Walk into any public office in Nigeria, and you’ll likely encounter one of two extremes: a culture of complacency or a small group of standout, dedicated civil servants.
While stories of inefficiency dominate public opinion, there are civil servants quietly going above and beyond, driven not by fear or pressure, but by a genuine commitment to serve.
Recognising and rewarding these individuals has proven to be more than symbolic. It boosts morale, encourages peers, and gradually shifts the culture of public service. More importantly, it reinforces something we often overlook: motivation, not punishment, is what truly drives performance.
A Growing Culture of Recognition
The erstwhile Head of the Civil Service of the Federation, Dr Folasade Yemi-Esan, CFR, leveraged this viable tool through the annual recognition of top-performing civil servants across all Federal ministries.
And since its inception in 2022, this motivation initiative has proven effective, showing that, just as in any other context, motivation has a far-reaching impact on the quality of service when compared to punishment or force.
The annual civil service week has indeed been a shining example of the power of motivation. With the support of reform partners like the Aig-Imoukhuede Foundation, this initiative has not only recognised excellence but also inspired a new generation of civil servants to strive for greatness.
Last year’s award saw 39 exceptional civil servants receive NGN500,000 each, with some also receiving landed properties through the Federal Civil Service Housing Scheme and SUV cars courtesy of partners like Kia Motors and Nigerian Customs.
But beyond the money, it’s the visibility and validation that have truly made the difference.
As I explored the story behind this initiative, it became clear that motivation, rather than force or punishment, is a more effective tool for driving change and improving performance at scale.
Under the Emily Aig-Imoukhuede Memorial Endowment Fund, established in honour of the late Pastor Emily Aig-Imoukhuede, the Aig-Imoukhuede Foundation has been recognising and rewarding exceptional civil servants for years. Since its inception, the fund has awarded NGN500,000 to 111 outstanding civil servants.
This recognition not only motivates the awardees but also inspires their colleagues to strive for excellence.
The reform momentum has been reinvigorated under the leadership of Mrs Didi Esther Wilson-Jack, OON, Mni, the recently appointed Head of the Civil Service.
Her tenure promises a renewed commitment to innovation and global engagement. One notable initiative is the International Civil Service Conference, scheduled to take place on June 25th and 26th, 2025.
This conference promises to put the Nigerian civil service on the global map, bringing together reform experts and renowned civil servants from around the world to share knowledge, best practices, and experiences.
The Impact of Recognition
Recognition is a powerful tool for motivating individuals and promoting a culture of excellence. When civil servants are recognised and rewarded for their hard work and dedication, they are more likely to be motivated to continue performing at a high level.
This, in turn, can lead to improved job satisfaction, increased productivity, and better outcomes for citizens. Recipients of the Emily Aig-Imoukhuede Memorial Endowment Fund are proof of this impact. True to the saying: “To whom much is given, much more is expected”, several beneficiaries of the civil service recognition and motivation initiative have enjoyed promotion, commendation, appointments and renewed morale to work.
Some testify to being the standard and model at their place of work. Others want to be like them, introduce innovative projects, go above and beyond and deliver quality work because they’ve seen firsthand that excellence in service pays.
Partnerships That Make It Happen
Behind the scenes, strategic partnerships have made all this possible. The Aig-Imoukhuede Foundation has been a dedicated reform partner to the Office of the Head of Service, aligning its efforts with the Federal Civil Service Strategy and Implementation Plan 2021–2025 (FCSSIP25).
This plan enshrines six key areas of achievement that the Federal civil service aims to address between 2021 and 2025 (Capability Building and Talent Management, Performance Management, Integrated Personnel and Payroll Information System [IPPIS], Innovation, Digitalisation, and Employee Welfare and Wellbeing).
All these years, the foundation has positioned itself as a partner for progress, aligning all its initiatives to each of the six areas of achievement and working hand in hand with the OHCSF for the success of the FCSSIP25, and thereby achieving its own goals of improved public service delivery.
From talent management to digitalisation, innovation and improved service delivery, the Foundation’s work complements the federal government’s goals. It’s a clear example of what is possible when public institutions and private organisations align on values and vision.
The Role of Private Sector Organisations
This partnership model presents a compelling proof of concept: private sector organisations can and must play a role in transforming Nigeria’s public service. By supporting recognition, training, resourcing, and innovation, businesses can help ensure that civil servants are motivated and equipped to perform at their best.
After all, service delivery across agencies such as FRSC, NIMC, INEC, and CAC directly impacts how citizens live and how businesses thrive. While financial rewards are impactful, motivation can also come in the form of adequate tools, safe workspaces, reliable internet, power supply, or training support. Meeting these practical needs can make all the difference.
A Call to Action
As more reform efforts take root, it’s time for other private sector actors to join the movement. Especially those whose operations depend on efficient public institutions. It’s not just about CSR, it’s about strategic investment and partnerships. The message is simple: invest in the people who keep your systems running.
By supporting motivation-led initiatives, we are not just recognising individuals, we are helping to build a culture where excellence becomes the norm, not the exception.
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