 All right, thanks for staying with us. Wellness plays a vital role in preventing and managing chronic illnesses, reducing stress and anxiety level, enhances cognitive function, and boosting productivity. It also fosters healthy relationships, promotes self-awareness, and motivates personal growth and development. We all know the importance of prioritizing wellness to maintain our physical and mental well-being, as well as nurturing a thriving and fulfilling life. Now, managing employees through impactful leadership involves several key strategies and approaches that naturally should include wellness, but often do not. So tonight, we're asking how can we start to manage employees' wellness through impactful leadership? Now, please let's hear what you have to say. Remember, you can join the conversation, send us an SMS or WhatsApp to 0-1-803-466-3, you can also treat us at Weissho after one of the hashtag Weissho. So, Chilala, I want to bring into touch in a minute, but I just want to hear your thoughts. What do you think we can do to hit wellness in the workplace? See, I believe that. I've had to leave certain teams and offices where I work, right? So this means that I interact with myself, my subordinates, and then with the management as well, some sort of, like, that's the middle person. And in several instances, the complaint from my subordinates is usually, tell Olga that they should start doing X-Y-Z. Tell the animal, who is that? Okay, you know, I understand, but maybe we don't have the financial capacity right now. We don't have the resources to provide such environments for you. You know, and things like that. And I go back to management. I tell management, you know, what are you talking about? Don't you know how much this is? Don't you? And I'm like, okay. And this is my word, right? So that's even going to be my first question. So, don't you this evening. But then I believe that mental wellness is a very crucial part of the work space or the work environment, because that is what is going to actually help increase productivity. If morale is low, you are not going to be able to get the best from your employees. I mean, it's not rocket science, right? So I believe that mental wellness is very, very crucial and should be taken seriously. I want to ask you a question. What are the examples of the things that the same way should go to management? You can't give us half g-standard and make it, you see, where I'm sourcing. No. I was in suspense listening to you. No, I'm not. That's the example. Should I mention? Mention. He didn't mention the organization. Should I mention? Let us hear. Okay, so I mean, I will talk about the one that we actually implemented eventually. So we started doing this thing two times in a month. It's called TGIF. So we just have Twitter, we have Game, Jenga, you know. It just allows everybody to just express themselves freely and, you know, let's lose and so everybody literally looks forward to Friday, not because it's the last day of the week and they're not coming to a concert today now, but because it will foster that team spirit and team work. You know, I don't think this TGIF team, how do you think it's not sustainable? Well, you don't have to do it in lots. Honestly, at the end of the day, when we started drawing up the budget, it wasn't, and we did it and everybody enjoyed it and even my boss now, so it's at the point that he now even started joining us before he would just carry his bag and go, but when he's like, these children are having a lot of budget. He's like, we'll play games, you know, mimicking each other and those kind of things. We now, in fact, at some point we didn't know the, so more people in the other departments, we didn't know their names until we started that TGIF. And then everybody now got to know, we just realized that the tension in the office reduced a bit before everybody's all, even when you want to ask for a delivery. Thank you. We shall do TGIF. People like food. That's the easiest way to get to their house. Let me just tell you, they like food, they love, where we're currently, right? They serve us breakfast. But honestly, we get donuts and a cup of coffee. So, you know, you go to work in the morning and you're like, I'm going to get a cup of coffee and donuts. So, try it. So, most of us are start-up. Let me keep on emphasizing that. Oh, I thought she's a lifestyle transformation coach with a mission to make fitness a lifestyle and a part of our culture. She is the founder of the Excited Living Company, a wellness company with a mission to create awareness and education to help individuals, individuals leave a wholesome experience. Now, the Excited Living Company teaches a seven-dimension to wellness approach. So, she has worked with several women to transform their physical and mental wellbeing through her life coaching and fitness accountability program. She's very passionate and she's also a passionate writer and she runs a columnist for the Vanguard newspaper and she's a friend of the house and she has joined us live in studio. Hi, Tochi. You know, I heard you nodding, nodding, nodding. You will go kill us. Kill us, it's a pre-nosed. You know? What do you know now? Well, I'm not going to kill us. We will survive, we will survive. But I think I get a lot of sense in what Chinelo just talked about. The truth is I'm a very introverted person. It's only when you see me on TV, you see me talk. But I am naturally very into myself. I can literally stay in my space for a very long time because I don't know how to do all the... Except