•Akinbola
A banking professional and doctoral researcher with over 12 years of experience across four leading commercial banks in Nigeria, Oluwaferanmi Akinbola, has made a compelling case for why Nigeria’s banking sector must pay greater attention to the experiences, development, and inclusion of temporary employees, who continue to play critical roles across the industry.
Speaking against the backdrop of increasing reliance on contract and outsourced workers in the financial sector, Akinbola said temporary employees have quietly become one of the most significant yet overlooked parts of Nigeria’s banking workforce, reports The Nation.
For many Nigerians walking into a banking hall today, the first person likely to attend to them may not be a permanent employee. From opening accounts and resolving complaints to helping customers navigate digital platforms, contract and temporary workers now play a major role in Nigeria’s banking operations.
Yet despite their visibility and contribution, conversations around employee growth, workplace inclusion, and career development within the banking sector often leave them out.
According to Akinbola, the concern serves as the foundation of his doctoral research titled “Understanding the Role of Developmental HR Practices in Shaping Temporary Employees’ Motivation, Engagement, and Commitment in the Banking Sector.”
He explained that the study examines how developmental practices such as training, mentoring, feedback, career support, learning opportunities, and workplace inclusion influence the motivation, engagement, and commitment of temporary employees working in banks.
“Over the years, banks have increasingly relied on contract staff, outsourced workers, and agency employees to maintain operational efficiency and reduce costs. From a business perspective, the arrangement may make financial sense, but from a human perspective, there are important concerns that deserve attention,” he said.
Akinbola noted that many temporary employees work under uncertain conditions for years, without a clear career path, despite performing responsibilities similar to those of permanent staff.
“In many cases, they perform the same duties as full-time employees but with fewer benefits, limited recognition, and reduced access to developmental opportunities,” he stated.
According to him, some temporary workers are excluded from important meetings, internal learning opportunities, and career development initiatives simply because of their employment status.
What makes the situation more concerning, he explained, is that these employees remain deeply connected to banks’ core operations.
“These workers interact with customers every single day. They represent the institution directly.
“So when employees consistently feel unsupported, undervalued, or invisible, it eventually affects morale, productivity, service quality, and even customer satisfaction,” he said.
Akinbola stressed that developmental human resource practices remain one of the strongest ways for organisations to build employee commitment and engagement, regardless of employment status.
“People naturally respond positively when they feel respected, included, and supported.
“Access to training, mentorship, constructive feedback, and professional development opportunities can significantly shape how employees feel about an organisation,” he explained.
He added that motivation and commitment cannot be sustained solely through pressure.
“Employees want to feel that their contributions matter. They want opportunities for growth and a sense of belonging within the organisation,” he noted.
Beyond the banking industry itself, Akinbola believes the issue also connects to Nigeria’s broader unemployment and underemployment challenges, particularly among young graduates.
“The banking industry remains one of the country’s largest white-collar employers for educated young people.
“If temporary employment continues to be associated with instability, exclusion, and limited development, it could deepen frustration among a generation already dealing with economic uncertainty,” he said.
He further warned that workplaces where one employee group consistently feels marginalised could gradually experience reduced trust, weakened collaboration, and divisions within teams.
“Organisations may save costs in the short term, but the long-term consequences on workplace culture and performance can become difficult to ignore,” he added.
While acknowledging cost pressures within the banking sector, Akinbola argued that meaningful improvement does not always require massive financial investment.
“Sometimes the most impactful changes come from intentional but simple actions such as fair treatment, transparent communication, inclusion in learning opportunities, mentorship programs, recognition for contributions, and access to professional development resources,” he explained.
According to him, the future of work is increasingly shifting toward environments where employees value growth, inclusion, flexibility, and purpose alongside financial compensation.
“Organisations that continue to treat temporary workers as easily replaceable may struggle with long-term engagement and loyalty.
“But institutions that invest in people development regardless of employment status are more likely to build stronger workplace cultures and sustainable performance,” he stated.
He concluded by urging Nigerian banks to rethink their approach to temporary employees in the industry.
Akinbola added: “These workers should not only be seen as operational support or cost-saving tools. They are human beings contributing meaningfully to organisational success every day.
“In a service-driven industry like banking, people remain one of the most important investments any institution can make.”
