rather than one-off jobs. A professional managing compliance reviews for three small companies every month may quietly build stable recurring income without massive visibility online.

Still, this is not effortless work, as client acquisition is the hardest part. Technical ability alone is rarely enough. Professionals who succeed here usually spend time building credibility through LinkedIn posts, referrals, case studies or industry communities.

The long-term upside, however, is important. Many small consulting firms started as evening side projects handled after office hours.

2. AI-Assisted Service Businesses

There is a misunderstanding around automation work in 2026. Many people think businesses want complicated technology systems, but most do not.

What companies actually want is relief.

They want fewer repetitive tasks, cleaner workflows, faster communication and less confusion. That is why professionals who understand both business operations and digital tools are highly valuable.

A marketing employee, for example, can help small firms automate customer emails and reporting systems. An operations worker can set up workflow tools for startups drowning in manual tasks. A content professional can help businesses manage newsletters, social media scheduling and customer communication faster.

The strongest operators in this space are not selling “magic solutions”, what they are solving is ordinary business frustrations.

This is important because businesses have become cautious. Many rushed into automation tools over the past two years and discovered that badly managed systems create even more problems.

Several online communities discussing side income trends this year repeatedly point to the same issue, where businesses are now paying for people who can combine operational thinking with practical implementation. 

That combination is becoming valuable because many business owners are overwhelmed by software but still lack structure.

The barrier to entry is also lower than many assume. Someone already familiar with project management, customer support, administration or marketing often adapts quickly because they already understand workflow problems.

What makes this business idea attractive for full-time workers is flexibility. Much of the work can be handled remotely and outside office hours.

However, low-quality automation services are flooding the market. Businesses are becoming better at spotting people who only understand tools but not operations. Professionals who succeed usually specialise in one industry or one business function instead of trying to serve everyone.

That specialisation is where long-term stability now sits.

3. Digital Education and Knowledge Products

One of the most obvious changes happening in the online economy is that audiences are moving away from broad motivation and towards practical learning.

People are paying for information that helps them pass interviews, improve at work, solve technical problems or increase earnings.

That is creating new opportunities for professionals with experience.

A software engineer can teach beginners how to prepare for technical interviews. A finance professional can create budgeting templates for small business owners. A recruiter can offer CV review sessions. A teacher can build revision programmes for secondary school students.

These businesses usually start small, sometimes it begins with a weekend workshop, a downloadable guide or a short paid session online.

What makes this model powerful is trust.

Many audiences are becoming tired of creators who teach subjects they have never actually worked in. Professionals with experience stand out because people want practical advice, not recycled motivation.

Education-related side businesses are also growing because digital learning behaviour has changed. Workers are constantly trying to improve employability, especially in uncertain economies.

Importantly, these businesses do not always depend on massive audiences.

A professional helping 50 people prepare for a specialised certification exam may earn more stable income than someone chasing viral content online.

The challenge, however, is consistency.

Many people underestimate how much time educational products require in the beginning. Creating useful material, responding to questions, and building trust takes time. Results usually compound slowly.

But once credibility develops, the business can scale in multiple directions through courses, templates, communities, workshops or advisory services.

That is why many professionals now see knowledge businesses not just as “content creation” but as intellectual property development.

4. Productised Agency Services

Many freelancers struggle because their income resets every month. They complete one project, then start searching for the next client again.

Productised services solve part of that problem by turning work into repeatable systems.

Instead of charging randomly for individual tasks, professionals create structured service packages that businesses can subscribe to monthly.

This model is growing because startups and small companies mostly outsource specialised work rather than hiring large internal teams. 

Examples are everywhere now.

A designer offers monthly branding support for startups, a writer manages weekly LinkedIn content for executives, a video editor handles short-form clips every month for one business category and an operations professional organises workflow systems for founders on a retainer basis.

The reason this model works is that businesses prefer predictability.

They do not want to repeatedly search for freelancers every few weeks, what they want us ongoing support from someone who already understands their operations.

For professionals with full-time jobs, this can be more manageable than traditional freelancing because the work becomes structured and easier to schedule. It also creates a more stable income.

One client paying monthly retainers usually becomes more valuable than constantly chasing one-off projects.

Still, this model requires discipline, and systems are essential here. Professionals who succeed usually standardise communication, onboarding and delivery processes early. Without structure, workload quickly becomes complicated.

There is another issue many people ignore, which is that retainers bring pressure. Clients expect consistency, and delayed responses, as well as poor organisation, damage trust quickly.

But when done properly, productised services can evolve into agencies employing contractors and small teams.

Many modern digital agencies started exactly this way, as evening side operations managed by one employee after work.

5. Micro Media Businesses

The influencer era created the idea that online success depends on mass attention. Realistically, many smaller media businesses are becoming profitable by focusing on narrow expertise.

This is one of the most underestimated business models today.

A logistics worker explains supply chain issues online. A lawyer breaks down legal mistakes startups make. A healthcare professional discusses career realities in nursing. A business analyst reviews African startup trends.

The audiences may not be massive, but they are highly targeted. That changes the economics completely.

Companies pay for access to focused professional communities rather than broad entertainment audiences. A newsletter read by 5,000 finance professionals may attract stronger business opportunities than a general social account with ten times the followers.

This trend is becoming more visible as trust online fragments. Audiences are becoming more selective about who they listen to.

The strongest media businesses don’t rely on virality, authority is now the focus.

Revenue also comes from multiple directions, including sponsorships, advisory work, premium newsletters, speaking opportunities, events and partnerships.

What many people misunderstand is that media businesses are rarely fast-moving at the beginning. Most successful niche publishers spent years building credibility before seeing meaningful returns.

The internet still rewards consistency, even if the speed of modern platforms makes people think otherwise.

And unlike many trend-based side hustles, niche expertise tends to age better.

What Most People Get Wrong About Side Hustles

The biggest misconception around business ideas and side hustles is that they create freedom immediately. Most do not.

