Teju Fola‑Alade, the human‑resources head at [Rova](https://getrova.com/), a multi‑currency banking app backed by [FCMB Bank](https://www.fcmb.com/), says that offering higher pay is no longer sufficient to keep Nigeria’s best tech workers. In a recent TechCity interview she notes that talent now chooses from global opportunities, so companies must look beyond salary to motivate staff.
**Key facts**
- Teju currently serves as HR business partner for the technology division of the FCMB Group.
- She previously worked at Konga, Cars45 and MANO, gaining experience across e‑commerce and fintech.
- Her book *101 Workplace Secrets* was published in February 2025.
- “You can’t just ask people to deliver. They need to be motivated,” she told TechCity.
Why is salary alone insufficient?
Developers, engineers and product managers are now “technically global talent.” When a firm relies only on pay, a competitor anywhere can lure them away. Teju argues that companies must be intentional about workspace design, communication style, feedback mechanisms and motivation strategies.
How does workplace culture affect retention?
At MANO, a grocery‑delivery startup, the CEO spent two days with his leadership team on a “culture immersive session” that emphasized respect, honor and collaboration. This focus on culture extended to delivery riders, who were encouraged to raise concerns directly with senior staff, knowing that action would follow.
What about employees far from the head office?
Teju learned from a flawed staff‑award system at Cars45 that recognizing only those in the main office alienates remote teams. She now designs programs “from the outside in,” ensuring that staff in smaller offices or other countries receive the same recognition as those in Lagos.
Who should HR report to?
She advises founders to have HR report directly to the CEO rather than to a COO or CFO. Direct reporting gives HR the authority to act on employee concerns swiftly, building trust across the organization.
What pitfalls should managers avoid?
Teju warns against retaining employees solely because of sunk‑cost thinking—continuing to invest in someone simply because time or money has already been spent. She stresses that competence and continuous learning are essential for HR professionals, noting her own habit of earning new certifications each year.
How did she enter tech HR?
Her career path was non‑linear. While at [Konga](https://en.wikipedia.org/wiki/Konga_(company)), she trained merchants on the seller app, a role she likens to “HR for merchants.” This experience sparked her move into human resources, despite skepticism from peers.
What side projects has she launched?
In 2018 Teju founded Betaworka, a boutique HR consultancy for startups, after encouragement from a former Konga colleague. She later joined the Tony Elumelu Foundation’s entrepreneurship program, where she learned unit economics and pitch‑deck creation. Her humor‑filled guide *101 Workplace Secrets* was refined using ChatGPT to keep each tip concise.
Practical takeaways for managers
- Speak respectfully and give timely feedback.
- Ensure remote staff receive equal recognition.
- Use salary to attract talent, but rely on culture and communication to retain them.
Advice for aspiring HR professionals
Build competence continuously, pursue certifications, and stay adaptable. As Teju puts it, “To know me is to know that I’m an apostle of learning.”