Emmanuel Whajah is the person today we are talking about. He is a highly inspiring and motivating personality, especially for teenagers and youngsters of today’s age. He has already come a long way in his successful life. This is not an easy task, but it is the result of the ultimate hard work and dedication of consecutive years. Haven’t known much yet?
I got you! Let us help you explore more about him and that how he got the chance to work with so many inspirational and big names of industry:
Well, Emmanuel Whajah was born on August 18th, 1993 in Hanover. He is a German – Ghanaian photographer, videographer, and creative director. He is undoubtedly a multi-talented person. He is equipped with the true essence of self-determination and effortless hard work. It was at his very young age when he discovered what his passion for life was. He was barely 5 when he used to be enthusiastic about music stuff. Mentioning the name of Michael Jackson here will be fair enough as Emmanuel discovered his true passion because of his immense and legendary artwork.
Collaborating with Keke palmer:
He worked with many big artists. They are Rita Ora, Eric Bellinger, Keke Palmer, Tyga Ella Mai, Les Twins, Lauryn Hills. Not only that but also he has collaborated with Burna Boy, Jorja Smith, and Migos. He works in the field of photography and video making on the national and international levels. Isn’t that amazing already? He owns professional experience of working with many big names as well. One of the most prominent names here is Keke Palmer.
How Keke Palmer met him:
It was about 2017 when Keke palmer met Emmanuel Whajah during a music tour with Eric Bellinger. At that time, Keke palmer was in Berlin for a film role For Netflix. She was working for “Berlin Station” at that time and was looking for a perfect photographer in Germany for her work. Unluckily she couldn’t find anyone as per her standard. Luckily her Good friend Eric Bellinger suggested she collaborate with his videographer/ photographer Emmanuel Whajah who was from Hannover, Germany.
A dream coming true:
Eric Bellinger in the next day contacted Emmanuel Whajah that he would like him to contact Keke Palmer which Emmanuel did not realize much and did not take seriously. It was about the next day when he faced the group chat that said: “Emzy!! Wanted to link you guys! Emzy had the eye of the tiger and undoubtedly Keke is the walking art! Hope you guys make some magic! To this, Keke palmer replied: “Aye!!! Yes!! I’m so excited. “
Emmanuel Whajah woke up to this conversation at 07:00 am and could not believe what was going on. He was excited beyond limits to have a chance to work with a megastar like Keke palmer. Soon he met with Keke for her shoot in Berlin.
Appearing in Keke’s feed:
Emmanuel and Keke had a very successful shoot and after that even Keke posted pictures of Emmanuel on her social media platforms which went viral in no time. All the other artists liked those pictures like Queen Latifah and Christina Milan.
It was a golden chance for Emmanuel and after that, he worked on multiple projects with Keke palmer as it was until the 2020 summer that Keke contacted him to tell him that she would like him to join her media team as a graphic designer/ content creator which Emmanuel Whajah accepted without wasting a second. Since then he has been officially working with Keke palmer as a graphic designer and content creator.
Catch him on social media:
People frequently ask how they can get back to approach Emmanuel Whajah on social media. So they can discover more here. Also, he is available on these platforms Instagram, FaceBook, Youtube Twitter, & Vimeo.
Great Resignation: How to beat Great Resignation with Employee Experience
The world was forever changed in late 2019 when the Coronavirus made its appearance. Countries shut down. Streets were empty. Companies held as best they could or were forced to close their doors. Many would believe that such an event would lead to employees wanting to hold on to their jobs. Typically, large numbers of resignations signify a good economy and abundant availability of jobs allowing people to follow passions instead of necessity.
Post-COVID employee experience is much different.
For two years, and some a bit more, people were forced to spend time alone, realigning the importance of human interaction, well-being, and happiness. This drive for more personal fulfilment, satisfaction, and growth stemmed The Great Resignation.
No longer were employees basing staying with jobs out of need or comfortability. Now they look for work-homelife balance, greater satisfaction and better employee experiences, or they will leave. So how do companies face this? How do they increase employee retention and improve employee engagement?
The secret is in employee experience.
Holistic Employee Experience
There are, of course, no quick fixes for the Great Resignation, small wins can motivate and drive longer-term goals for your organization. The Great Resignation—and COVID by extension—taught many employees that life meant so much more. That the daily grind working in offices with long commutes, stress, lack of rest or relaxation, and the hustle of strenuous work weeks while normal was not conducive to happiness and mental well-being.
But this shift can be used as a blueprint for better employee experience!
Companies who work on being human-centric in ideals, strategies, and decision-making can improve greatly their chances of stemming mass exodus. Post-covid employee experience is now the new golden standard, and it looks at taking a more comprehensive and holistic view of experiences.