In the beginning, many side businesses simply create a second layer of work. People finish office hours and continue working at night. That stress becomes difficult to manage, especially for professionals already dealing with demanding jobs.

Several recent surveys now show burnout becoming one of the major hidden costs of secondary income culture. 

There is another issue too. Many side hustles are badly positioned from the start because people chase trends instead of using existing strengths. They enter overcrowded spaces with no real advantage and compete almost entirely on price. That is becoming harder to sustain.

The business ideas holding value now are usually connected to practical skills, operational knowledge or industry-specific expertise.

In simple terms, boring is starting to outperform flashy.

The internet still rewards visibility, but businesses continue paying for reliability.

How to Choose the Right Side Hustle Based on Your 9-5

The smartest side hustle is usually the one closest to your existing strengths.

A customer service worker already understands client behaviour. A salesperson already understands persuasion and lead generation. An operations manager already understands systems and efficiency.

The opportunity can be found inside the job itself.

]]> https://techeconomy.ng/business-ideas-side-hustle-9-to-5-2026/feed/ 0 https://techeconomy.ng/propel-vs-altschool-africa-global-jobs/ https://techeconomy.ng/propel-vs-altschool-africa-global-jobs/#respond Thu, 05 Feb 2026 11:00:12 +0000 https://techeconomy.ng/?p=175621 In 2025, youth in Africa made up 60% of the continent’s population, but less than 3% of workers held the digital skills demanded by tech sectors worldwide. 

This disconnect between talent and global opportunity is one of the biggest challenges in today’s digital economy, and a core reason why platforms such as Propel and AltSchool Africa were built. 

Taking a detailed look at these two organisations, both aim to help African tech talent reach global job markets, but they do so in different ways.

Top Digital Economy Policies to Watch in 2026

Propel is the Connector

Propel is a talent ecosystem platform focused on linking tech professionals, through communities, with job opportunities, projects, gigs and professional growth tools. 

It has built an ecosystem of 200+ specialised tech communities with over 600,000 members across more than 22 countries. 

Propel’s model integrates job listings, learning support, community networking and embedded financing (like device or cash loans) to help talent prepare for jobs, present themselves well and get hired. 

On the other hand, AltSchool Africa is the Educator

AltSchool Africa is an education platform aimed at training Africans with the skills employers want. It provides structured programmes, ranging from diploma courses in software engineering and cloud computing to short nano‑diplomas and masterclasses. 

More recently, it has launched continent‑wide initiatives like “AI for 10M Africans”, aimed at providing free foundational and advanced education in artificial intelligence to 10 million learners. 

How Each Addresses Global Job Access

This is where the contrast becomes most consequential.

Propel: A Direct Bridge to Opportunities

Propel’s global job board curates roles from international companies actively hiring African tech talent, not just adverts scraped from the web, but vetted positions updated weekly with direct application links and smart filters by skill, experience and job type. 

Its Opportunity Hub goes beyond jobs, including internships, hackathons, fellowships and gigs designed to grow your portfolio and visibility. 

The platform works through communities, meaning you don’t search alone, you apply within a network of peers, mentors, recruiters and global employers who value connections over mere CVs. 

Engineers and designers from Propel communities report securing roles with global companies (including household names in tech), now working remotely or in hybrid models with competitive pay. 

AltSchool Africa: Preparing You for the Game

AltSchool’s strength is in skills creation, not job placement per se.

Its programmes are designed to teach practical, in‑demand skills that global employers look for, from software development fundamentals to advanced cloud engineering and cybersecurity skills. 

Importantly, AltSchool runs scholarship programmes with partners such as Binance and Bybit, offering funded training in fields like software engineering and data analytics to hundreds of students. 

The “AI for 10M Africans” initiative goes even further to be a part learning movement and part skills movement. The goal is to demystify AI literacy and make AI education accessible across languages and regions, a cue that AltSchool sees future readiness as a form of job access. 

However, AltSchool does not operate a direct global job marketplace. Instead, its value is in giving learners the confidence, credentials and capacities to be considered for jobs, locally and globally.

Strengths and Limitations: The Practical View

What Propel is Great At

• Job access and matching: curated global listings and tailored opportunities. 
• Community network effects: jobs, knowledge and referrals flow through the community, not just postings. 
• Hindrance removal: tools such as device financing and learning support make career pathways tangible. 
• Feedback and mentorship loops: driven by active peers and professionals. 

Challenges: Being productive depends on engagement within the community, the more you participate, the more visible you become. If you’re not actively networking or building a profile, opportunities can be slower to materialise.

What AltSchool Africa is Great At

• Structured learning: clear step‑by‑step programmes from foundational to advanced skills. 
• Scale through initiatives: “AI for 10M Africans” and scholarships draw learners across the continent. 
• Credentials: recognised certifications and structured diplomas. 

Limitations: Training alone doesn’t guarantee jobs. Learners still need to reach employers, something AltSchool supports via career services but does not own in the way a job platform does.

So…

If you’re starting from scratch, with little coding knowledge and no formal tech education, AltSchool Africa is a strong first choice. You’ll build the skills recruiters globally want, and graduate ready to pass technical interviews.

If you already have some skills or experience, or you’ve completed training, Propel is the better place to connect with employers, project opportunities and international teams who are hiring now.

In many cases, the strongest path is both. Use AltSchool Africa to get qualified and Propel to get seen and hired.

Finally; Complementary, Not Competing

Here’s the honest conclusion, one isn’t categorically “better” than the other, they serve different roles in the talent pipeline.

• AltSchool Africa builds readiness. It helps Africans become competitive globally.
• Propel connects readiness to opportunities. It bridges the gap between ability and employment.

In that sense, they are two halves of an ecosystem, not competitors. Tech careers need platforms that can both groom talent and connect it with opportunity. Propel and AltSchool Africa each occupy an important space in this. 