if I probably, you are my paddy, paddy, paddy. Before you see me come out of that shell. So, people tend to think that I'm very snobbish. You know, I'm very stocked up. I see that a lot. So, maybe things like a TGIF movie. But I'm not sure about that yet. I'll call everybody for you. But hey, Tochi, right? We're talking managing employee wellness, right? And for me, I think it's very, very critical because if an employee seems to be wholesome and complete, it's very likely that your jobs, projects, or whatever it is that they have been assigned to do would not suffer. But many times I see that a lot of organizations, there's a lot happening. You hear cases of salaries being owed for months. How do you expect these people to function? You'll see cases of where you have an organization. There's no rest area. You see cases where you see an organization and the environment is quite hostile. It's not just user-friendly. As little as even the look and feel of the place can actually be depressing. So, for me, space is very important to me. So, that's why I try as much as possible that for the spaces I stay long in, I try to make it very conducive as possible because, again, I want to... I can't think if maybe I see chaos around the space. But I see that a lot of employees don't really pay attention to this. Only very few companies. I remember when, I think it was either Google or Facebook that started. It was Google. I think it was Google. They started doing the sleep pods and all of that. They changed the entire structure. Even Facebook also changed the entire structure. Google then now started having bicycles where you're in the... Because they have bigger companies, don't you know? Like the whole of Ekeja can be Google. You can understand. So, they have all of those resources. So, they started switching up a lot of their workspace. That's when you now say, and again, with the advent of FinTech or technology-driven companies, you see a lot of creativity. So, when you go into that space, you're able to think. But so, how do we start? Where do we start from? If you're an employer and you're having this challenge where you see a lot of morale, not being like top-top and all of that, where do you start from in this wellness journey for your employees? Okay, thank you. So, the first thing I'd like to say is everything that we create starts with a mindset. And I feel like the mindset of many employers need to maybe adopt a different one. And I'll share what I mean. So, when you see your employees as collaborative partners, it changes how you treat them. If you have that authoritative, I mean boss, you are a staff attitude, you would treat them less than they should be treated. And I tell people if the dreams that you have for your company cannot be achieved by you alone, then your staff clearly are very important people. So, first of all, the mindset has to be collaborative. And how do you work your collaborators? There's respect, right? There is fair compensation. I think that's the first thing I will talk about. Fair financial compensation. Are people getting what they are due? Many years ago when I worked in London, we used to be excited about working extra hours because we got paid more, do you understand? So, whilst I was tired and working extra three hours, I knew that, ah, that extra 50, 60 pound, it would make so much sense. So, you see how that kind of cancels out the potential stress that will come from that. So for me, employers must review if they are being financially fair to their team members. First of all, that financial fairness is a big part of how well a person is. We know that if your finances are together, there's a certain piece that you can live your life with. If a person struggles to come to the office due to high transportation, the day is already disrupted before they get to the office. I work with a company currently, or I consulted for a company that when the subsidy was removed from petrol, the boss called an emergency meeting and said to everybody, write down the new transport fare that you are now paying. And you know what she did? She started to give them some years just to cover at least the transport. Something you said earlier about if you don't have the financial capacity, what's the smallest thing you can do to make the lives of your employees easier? Especially if the company is making money, do you understand? So she did that meeting and people were saying extra 500, extra 1,000, and she's put that in the budget for the next one year for them. As little as that, I know what happened to them. I'm not gonna work for her. I want to be an employee. Because in the beginning, that little behavior reinforced that this person cares for me. She might not give me money to meet up my rent or more money for food, but there's something she has picked up and has decided to take care of in that moment. So for me, the first thing is fair financial compensation. We know what is happening in Nigeria. Things have changed and companies have adjusted their prices up. But the salary of the staff that are still coming with the transport that has gone up hasn't changed. Is that a fair conversation? Do you understand? I've gone to restaurants where in January, I paid a particular amount. I'm paying about 25, 30% more. You've increased to adjust to the changes, but your salaries, or not even salaries, but there's been no adjustment for those that come every single day to make sure your business moves. So I think the first thing, collaborative mindset. My staff are my team members. They