How can you be more holistic and how does it help?
- Think beyond probationary periods – Your employees are more important than the first 30, 60, or 90 days of employment, and yet many companies stop professional development and training after these dates. Normalize career growth, evaluations, employee 360 reports, and feedback loops to keep learning and advancement in the scope of your employees. While doing this, you’re also keeping your strategies and Key Performance Indicators—KPIs—fresh as you go.
- Communication is key – Talk to your employees about what they need, want, desire, and what their ambitions may be. Learn your people like you want them to learn your company. With transparent and open communication, you are engaging with your employees and creating an environment of consistency, openness, and inclusion—aspects employees’ desire.
- Employee-centric Corporate Culture – It may seem like the best idea is to center your company culture around the company’s values, vision, and strategies, but this is only half the battle. Integrating employee experience into the fabric of company culture ensures the company is as focused on their employees’ happiness as their own. It creates a bond to grow engagement, which has an effect on employee satisfaction and experience. As these rates increase, so to can employee retention numbers and customer experiences.
- Life and work-balance Erasure – Should your employees have to ask for more work-life balance? No, they shouldn’t. When built directly into work environments or expectations, it becomes something standard instead of something to be sought after. Examples of this could be:
- Flex hours
- Unlimited PTO
- Work-from-home or hybrid offerings
- Expanded benefits to include mental health and free resources
- Altered work hour schedules
Rise of Human Experience
Human Experience is a viewpoint that blends aspects of customer experience with employee experience, important in a post-COVID world. Instead of viewing them as separate entities entirely, companies can connect metrics and measurements of both to view a more comprehensive experience. Employees are customers—or potential ones—and as such, so too can customers become employees. With this view, it refocuses employee experiences in direct answer to the needs stemming The Great Resignation.
Ways you can use CX strategies within EX:
- Employee Journey Mapping – Like in customer experience, companies can work on mapping journeys for positions within the company overall, building in professional development and growth from the outset. They can then alter these journeys through personalization when an employee fills that role.
- Monitoring metrics – connect goals, milestones, and trajectories with metric directly linked to KPIs. Think employee net promoter score (eNPS), employee experience (EX), employee satisfaction (ESAT), and employee engagement (EE), for example, as they can correlate with operational success as well as customer success with your organization.
- View of employees – view your employees with the importance you view your customers. You cannot survive without either, and just as you court customer loyalty for more profitable relationships, so to can employee relations boost revenue, growth, and expansion.
Remote and Hybrid Work
One of the lasting effects of COVID was the desire to work from home or have the flexibility to. According to Gallup, nearly half of full-time working Americans—45%—are still working remotely. White collar workers have even higher percentage, coming in at 70%. After the shutdown, many leaders were surprised to find employees still wanted to work remotely. The Pandemic exposed an internal need for conducive work environments and flexibility.
The office and all it entailed wasn’t as attractive as some leadership believed.
It was agile leadership who switched to maintaining remote or hybrid options who won out against competitors. Record job openings only further highlight how living is more important, and work can no longer be focused on only paying bills. Organizations who shift better with their employees retain talent better.
Remote work is not the only fix, but it does show how views of work’s place have vastly changed.
Act on Meaningful Feedback
Closing the loop between you and your employees is more important than ever before. Simply hearing them is not enough. Active, empathetic listening pair with actions on a consistent basis is the wining combination. Employees not only want to know they are heard but that their input is valued.
Regularly checking in with your employees, and not only attaching it to their performance, creates a culture of partnership.
Ways to gain meaningful feedback to inspire data-driven action:
- Employee 360 Review [LN1] [SP2] – not to be confused with an employee evaluation, the 360-degree review is a way for all employees to gain feedback from peers, subordinates, and managers to assist employee self-evaluation.
- Pulse checks – a powerful anonymous survey tool. Pulse checks are in between annual reviews and keep the feedback coming for HR initiatives, but it can also inform business strategies that are employee-focused as well.
- Surveys – From satisfaction to engagement, the best thing you can do is ask your employees. Working from assumptions can lead you down costly mistakes. By asking directly you can get their true opinions—think of using anonymity to influence candid responses.
The biggest takeaway from this is: employee experiences is an important part of operational success. The evolution of its importance and what it means cannot be discounted. Doing so can led to higher employee turnover rates and you won’t retain your best talent. As employee experience continues to change, the forward-thinking companies with innovative leadership will make it to the top.
[LN1]Would it be okay to tag our template here?
Yes, we can [SP2]
Khalil ur Rehman is a proud born and raised in Abbottabad. Khalil has worked as a journalist for nearly a decade having contributed to several large publications including the Yahoo News and The Verge. As a journalist for The Hear Up, Khalil covers climate and science news. [email protected]