In a statement issued by the Head of Service, Mr Bode Agoro, it was confirmed that the work-from-home initiative would be discontinued effective March 31, 2025. 

The decision aligns with the recent implementation of a new minimum wage for civil servants and the government’s vision to enhance public service delivery.

The policy, which had been in effect since February 2024, allowed civil servants in Grade Levels 01 to 14 to work from home for two days a week, while those in Grade Levels 15 to 17 had the option of one remote workday per week. 

The measure was introduced to ease the financial stress on workers due to increased transportation costs, a direct consequence of the fuel subsidy removal.

According to Mr Agoro, the scrapping of the remote work initiative is in line with Lagos State Governor Babajide Sanwo-Olu’s approval of an N85,000 minimum wage for public servants, a policy aimed at improving workers’ welfare. Agoro stated, “It is hereby notified for general information that the governor has approved the cancellation of the work-from-home initiative in the Lagos State Public Service.”

Public servants have now been urged to return to full-time, on-site work in order to boost service delivery across various government ministries and agencies. Agoro further stressed that all public servants should “rededicate themselves to their duties and ensure improved service delivery across Ministries, Departments, and Agencies.”

Public servants, who have been adjusting to the remote work schedule are not pleased with the decision. However, the state government says that the end of the policy, alongside new welfare initiatives, will further improve productivity and service efficiency within Lagos’ public sector.

Aiming to ensure the message reaches all concerned, Mr. Agoro also instructed Accounting Officers to give wide publicity to the cancellation within their respective departments.

This transformative trend is reshaping the way we ​think about employment, offering individuals unprecedented opportunities for flexibility, autonomy, and collaboration in the global marketplace.

As businesses and governments across the world navigate the evolving landscape of work in the 21st century, the embrace of remote work and the gig economy stands as a beacon of innovation and sustainability, heralding a future where individuals can pursue their passions and potential on their terms.

As we witness a paradigm shift in the way we work, the exponential rise of remote work and the gig economy is reshaping the traditional workplace landscape.

Technology has enabled individuals to connect and collaborate seamlessly from different corners of the world, fostering a truly global workforce.

This trend not only enhances flexibility and work-life balance for employees but also opens up opportunities for organizations to tap into a diverse pool of talent and reduce operational costs.

Moreover, the gig economy offers a platform for professionals to leverage their skills and expertise on a freelance basis, catering to a growing demand for specialized services.

This flexible model allows individuals to pursue multiple projects simultaneously, diversifying their income streams and gaining a sense of empowerment over their career paths.

By embracing remote work and the gig economy, both companies and workers are unlocking new possibilities for innovation, creativity, and personal growth in the dynamic digital age.

In embracing the transformative power of remote work and the gig economy, we are witnessing a shift towards a more agile and responsive way of working.

This shift not only challenges traditional notions of work but also presents opportunities for individuals to craft their unique career journeys.

As we continue to explore the synergies between technology, talent, and innovation, the future of work holds immense potential for collaboration, creativity, and empowerment in the ever-evolving landscape of the modern workforce.

In the digital age, notably, the traditional concept of paying a salary as a foundational element of a healthy organizational culture is being re-examined and redefined. While compensation remains a crucial factor in attracting and retaining talent, how it is structured and perceived has evolved in response to changing work dynamics and employee expectations.

Some argue that a fixed salary may no longer be the sole motivator for employees in a rapidly changing and increasingly competitive job market.

In this context, alternative forms of compensation and benefits, such as performance-based incentives, flexible work arrangements, and opportunities for skill development, are gaining importance as organizations strive to create a more engaging and motivating work environment.

By embracing a more holistic approach to rewarding employees beyond just monetary compensation, organizations can foster a culture of recognition, empowerment, and employee well-being that aligns with the values and priorities of the digital age workforce.

Apparently, in the digital age, the concept of paying a salary as a form of reward for work has evolved to accommodate new models of work.

With the rise of remote work and the gig economy, traditional full-time employment may no longer be the norm for many individuals. Instead, workers may opt for freelance or contract positions, where they are paid on a project basis rather than a regular salary.

One of the benefits of this new model is that it offers more flexibility and autonomy for workers. They can choose when and where they work, and have the opportunity to take on multiple projects at once.

This can lead to a more diverse and fulfilling work experience, as individuals can pursue their passions and interests in a way that may not have been possible in a traditional 9-5 job.

However, some challenges come with this new model. Without the security of a regular salary, individuals may face financial uncertainty and instability.

Additionally, the lack of benefits such as healthcare and retirement savings can be a concern for many workers in the gig economy.

Overall, the concept of paying a salary as a form of reward for work remains important in the digital age, but it has evolved to accommodate new ways of working.

Organizations must adapt to these changes by offering competitive salaries and benefits, as well as creating a supportive and inclusive work culture that values the contributions of all workers, regardless of their employment status.

Consequently, as remote work and the gig economy continue to gain momentum, the role of government in fostering economic development and sustainability is transforming. How can governments capitalize on the benefits of remote work and the gig economy to enhance efficiency and drive growth?

By reimagining traditional regulatory frameworks, implementing supportive policies, and investing in digital infrastructure, governments have the opportunity to create an enabling environment for remote workers and independent contractors.

How can governments leverage the flexibility and scalability of the gig economy to meet the evolving needs of their workforce and adapt to changing market demands?

As remote work becomes the new norm, how can governments harness the potential of a geographically dispersed talent pool to drive innovation and competitiveness on a global scale?

By exploring these questions and embracing the opportunities presented by the digital revolution, governments can position themselves as proactive agents of change in a rapidly evolving economic landscape.

Indeed, Governments can become more efficient with the rise of remote work and the gig economy by implementing policies and programs that support and regulate these new models of work. Here are some ways in which governments can leverage the digital age for economic development and sustainability:

1. Embrace remote work: Governments can encourage public sector organizations to adopt remote work policies, which can lead to cost savings, increased productivity, and a better work-life balance for employees.