are a big part of achieving my vision. If you could build your company all by yourself, you probably would, but you need people. So those people should be fairly compensated. Yes. Yeah, I see you nodding. You asked a lot of questions. That's the first question I was going to ask. I was going to ask what practical ways or resources, especially for small businesses, like we'll always see why I start off, why I start off. But to be very honest, right, see I talked about, I like when she talked about collaboration. Look at ways when we had the December retreat. See how everybody, it just helped everyone to just ease in. I mean, last Saturday was another blissful time. So you jump in the morning. We went to spend hours in the morning. We had Chinese. It was a very great time. But apart from the food and everything, you could tell that's the bond. It's very necessary. I keep saying this to people, right? So even in my small team, I try as much as possible to, just three of us, four of us, sometimes, oh, let's just have lunch. Or when I get the officers to get us lunch. I just get lunch for you, but it's not like I have all the money in the world. But just so that they also, so there is no time that I will call them to do something that you will not want to do. So as a matter of fact, they wanted to yell from one of my team. I was like, ah, no, no, no, I don't want to do anybody else's thing. Because I feel like that's like the best way to put people together. But then let me also ask, are there any other policies that employers can put in place to actually help improve employee wellness? Yes, directly on employee wellness, every day at work. Things like space management is important. Some people might not be conscious, but not everybody even knows what's irritating them at work. You don't even know what's making you. There are triggers that we don't know. Don't forget that our childhood experiences are the most different things in us. Those that grew up in small spaces and those that grew up with 60, 21 in one room, all those things affect you as you grow. So building a space that is well-being friendly. And the architects are doing that now. My friend is an architect and part of the projects they're doing for a lot of companies now is to create spaces that make you feel well. So that is important. Having fresh flowers in the space is good, it helps. Nature is always very good to keep us calm, keep us well, so that's a good thing as well. But I think one of the big things, I think I said it last time, lunch breaks. People, bosses knowing their boundaries, allowing their team members to enjoy what is due them, which is their lunches. When I worked in the bank, I remember them, I just come from London, so I just go out packing my things to go for my one hour lunch. Which one hour lunch are you referring to? When you finish eating, come back. It was a rude shock for me, because when I worked in the UK, not an office setting, it was this retail space, and everybody respected the hour. If they wanted to come back before the one hour, they would beg you, because they understand boundaries. So bosses have to understand boundaries as well. Just because you're paying somebody's salary, you don't own them, right? They sign a contract with you to work eight to five. If they're staying beyond five, they're going to make you extra money. What's the compensation for them? So I was going to ask about this lunch break. Yes. In our Nigerian employment, right from when you are handed that employment letter, because again, we're talking wellness of employees, right? Don't you think, what do you think the employees themselves, they need to start to look out for? Because most times, Chinelo was talking about interviews. When you conduct interviews and you ask some of these people, so is there any question or anything? They will hardly tell you anything. So some of us that are, even though we're like startup companies, we're trying to put things in place like pension, soon we'll start to do the health insurance. We're doing their taxes, we're making sure that everything by the books, we're trying to do that. Not many people would have the, what's it called, we use the initiative to get that done. So when you are an employee and you're collecting a letter that this is your letter to be accepted into this company to work, what do you need to start to demand for? What do you look out for? And how do you ensure? Because again, I don't think, when I hear you lunch break, I don't think we have those kind of things. As a culture. Yeah. And we don't even have it written down. This thing you're talking about, if you go to Dubai, there's a time that everybody shuts down. If you go to, what's it called, France, I mean, literally companies, they expect you to go back home. Everybody will go home and have a proper lunch with your family on the table and all of that. We don't have all of those things here. So how do we enforce that? How do we start to probably pay attention to it? It would have been nice, because you've mentioned Dubai, you've mentioned countries, which means that it's part of their culture, right? The government is aware and it's part of the system. So it's actually illegal to hire someone without certain expectations from the employer to the employee. In our society, it is not the norm. It wasn't the norm. Now, they know what they want and they're asking for it. But I think that since we're speaking about employee wellness, there's responsibility of the employer to meet global best practices as best as you can. Setting up a company, you have worked before, maybe, or you have an idea of a kind of space you want to create. That's why I tell employers, don't use other people's systems to create your own system, your own culture. And if you use the Nigerian culture, you might not get the best of the employees, because it's quite a hard reading, hard, hard, hard. Let's go, let's go, let's go mindset. So building your company is startup that wants to attract global investment. Then you have to stick out the best practices that happen in these more developed spaces. And if you go online, you'll see documentation that can help you to make sure. Because the companies I consult for, I look at my research, what can we add here? What can you give your team members to boost morale, as you said? And they do that every six months of the review. Not that it's always something new to add, but at least to ensure the ones that have been mentioned are being practiced consistently. Let's quickly go on the break. Because I remember I have a friend that does this employee, EAP, employee, I think, assistant program or something. She is a mental psychologist and all of that. So she used to do that for different organizations. And some organizations used to pay really, like pay attention. So they put them in a retreat. They can check them in a hotel for like three days. And all of them would do the training. But let's go on a very short break. When we come back from that break, we'll continue the conversation. Stay with us. If you just tuned in, we're discussing managing employee wellness through impactful leadership. And we hope it helps to touch your careful. And you can tell, if you've been watching the conversation, it's quite very detailed. And please let us hear what you have to say. Remember, you can join the conversation. Send us an SMS or WhatsApp to 081-803-463. Let me apologize to people that sent in messages yesterday that we could not take. We apologize. I just remember that I've not begged our people. I mean, so before we went on a break, right? So that EAP thing, I know that it happens for a lot of organizations. And she made it a point of duty to go to CEOs, like small businesses and talk to them. So by the time she was done talking to them, a lot of them saw the importance of engaging her services, right? So I mean, so I hear you say global best practices, but so in the case where people are not ready to do the global best practices, what are the NLC, the laws about the Nigerian labor, right? What's their responsibility? Or what should be their response? Because I know now, for instance, in the UK where you are, right? If employers make sure that you guys do those things because they know the repercussion if they're being reported. Do you understand? If there's any complaint at all, they know the repercussion. We don't have that here. So how do we manage that? This is now high level government conversation because, but I feel like even we've thrived without having certain policies at the governmental level. Now it's about being human first. Like humanity has to always come ahead or before everything that we do. So I think if companies really want improved bottom lines with happy people, they should seek out services of people that can, like myself, to help them create cultures, wellness driven cultures that would improve the quality of the lives of their people. Guess what? There was a, I got a call last week from a company. They just had their health checks. And more than half the staff had high blood pressure. Jesus. I know high blood pressure is silent. You don't know you have it until you have it. So they called me in to do a diet education for the team because again, our Nigerian diet is heavy on carbohydrate and certain things. And many people are not actually moving. Yeah, I was just gonna say that some offices is setting us down. So as little as work breaks, you know, it's important, leave your desk. When I worked at customer service, I think I sat there until the short lunch I used to have and come back and I'll sit there till, sometimes I'm in the back till like 10 p.m. Easy. So you're sitting down for eight, seven, nine hours. You know, you're not meant to sit down for more than 45 to one hour per time without getting up and moving for another three, four, five minutes. Blood flow, all that good stuff that your body needs. So as little as having experts come and educate because also employers can put the policies but the people also have to be knowledgeable about how to also serve themselves. Yeah, when they see the benefits, somebody needs to show them the benefits of some of these things. Fortunately, we wanted to come in. Yeah, I think I was just currently listening to her talking about, you know, taking those, to be honest, right? It used to happen to me that I would sit through, especially after I stopped teaching, I mean, teaching, there's a whole lot of moving around. If I wanted to start working in a proper office, I would sit at my desk for three hours, four hours without moving. And just realize sometimes I'll just experience serious brain freeze. I don't know what to do, anyone. I'll just lose my time that day. And then I started to practice the promodular return technique. So what I would do is I would work maybe 30, 35, 40 minutes. I do a lot of brain work. And then I stand up and I go around and I disturb people for another 10, 15 minutes. Yes. And I come back to my desk and I realize that, okay, this thing is actually working for me. But yeah, that being said, I don't know if