By investing in digital infrastructure and collaboration tools, governments can ensure that remote workers have the resources they need to be successful.

2. Support the gig economy: Governments can create regulations and programs that protect the rights of gig workers, such as ensuring fair wages, access to benefits, and protection from exploitation.

By creating a level playing field for gig workers, governments can help to foster a more sustainable and equitable economy.

3. Invest in digital skills training: Governments can support economic development by investing in programs that help workers develop the digital skills needed to thrive in the digital economy.

This can include training in coding, digital marketing, data analysis, and other in-demand skills that can lead to higher-paying jobs and career advancement.

4. Promote entrepreneurship: Governments can support economic sustainability by promoting entrepreneurship and innovation in the digital age.

This can include providing funding and resources for startups, creating incubators and accelerators, and offering tax incentives for small businesses.

By fostering a culture of entrepreneurship, governments can help to drive economic growth and create new opportunities for workers in the digital economy.

5. Collaborate with industry stakeholders: Governments can work with industry stakeholders, such as tech companies, labour unions, and academic institutions, to develop policies and programs that support the growth of the digital economy.

By fostering collaboration and partnerships, governments can ensure that their efforts are aligned with the needs and priorities of key stakeholders, leading to more effective and sustainable economic development initiatives.

As businesses and governments in the digital age explore new models of work, particularly in Africa and other Global South nations, the traditional concept of salary as the incentive for work is being re-examined.

With some viewing salary as a deterrent to pursuing one’s dreams, what counterarguments can be made to justify its role in motivation and stability in the workforce?

Conversely, how can alternative methods of compensation, such as those seen in the gig economy, offer a more flexible and fulfilling approach to work while ensuring sustainability for both individuals and the economy at large?

In a rapidly evolving landscape where remote work and independent contracting are on the rise, what considerations need to be taken into account to ensure that the future of work in these regions is not only economically viable but also socially and ethically responsible?

Counterarguments against the idea that salary is a drug given to forget dreams:

1. Financial stability: Salary provides financial stability and security, which allows individuals to pursue their dreams without worrying about meeting their basic needs.

2. Motivation: A salary can serve as a motivating factor for individuals to work towards achieving their dreams and goals, as it provides them with the resources and means to do so.

3. Recognition and reward: Salary is often seen as a form of recognition and reward for the effort and contributions that individuals make in their work, which can boost morale and job satisfaction.

Supporting arguments for the idea that salary can be a drug to forget dreams:

1. Complacency: Some individuals may become complacent in their jobs and settle for a steady salary, instead of taking risks and pursuing their true passions and dreams.
2. Lack of fulfilment: A high salary may not always lead to fulfilment and happiness if individuals are not pursuing work that aligns with their values and passions.
3. Fear of failure: The security of a salary may lead individuals to not take risks or pursue their dreams, out of fear of failure or financial instability.

In the digital age, as businesses and governments in Africa and other Global South nations embark on new models of work, it is important to consider the future of work and sustainability. Here are some justifications to support these efforts:

1. Economic development: Embracing new models of work in the digital age can spur economic growth and create new opportunities for businesses and workers in Africa and other Global South nations.
2. Access to global markets: Remote work and digital technologies offer businesses in these regions the opportunity to access global markets and compete on a level playing field with companies in more developed economies.
3. Job creation: The gig economy and remote work can create new job opportunities for individuals in Africa and other Global South nations, helping to reduce unemployment and poverty levels.
4. Sustainable development: Embracing digital technologies and new models of work can help to promote sustainable development by reducing carbon emissions, improving resource efficiency, and fostering innovation in green technologies.

Coherently, while salary can serve as a motivator and a form of recognition for individuals in their work, it is important to strike a balance between financial security and pursuing one’s dreams and passions.

Embracing new models of work in the digital age can lead to economic development, job creation, and sustainable growth in Africa and other Global South nations.

As the world embraces the digital age, the exponential rise of remote work and the gig economy presents a transformative shift in how we view employment and entrepreneurship.

With technology enabling individuals to work from anywhere and connect with opportunities globally, what unique benefits and challenges does this trend bring to the forefront?

It is fascinating to explore how this shift can empower individuals to design their careers on their terms while also redefining traditional notions of work and productivity.

By delving into the dynamics of remote work and the gig economy, we uncover a wealth of opportunities for innovation, collaboration, and personal growth in a rapidly evolving landscape.

The exponential rise of remote work and the gig economy represents a transformative shift in the way we approach work in the digital age.

This trend has opened up new opportunities for individuals to pursue flexible and location-independent careers, breaking down barriers to entry and providing unprecedented access to a global marketplace.

By embracing remote work and the gig economy, businesses can tap into a diverse pool of talent from across the world, fostering innovation, creativity, and collaboration on a scale never before seen.

This shift towards a more decentralized and flexible workforce is not just a trend but a powerful movement that is reshaping the future of work and challenging traditional notions of employment.

Moreover, the rise of remote work and the gig economy is empowering individuals to take control of their careers and pursue passion projects, side hustles, and entrepreneurial endeavours on their terms.

This new paradigm not only offers individuals the freedom to design their work-life balance but also enables them to explore and leverage their unique skills and talents in a way that aligns with their personal goals and aspirations.

As we witness the democratization of work through digital platforms and technologies, the gig economy is paving the way for a more inclusive and equitable labour market where meritocracy, diversity, and creativity thrive.

Essentially, the transition to remote work and the gig economy is not just a response to technological advancements but a reflection of changing societal values and preferences. This shift towards a more flexible and autonomous work arrangement is driven by a growing desire for autonomy, purpose, and fulfilment in our professional lives.

As individuals seek meaning and impact in their work, the gig economy offers a platform for them to pursue projects that align with their values and contribute to the greater good.

In embracing this new way of working, we are not just adapting to a digital world but redefining the very essence of work as a catalyst for personal growth, fulfilment, and societal progress.

In conclusion, the rise of remote work and the gig economy presents a paradigm shift in our approach to work, offering boundless opportunities for creativity, collaboration, and personal fulfilment.

As we witness the democratization of work through digital platforms and technologies, businesses and governments must embrace this new way of working as a driver of economic development and sustainability.

By harnessing the power of remote work and the gig economy, we can unlock the full potential of individuals, foster a culture of innovation and inclusion, and pave the way for a future where work is not just a means to an end but a catalyst for individual growth, societal progress, and global prosperity.

However, there remains a segment of society – inactive citizens – who face barriers to engaging in this transformative process.

In this context, striking a balance between skills adaptability and engaging inactive citizens is crucial for robust economic development and sustainability.

By addressing the unique needs and challenges of inactive citizens, we can create a more inclusive and resilient economy that benefits all members of society.

What drives the need for soft skills adaptation in the digital age? Is it the rapid advancement of technology, the evolving global marketplace, or the changing nature of work?

Perhaps it is a combination of all of these factors. As we navigate the complexities of the modern world, the ability to adapt and hone our soft skills becomes increasingly crucial.

In a landscape where communication, collaboration, and problem-solving are paramount, the importance of developing these aptitudes cannot be understated.

Let us delve deeper into the intricacies of soft skills adaptation and uncover the key reasons driving this necessity in the digital age.

Permit me to engagingly showcase some of the reasons for soft skills adaptation in the digital age as follows:

1. Increased reliance on teamwork and collaboration: With the rise of remote work and global teams, employees need to have strong communication and collaboration skills to work effectively with colleagues across different time zones and cultures.

2. Customer-centric approach: In the digital age, customer experiences are more important than ever. Employees need to have strong interpersonal skills to build relationships with customers, understand their needs, and provide excellent service.

Lagos State Targets N5 Trillion Revenue with New Tax Initiatives for Remote Workers, Digital Economy

3. Adaptability to change: The digital landscape is constantly evolving, with new technologies and tools being introduced all the time. Employees need to be adaptable and willing to learn new skills to keep up with these changes.

4. Emotional intelligence: In a fast-paced and high-pressure work environment, employees need to be able to regulate their emotions, empathize with others, and effectively manage conflict. These emotional intelligence skills are crucial for building strong relationships and thriving in the digital age.

5. Leadership and decision-making: As organizations become more complex and decentralized, employees at all levels need to demonstrate leadership skills and the ability to make strategic decisions. Soft skills such as critical thinking, problem-solving, and decision-making are essential for navigating this new digital landscape.

6. Innovation and creativity: To stay competitive in the digital age, companies need employees who can think creatively, come up with innovative ideas, and adapt to changing market conditions. Soft skills such as creativity, curiosity, and open-mindedness are key to fostering a culture of innovation within organizations.

Essentially, the adaptation of soft skills in the digital age is critical for employees to succeed in a rapidly changing and technologically advanced world.

Organizations that prioritize the development of these skills will be better positioned to thrive in the digital age and drive innovation and growth.

Consequently, how can we effectively engage inactive citizens in the digital age when it comes to adapting their skills?

With the ever-increasing importance of digital literacy and proficiency in the modern world, finding ways to motivate and empower individuals who may be hesitant or resistant to change is paramount.

Whether it be through targeted training programs, innovative educational initiatives, or community outreach efforts, myriad approaches can be taken to bridge the gap and ensure that all members of society are equipped with the necessary skills for success in the digital era.

Let us explore how best to engage inactive citizens and empower them to embrace skill adaptation in an increasingly digital world.

Additionally, engaging inactive citizens in the digital age requires a strategic approach that takes into account their unique needs and challenges.

Here are some ways to effectively engage inactive citizens in the digital age:

1. Provide digital literacy training: Offer workshops, classes, or online resources to help inactive citizens improve their digital literacy skills. This can include teaching them how to use basic digital tools, navigate the internet, and engage with online platforms.

2. Create user-friendly platforms: Develop user-friendly websites, apps, and digital tools that are easy to navigate and accessible to inactive citizens. Consider incorporating features like large fonts, simple layouts, and clear instructions to make the digital experience more inclusive.

3. Offer personalized support: Provide one-on-one assistance and support to inactive citizens who may be less comfortable with technology. This can include offering personalized training sessions, troubleshooting assistance, and ongoing support to help them feel more confident using digital tools.

4. Collaborate with community organizations: Partner with local community organizations, schools, libraries, and senior centres to reach out to inactive citizens and offer digital engagement opportunities. Collaborating with trusted community partners can help increase participation and engagement among inactive citizens.

5. Foster a sense of community: Create online forums, social media groups, and virtual events that encourage inactive citizens to connect and share their experiences. Building a sense of community can help motivate inactive citizens to participate in digital activities and stay engaged over time.

6. Offer incentives and rewards: Consider offering incentives, rewards, or recognition programs to encourage inactive citizens to participate in digital activities. This can include prizes, discounts, or public acknowledgement of their efforts and achievements.

7. Listen to feedback and adapt: Solicit feedback from inactive citizens on their digital engagement experiences and use this feedback to continuously improve and adapt your offerings. Being responsive to their needs and preferences can help increase engagement and retention over time.

By taking a tailored and inclusive approach to digital engagement, organizations can effectively reach and activate inactive citizens in the digital age, helping them to stay connected, informed, and engaged in their communities.

Nonetheless, balancing soft skills adaptability with engaging inactive citizens is crucial for robust economic development and sustainability.

Here are some key considerations for achieving this balance:

1. Tailored training and support: Provide personalized training and support that takes into account the unique needs and challenges of inactive citizens. This can help them build essential soft skills such as communication, teamwork, and problem-solving, while also increasing their digital literacy and confidence in using technology.