this has to be employable in this, but I think so. So let me use myself as an example. So right now I'm doing business development, right? But I also have interest in, I mean, other works of life. And sometimes I might want to take a training that involves something or, you know, and there are times when, you know, like it's not particularly disturbing the output of my work or disturbing whatever I do that I'm doing. But I've seen some organizations where the employers don't encourage you to do anything else that will develop yourself. Right, right. So I mean, what you have to do? It's funny, on my list of things is capacity building. Like it has to be embedded as the culture of a company. Wellness is intellectual as well. Helping your team improve the intellectual capacity is part of the process. If you want a team that would constantly deliver high level service, high level quality work, they can't use the same knowledge of two, three years ago. You have to allow them. I guess the challenge might not be if you're doing something that they feel is you stepping, like, planning to disappear and leave the company. So I also have to tell employees to respect the company's time. If you're doing personal development, it is personal, not on the company's time. But for the employers, companies, they should make room for capacity building for their team members. So in your case, are you the one taking the 20 for yourself? Yes, it's personal development. Okay, so personal time. Not the running. So yes, yes. Let me also introduce you. So how about running your own business, running your own small business that is outside so there's no conflicts of interest whatsoever. But I know employers who do not encourage you to do so. I think the same thing. If you're not running your own business in the time that you have signed a contract dedicated to a company, I don't think anyone should have an issue. But if you're stealing time from your employer, then I would think that's a breach. God is watching you. God is watching, that's a breach. Yeah, I was even going to say that. I remember a friend of mine that worked in the bank for years, so she didn't start a bridal business. I mean, today is very successful as he was. At some point, she literally had to move the business to the East because there was always monitoring. She's a marketer, so they believe that she goes. When she leaves the office, she goes there. I mean, but she's a very, very high flyer, actually very driven. So she delivers her quota at the office. Yeah, her targets and all of that. But it was still a conflict for her. She had to move. At some point, she just decided, you know what? I'm resigning. And now she now faced her business in Australia and she's doing very well. So let me come back. Let me come back to the... I think I'd like to differentiate between intellectual growth and a new business. There's two different things. So if you're learning a scale that is not a business, I don't think companies actually mind. There's more of, you're setting up shop. We know you're going to leave at some point. They panic more. But even if they leave, right? I know we are talking employer, I mean, employee wellness. Even if they have to leave. Shouldn't the employee, I mean, employer be ready? Because for me, truly, the way I see life, right? I don't believe that there's anybody that is indispensable. Oh, no, absolutely. Because if you take that approach, right? It would be easier to let go. Because I know that, yes, you have very, very great staff, right? Some of them are like very amazing. They help you think. But putting in structures would also help, regardless of either if they're there or not. In fact, we still had a conversation today when we had a team meeting. Even if you're here or not, your work should be structured in a way that if anybody comes, it's plug and play. They can just plug in. Do you understand what I'm saying? So I don't have a problem with an employee growth. I actually look forward to people growing. Because again, growth for them means that, OK, yes, we've also done a good job. But at the same time, I think it's just everything at the end of the day is managed. Management, yeah. How you manage everybody. And respecting the boundaries of your own. I have one person like that in my team. They never announce the public holiday to me. She doesn't send me. Please note. I'm not coming to know. She does not spare any public holiday. Note that there's no going to be public holiday. F, Y, I say, yeah. When I see the mail, I just say, OK, you know. I mean, just speaking to what Chinelo said, the generation that is coming up right now, these genders or more, they know they take prisoners. They don't. So as an employee, I mean, as an employer, how do you manage such employees? Because again, it seems like they just have it. This is what they want. They have to get it the way they want. So if you say, OK, yes, you want to really make sure that there's a balance in their wellness again. How do you manage such employees? So first of all, I don't think all of them are like that. But they're new. But I know that it's important to recognize times and seasons. Things are changing. The way wealth, life is even curated and created has transformed. So they're born in a different time. Again, with every employee you hire, you want to make sure that there is value being brought to the table, because you're hiring for the purpose of growth. So a part of your overall strategy is to be able to look away as they stay from some things as long as the value that the person brings to your table adds value to your organization. That should be the most of your concern. So you said you had a list. Have you gone through all that list? No, the third one was well-being outside of work. So I also know that it's important to know a little bit about the lives of your employees. Personal lives. Yes, a little bit. If someone loses a loved one, they need time. They need to be grief period for people. Things as little as that will really go along with it. So just think of yourself as the employer. When you are stressed out with, maybe if you have a partner or your kids are sick, how do you feel at work? Do you feel like showing up at the office? You don't. And you have people that have families, that have parents, that have all these relationships outside of work, even having their own goals and dreams beyond your place of work. So a little bit of care outside. How can we differentiate this? Because you never talk anything in my mental health. You're affecting my mental health. This generation never has somebody. So how do we strike that balance? Because I get it. Like me now, I can be literally going through hell. And I say to my people today that, don't judge me with work. Because if you follow my own way, you can't survive. So literally, I think my own level of tolerance and resilience is quite high. It's not your average person. I think I even work best when there's a lot of things that is going on in me on my inside. Nobody knows that I am. But also, how do we now balance it? Because you never talk about, please, you're affecting my mental well-being, my mental health. Am I the best place? I'm not in the best place right now. I can't come to work. Kino de. I think that the best way is when there is no, when you notice a mood change, an actual drop in productivity or in being present. Questions to be, I must say every day, how is it like, how is it able to do? That would just be too much stress for you. But if you notice a significant shift in character, in how they're showing up at the office, it's good to care. Some employers will now use that time to warn you, if you don't be anywhere else, you should be a time of, you've been good so far. You think, what's happening? Let's have this conversation to see how we can support you this time. No, so it's my own experience. No, this one is not even, this one was, I felt like he was actually trying to my personal life because for whatever reason, I mean, I'm not used to blocking people on my WhatsApp and from doing my WhatsApp Facebook. Because then I now learn, without blocking people. He would do my WhatsApp because I would go out, you know, weekend and work, you know, that would post videos. Now come to work on Monday. This thing is not affecting my productivity or anything, but at the slightest instance, you know what I'm saying? That's why you went party. Hey, you see, when you show genuine care, the person knows it's care and that person was obviously not showing care. Let's continue on that quickly. So again, you mentioned something about TGIF. I want to say that mental well-being is beyond short-term intervention. While those things are great, there are things that we must do like space, you know, lunch breaks, the culture of openness, allowing people to express themselves. Those things are actually more important because they serve a longer value than the short term. So most companies want to say, let's go for a retreat. Whilst that is good, if they go for a retreat and come back to the same toxic culture, nothing has really changed. So we should be looking at more... You should be open-minded. It's not easy sometimes, so... It's not easy. When they are giving you that feedback, you don't want to say, okay, I'll go sack you. It's not easy, but I think... So I think what is really helping me is because I have been through mind, psychological kind of like training. Training, yes. So I'm able to read in, even though I don't talk much, right? If you ask me to break down the character of everyone that have crossed my path, I can break it down for you. Even the person who agreed, ah, you didn't make that mistake. But because I think I've learned also to see less of people's weaknesses and see more of their strength. It helps me to just balance my mental sanity. But you can teach that to your team. I try to. I try to. Because sometimes when I talk, yeah. When people can... Because you want to help them build resilience. If you experience that you know you have in a healthy, resilient threshold, you can teach as well. Because it would help. That mental side of life, which most of you want to avoid, is critical. It affects your perspective, your perception. And that is what really creates your decision. Because we don't see life as it is. We see it from our own lenses. So if we're fixing the lens, which is the mindset, we're going to constantly be evolving and seeing life a bit more objective without ordinary. Are we really open to that here? Because I think a lot of employers rather, they're very locked up. You can't be free. You can't talk. Even though I try as much as possible to allow everybody to say what's on your mind. Let me say what's on my own mind. But at least to some extent, I don't think there's anything you can tell me that will shock me. Because first of all, I think I know where you're coming from before you even land. But a lot of employers are actually locked up. Like they're quite rigid. So it's difficult. Because trust me, this thing we're talking about, it seems like we're just