2. Collaborative partnerships: Foster collaboration between government agencie s, businesses, educational institutions, and community organizations to create comprehensive programs that address the soft skills gap among inactive citizens. By working together, stakeholders can leverage their resources and expertise to deliver effective training and support initiatives.

3. Inclusive workforce development: Implement inclusive workforce development strategies that prioritize the skills development of inactive citizens, ensuring that they have access to training, job opportunities, and career advancement pathways. By equipping them with relevant soft skills, they can contribute to the economy and thrive in the digital age.

4. Continuous feedback and evaluation: Regularly gather feedback from inactive citizens and stakeholders to assess the effectiveness of training programs and initiatives. Use this feedback to make informed decisions, adjust strategies as needed, and continuously improve the quality of services provided to support economic development and sustainability.

5. Community engagement and empowerment: Empower inactive citizens to actively participate in decision-making processes that impact their lives and communities. By involving them in economic development initiatives, they can contribute their unique perspectives, skills, and talents to drive innovation and growth.

6. Long-term sustainability planning: Develop sustainable strategies that prioritize the long-term economic well-being of communities, including investing in education, workforce development, infrastructure, and supportive services for inactive citizens. By taking a holistic approach to economic development, organizations can create opportunities for growth and prosperity that benefit all members of society.

By striking a balance between soft skills adaptability and engaging inactive citizens, organizations can foster economic development, ensure sustainability, and create a more inclusive and resilient economy for the future.

Taking a strategic and collaborative approach to skills development and workforce engagement is key to realizing these goals and building thriving communities in the digital age.

In conclusion, as we navigate the complexities of the digital age, it is essential to prioritize the development of soft skills and engage inactive citizens in economic development initiatives.

By providing tailored training, fostering collaborative partnerships, and empowering communities, we can create opportunities for all individuals to thrive in a rapidly changing world.

Through a strategic and holistic approach to skills development and workforce engagement, we can build a more resilient economy that ensures sustainability and prosperity for generations to come.

It is only by embracing the unique potential of every individual, including inactive citizens, that we can truly unlock the full economic and social benefits of skills adaptability in the digital age.

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The work-from-home revolution is in full swing, but without a physical space to work together, how are small business bosses motivating their remote workers?

James Dooley, the owner of PromoSEO, shares his expert tips on how small business owners can motivate remote workers, even if they’re on the other side of the world.

1. Flexible Working Hours

Some remote workers use their freedom to travel around the world and work wherever they end up. Companies that support this lifestyle and offer flexible working hours are more likely to retain these employees.

‘This can look different for different small businesses, but generally, creating loose deadlines and flexible hours with the expectation that a day’s work will get done in whatever time zone their employees are in is a great way to show them that you trust them and respect their time,’ says James.

2. Continuing Education Opportunities

With the money businesses save by not renting out office space, a great perk to offer employees is various complementary educational workshops and courses. ‘Establishing a work atmosphere of constant learning leads to better productivity and more innovation, leading people to want to stay in their workplace,’ says James. ‘A job that fosters a learning culture will see more success in their industry, making employees feel accomplished and successful.’

Employees who do not feel like they are moving forward at their places of work are more likely to leave. Frequent employee turnovers can be costly as you have to invest your time into finding and training a replacement, so it is worth investing in educational workshops and courses so that workers can become better at their positions and have educational achievements to look forward to if they stay on the job.

3. Recognition Events

Weekly, monthly, and yearly employee recognition events give workers something to look forward to and work hard to achieve.

Even small acknowledgements of jobs well done go a long way toward workers feeling recognised and appreciated.

This is extra important in a small business because there is likely direct communication between the executives and the workers.

Some gestures and events that have proven to work well for remote workers are:

• Giving gift cards
• Rewarding top performers with a weekend away at a hotel
• Statements of positive reinforcement
• Yearly awards ceremonies
• Company group trips

4. Daily Break Activities

‘Hosting break activities like video chat yoga or starting a book club with employees who want to get to know their digital coworkers better can foster bonding within teams, even if they aren’t physically together,’ encourages James. Sometimes, the things people miss most when they move over to remote work are eating lunch with coworkers and having everyday conversations.

If most of your employees are in the same time zone and take lunch around the same time, try hosting a group lunch once per week to encourage team building and to get closer as a team running a small business.

Scheduling a time when everyone logs off for a thirty-minute break is also a great way to show your employees that you value their need for rest during the day.

You can even offer to cover the cost of one exercise class per week and encourage them to do yoga or anything else to get them out of their work chair and boost their mental and physical health.

5. Team-Building Exercises

Although each employee is working remotely in a different location, you can still plan digital team-building exercises through video calls and a yearly team retreat where all employees meet up in person for a team-building trip.

Some great team-building exercises include trivia nights, online happy hours, and virtual team games. You can even turn educational experiences into team-building activities or allow your workers to take turns choosing activities. James urges, ‘This will give remote workers a fun chance to bond and make them feel like an integral part of the team.’

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While this shift presents numerous challenges, it also presents opportunities for growth and innovation.

In this article, we will explore the implications of remote work for various stakeholders and discuss strategies to address the emerging challenges.

The McKinsey Global Institute’s report titled “What’s Next for Remote Work: An Analysis of 2000 Tasks, 800 Jobs, and Nine Countries” sheds light on the impact of the pandemic on work culture.

According to the report, approximately 25% of workers need to acquire additional skills or change positions to remain employable. This necessitates reskilling and training programs to ensure a smooth transition into the digitization era.

Remote work has brought about new trends, threats, and opportunities for organizations, employees, and suppliers. While it has increased productivity and efficiency for many, it is not without its drawbacks.

Not all employees are suited for remote work, especially those in lower-income and non-STEM professions.

Additionally, the lack of interpersonal relationships and bonding can lead to mental health issues and communication barriers.

It is essential for organizations and leaders to recognize the challenges and opportunities presented by remote work.

One of the key challenges is the digital divide, where over 50% of employees lack the necessary connectivity for remote work.

To address this, managers should invest in training programs to equip employees with the digital skills required for the emerging trend.

Another challenge is the decline in interpersonal relationships due to remote work. To overcome this, virtual company-wide interactions through platforms like Zoom can foster virtual interpersonal relationships and collaborations.

Building a sense of common interest and bonding among employees is crucial for organizational effectiveness and growth.

While the pandemic has disrupted certain sectors that require physical presence, such as healthcare and caregiving, it has also created opportunities for new startups in e-commerce, financial technology, and home delivery services.

By embracing digitization and automation, organizations can build capacity and turn job losses into opportunities for growth. Managers should focus on structured knowledge and skills acquisition programs to provide employees with the tools for remote work.

Government intervention is crucial in supporting companies affected by the decline in the economy. Bailouts and funding can help sustain operations during these challenging times.

Furthermore, leaders must possess the ability to make sense of potential threats and turn them into opportunities.

The direction of an organization is determined by the leader’s capacity and inclination to adapt to change.

In conclusion, the challenges posed by the COVID-19 pandemic will continue to test organizations and leaders in the foreseeable future.

However, with critical thinking skills, capacity building, and a proactive approach to identifying problems and opportunities, organizations can navigate the complexities of remote work.

As the world adapts to the new normal, the ability to embrace change and leverage the benefits of remote work will be crucial for organizational success.

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The writer, Anthony Ojobo, PhD., is a former director, Public Affairs at the Nigerian Communications Commission (NCC)

Freed from conventional offices, an increasing cohort of digital nomads is embracing the concept of “workation,” effortlessly intertwining their professional endeavours with globetrotting adventures.

According to a study conducted by ClickSlice, the foremost European destinations for workation enthusiasts in 2024 have been unveiled.

Ranging from historically rich cities to sun-kissed getaways, these places provide a perfect blend of sturdy digital infrastructure, cost-effective living, and abundant opportunities for exploration amid meetings or coding sessions.

Gran Canaria leads as the best destination for remote work

Gran Canaria tops the list with an impressive remote worker score of 6.7, boasting excellent Wi-Fi, an affordable cost of living, beautiful beaches and volcanic landscapes, year-round vibrant weather, and a growing digital nomad community.

Affordable cost of living

One of the major benefits of the workation model is the potential cost savings compared to traditional urban tech hubs.

The affordable living costs in destinations like Bansko (€900), Sofia(€1,050), and Budapest(€1,300) enable remote workers to maintain their career momentum while stretching their income further.

The Perfect Work-Life Balance

Local Experiences Beyond co-working spaces and fast Wi-Fi, many of these cities provide unique local experiences that can enrich the workation lifestyle.

From the sunny beaches of Gran Canaria and Lagos, Portugal, to the mountain vistas of Bansko and the vibrant startup scene in Tallinn, remote workers can find communities and activities that cater to their interests and passions.

KEY FINDINGS:

• Tallinn also has relatively high internet speeds at 175 Mbps, making it a good option for digital nomads.
• Athens has the lowest internet connectivity at 70 Mbps among the cities listed.
• The sunniest destinations are Lagos (297 sunny days), Lisbon (299 sunny days), and Athens (293 sunny days), which can appeal to remote workers seeking warm climates.
• Prague has the fewest sunny days at 182, which may be less attractive for those prioritizing sunny weather.
• The most expensive locations in terms of total cost of living are Berlin (€2,800) and Valencia (€2,200).

Lisbon, Madeira, and Tallinn sweeten the deal for remote workers by offering specialized digital nomad visas, providing legal pathways to base themselves in these locales long-term.

“Crafting an amazing workation experience comes down to finding destinations that seamlessly support and enable the digital nomad lifestyle,” said Joshua George, Founder of ClickSlice. “You need rock-solid internet connectivity, vibrant co-working hubs, and a community of like-minded wandering workers. It’s about striking that perfect symphony between work, travel, and a sense of belonging – even halfway across the world from home.”

As more and more companies adopt remote work policies, workations will become an increasingly attractive option for retaining top talent and fostering a more engaged, motivated workforce.

A good grasp of the definition already implied more often than not, conflict always emerge when given task is not achieved or well delivered.

Over the past few years, the world has witnessed a massive shift towards remote work. From Tokyo to Toronto, office desks became kitchen tables. Companies adapted, and employees donned virtual avatars.

In a way, the Nigeria story stood out, in just two years, remote work surged by a whopping 200%, unexpectedly, this popularity does not just emerge without the advancement of the Technology.

Available data revealed from between 2018-2020 remote workforce in Nigeria was pegged at 25%, while the United State of America, (U.S.A) had 70% remote workers, India and Australia had 60 and 55% respectively.

However, data from 2020-2022 revealed that remote workers in Nigeria increased to 200%, while the United State of America (U.S.A), India, and the Australia are 110%, 130%, and 90%.

As clearly demonstrated above, remote  or virtual work as come to stay and it can only get better, hence we must braced up for the attendant challenges the opportunities presented to us as obtainable in any human organization.

The following steps therefore, present keys to effectively resolving conflict among remote workers.

Find a time that you can dedicate to discussing what’s working and what could be improved in your relationship. Instead of springing feedback on your colleague, give the person a call and ask if you can set up some time to talk about how things have been going.

In Nigeria, some Chief Executive Officers have been tempted to always, and if not almost all the time put calls through to their employee without good grasp of, or understanding of what emotional intelligence is all about.

Some do this with the understanding that those calls fall within the working hours. Colleagues that have purpose towards achieving a common goal also do follow suit.

Little do they know that personal relationship foster effective working condition, beyond the regimented office routine and demands.

It is in this light, we dedicated time to discussing what is working and what needs to be improved on to achieve team result.