making light of it. A lot of people are committed to suicide. A lot of people have said, you know what, I'm done. I'm not doing again. Not because they have another job. But I'm just tired of this place, right? So and we build toxicity even without even knowing. So and that's why for me, somebody like me, I don't encourage gossip because that is one of the biggest avenue to build a very toxic environment where somebody pulls somebody aside and just we know, if there's a problem, address it and trash it there and then. And the thing is done. You know, it is when you do all those secrecy and you start to do side talks and all of that, you keep on building and that habit, once it starts in an organization, it's going to be very difficult for it to be broken down. Right? So how do we switch? You know, because you started from the foundation which is changing the mindset. How do we switch? You know, employers to begin to see that this thing is not even just because you want your business, you know, to grow. It is also for your own sanity and the sanity of your team. How do we start to switch that? I would recommend that employers take training, mental health training, personal development training seriously. I know when I send my pitches to companies, they say, we don't need training. So expensive. We don't need it. It's too expensive. Go to the customer service so they can bring more money. But a person that will deliver a good customer service has to be healthy in their mind and spirit as well. So I believe that if employers were to spend that extra money to hire people like myself to educate their team members and themselves, they would have a more healthy environment and everybody needs a healthy work environment. Both employer and employee. All right. So let's take some comments. This has interesting discussion on employee wellness through impactful leadership. I believe if employers want full result, they should put employees first before the work and not the work before the employees. If your employees are healthy and working in a healthy environment, you will surely get full result from them. Leadership must show it cares. Human beings are not machines. Even sometimes machines get tired. Yes, they break down work. And this is from Sanctus. Thank you, Sanctus. Go ahead, Chinu. All right. Good evening, my dear beautiful sisters of what I've seen, hashtag Wales. In a nutshell, your guest made mention of three things that are very important. She said that there should be fair financial compensation. People should be made to understand that the country is bad and tough no longer like before. She said that every member of staff is a team member, which I agree. And also, space management is vital and should not be, you know, like Daniel was really clear. The foolish man who sold his three children for $1.5 million era, he should be made to face the music for crying out loud. If you do not have plans for welfare of your children, don't bring them to the source. Do not ignore their fear. And this is from Daniel. Thank you so much. Thank you so much, Daniel. So in wrapping it up, right, a good place to start would also bring in consultants like you to the environment. And you come to see and all of that. Is it such a huge budget? It actually isn't. It really isn't. There's several interventions you can seek out. Like for the company now that half the team has high blood pressure, immediately they died and well, fitness education that they need. Also, you have to diagnose companies based on what the employer believes is a problem or sometimes they allow us to come sit in for a couple of days, see what is happening, and pick up things that they can work on. On your own. Yes, because sometimes you might miss it, you know. Well, that time you couldn't be pretty. How are you, children? That is everything. I will switch. I will just switch. They won't know. You don't have to know who I am. Right? But the employer knows now. Only the employer. This is Mr. Shapa. Even the employer should not even know. But the employer wants his company to work. He better act well, actually. Even the employer, no, you actually get his sense. Because the employer will say, what's making this one? This one, looking at it. It's necessary. You can tell that he's pretending. But thank you so much, Chet, Tochi. Always a pleasure to have you. We are going to bring this conversation home. But even when we're at nine, it may not be a big deal. So we brought that conversation home. Very important. Very important. And thank you to everyone that dropped in their comments. Now, before we go, ensure you follow us across all social media handles that reach Africa. You can interact with us further. Drop a comment and more importantly, follow all our engagements on social media, like share and invite your families and friends to watch and follow the conversation. I think a conversation we need to have is the approach to financial difficulty in business. So maybe we should keep that topic in your head. So how do you approach your employees when there is financial meltdown in your organization? So please, let's have that conversation. I think I have real case studies for that. Fantastic. So if you missed our quote today, here it is again. We are embedding health and well-being at the heart of our business strategy because our people are our greatest asset and we recognize that a healthy, happy and committed workforce is vital to our business success. We'll see you guys live on Monday as we bring another great conversation to your screen. Ciao.