1. Use a communication vehicle that has video in addition to audio

Video  calls offer more nuanced approach to conflict resolution due to several reasons, seeing each other fosters a sense of connection and empathy, helping in building rapport and understanding perspective better which is crucial in resolving conflicts.

Again, and more importantly, video conferencing platforms allows for pulling up documents on computer which can  be tracked resolve provided such conflicts are work related.

For instance, file can be shared real time this way, allowing clients to follow along and see clauses being session itself whether it is editing of documents or using specialized software they have on their computers.

2. Schedule regular online Team Meeting

While individual catch-ups are great, team meetings are just as important. It’s a chance and an excuse for the team to come together and brainstorm as well as bond.

These meetings should be at least weekly and employee can let the team know they are up to and ask questions or express concerns.

They also don’t have to be just work related; you can arrange virtual team-building meetings or even a Friday afternoon drinks session, especially if the team has not met in person.

3. Set clear Expectations

Having clear expectations and guidelines remove ambiguity, especially when it comes to hierarchy. While many companies are embracing a flat organization or a more causal hierarchy model, knowing where people stand and understanding those intricacies can mitigate offence given and taken.

4. Be Proactive

The proactive path is always more professional and less time consuming than the reactive path.

In a remote settings however, managers should be on the lookout for offhand comments and even the smallest of negatives interactions. While you should heed caution in instantly jumping in, it’s good to take note and try to get to the bottom of them during the one-one meetings.

That is trying to understand the motivations and find out certain employees are not getting along. If it’s something you can fix, then you should right away.

However, if this is more a case of conflicting personalities, you should set clear expectations and emphasize that teams must work together and be respectful.

Most of us avoid or delay uncomfortable conversations even with people who sit beside us. It’s natural to dislike confrontation. Now imagine how easy it is to let concerns fester when your teammate is two time zones away.

Avoiding an important conversation is a bad idea with an office mate and an even worse idea with a virtual teammate.

Get the issues out in the open as quickly as possible before they sour your relationship and affect your ability to get the job done.

Provide crisp and clear observations of your teammate’s behavior as free of judgment and subjectivity as possible.

Working as part of a remote team, with colleagues spread out in different locations, is increasingly common and surprisingly challenging.

Absent non-verbal cues, it’s often difficult to gauge how your relationship is going. If something does start to derail your relationship, you don’t have the benefit of informal office interactions to build rapport and re-establish trust.

Small irritants that aren’t addressed can fester into resentment and eventually impact your work. Don’t let concerns with your remote teammates grow bigger than they need to be.

There are a few techniques you can use to deliver feedback that will get the relationship back on track.

As we navigate through the above, let be cognizance of the fact that the prevalence of remote work varied greatly across occupations and industries.

This also gave rise to more remote jobs where employees get to work from the comfort of their homes.  Remote work therefore offers flexibility to employee, working in Nigeria remotely is often faced with some challenges.

Atypical Nigerian who resides in the country knows that electric supply is nothing to write home about

The country is still ravage by wide spread power black outs which affects businesses and also remote workers are not exempted.

For a large percentage of people working remotely in Nigeria, one major drawback has been poor supply of electricity supply has slowed down productivity of the work force in Nigeria.

FlexJobs, a trusted guide when it comes to remote work, has released a comprehensive report outlining the career fields and jobs that are embracing this work-from-anywhere revolution. With insights gleaned from a vast database of job postings, this report will help you stay well-prepared in the remote work sector.

Not all fields have embraced the remote work revolution equally. Certain industries, however, have emerged as clear frontrunners, offering opportunities for those seeking career flexibility. Take a look at these top job roles:

• Computer & IT: From software development and data analysis to IT security and network administration, the tech sector and remote work are highly intertwined.
• Accounting & Finance: From crunching numbers to managing financial reports, accounting and finance professionals are increasingly finding their rhythm in remote roles.
• Marketing: Whether you’re a whiz at content creation or a social media expert, the marketing world offers a variety of remote opportunities to unleash your creative and analytical skills.
• Medical & Health: Beyond the field of direct patient care, the healthcare industry has a wide range of remote-friendly roles in areas like medical billing, transcription, and research.
• Project Management: From keeping complex projects on track to streamlining workflows, project management professionals are in high demand across various industries, often with the privilege of working from anywhere.

The Most Sought-After Roles:

But what about specific job titles? Which remote positions are generating the most buzz and offering the most promising career paths? Here’s a peek at the top 10:

1. Accountant: Keep the financial engine running with careful analysis and accurate reporting – all from the comfort of your home office.
2. Executive Assistant: Provide invaluable support to senior executives and scale administrative tasks with efficiency, making remote work an ideal setting for your organisational expertise.
3. Financial Analyst: Being an expert in financial data, crunching numbers, and offering insights to drive informed decisions, all while enjoying the flexibility of remote work.
4. Product Manager: Shape the future of products, overseeing their development and launch, with the freedom to work remotely and leverage your strategic thinking from anywhere.
5. Customer Service Representative: Be the voice of the company and resolve customer queries with a smile, making remote work a perfect fit for your communication skills and empathy.
6. Software Engineer: Write code and build software solutions that power the digital world, all while enjoying the autonomy and focus that remote work can offer.
7. Customer Success Manager: Ensure customer satisfaction and nurture lasting relationships, using your remote platform to connect with clients and advocate for their needs.
8. Accounting Manager: Oversee the financial operations of a team or department, maintaining accuracy and compliance, with the added flexibility of remote work.
9. Product Designer: Bring ideas to life and shape the user experience of products, leveraging your creativity and design skills, often in the comfort of your own design studio.
10. Writer: Captivate audiences with your words, crafting content across various mediums, utilising the focus and solitude that remote work provides to stimulate your storytelling talent.

This is just a glimpse into the numerous remote works available. Opportunities are numerous in countless other fields, from human resources and education to legal services and creative industries. With technology continually bringing about unseen possibilities, it is obvious that remote work careers are truly limitless.