D!scover Shamim K. Matovu one of Uganda’s very few workplace anthropologists and her 5 tips on how to thrive in a dynamic work world

The idea of workplace culture is not one we can clearly write home about. Sometimes it’s claimed to be known but that is where it stops.

When Shamim K. Matovu joined Makerere University for a Bachelor of Arts with anthropology as one of her subjects, little did she know that it was going to define her future self.

On her journey of searching her purpose, Shamim came to a realisation that creating safe work environments for teams to thrive was her calling. This puzzle was solved at a ‘brown lunch bag’ session organised by the department of anthropology at The London School of Economics where she was pursuing her Master’s degree. The session aimed at spotlighting anthropology professionals in practice to enable students to have an idea of what they could do with an anthropology degree. All she had to do was carry her sandwich in a brown paper bag to the session. Shamim derived her inspiration from Dr John Curran, a London based business anthropologist who was spotlighted that day.

“I saw myself in everything he said. All I ever wanted was to help organisations understand their people because it hurt me so much every time employees felt unworthy,” she reminisces.

Today, Shamim is a workplace anthropologist,’ designing cautious cultures for corporate companies. She is on a mission to transform the modern-day workplace by teaching corporate managers how to leverage the power of empathy to drive business success.

She is currently pursuing her Doctorate in Business Administration (Leadership & Business Management) at Teesside University, UK. Her research focuses on organisational culture, conflict management and employee performance.  But she also holds a Master of Science in Anthropology and Development from The London School of Economics and Political Science and a Bachelor’s Degree from Makerere University.

She runs a culture design company called D!scover.

“Anthropology in the workplace brings critical expertise characterised by the ability to immerse ourselves in a context unfamiliar, to gain experience on the ground and gather insights from within a system from multiple perspectives,” she says.

While in action, Shamim interacts with teams to establish the little things that could be causing ineffectiveness at the workplace. She argues that oftentimes, organisations invest in training whereas the problem is elsewhere. Her anthropological engagement on the ground, then provide real insights that enable her to design ideal cultures.

“We must set a standard for the organisation. In a global world, there is a need to have collaboration within teams and competition within self,” she reiterates.

A workplace revolution and 5 tips on building a meaningful workplace for millennial workforces

Shamim acknowledges that the modern-day workplace is constantly changing, and that turn-over is high. Millennials and other young people are calling this a “workplace revolution.” Employees who used to look for a paycheck then, are looking for meaning in their work today. They also want it all. They want to be compensated well for their value and be treated with respect. The COVID-19 pandemic and associated lockdowns also revealed that they don’t have to sit at their desks to execute their work. They rather work from home, sit in restaurants and other social hubs than return to the office. They now know that they don’t have to choose between their family and social life for work. They are ready to serve flexible employers who understand that they are human and show interest in their personal life and growth.

The gig economy is also challenging work dynamics.  Millennials and other young people in search of work also want fun while doing it. They want to work when they want to and have more flexibility, contrary to traditional workplace interactions. These developments pose a huge challenge to the employer.

Shamim shares five tips that employers can tap in to manage the current workplace landscape.

• Acknowledge the changing landscape of the workplace and revisit your ‘why.’ Understanding why you’re in business reinforces your purpose and the vision for the organisation. Communicating this clearly with teams and kick-starting employee purpose conversations indicate your interest in creating meaningful work for your employees. Then you can assign work and design growth opportunities based on your individual employee strengths, boosting productivity.
• Do not shy away from career growth conversations. Employees are leaving employers who show no interest in developing them. You might be thinking, “What if I develop them and they leave?” But what happens if you don’t develop them and they stay?
• Treat your employees with trust and respect. Leaders shouldn’t be gods! They must understand that their assignment is to create a safe environment for each individual to flourish. A safe environment boosts collaboration and experimentation.
• Keep your ear on the ground. There’s a lot that happens in the organisation that remains unsaid. Ensure that your frontline managers are well equipped with a full dose of empathy. It’s been said that “Employees leave bad managers not organisations.”
• Build the business in collaboration with your employees.  Employees are more accountable if they feel a sense of belonging with your organisation. They can ably solve problems if they are intentionally involved. They will save you resources and time if you let them own the process.

5 tips for employees to thrive and stay relevant in a changing work world

As a progressive professional, Shamim encourages employees to aspire to be unique in whatever they do, work from a point of strength, acknowledge their potential and align it to their purpose. She shares 5 tips on how employees can stay relevant in the workplace.

1. Go on a purpose search. Meaningful and fulfilling contribution is felt if it’s purposeful. You will know where to direct your energies.
2. Be intentional at building your personal and professional brand. People associate with what they can trust.
3. Invest in building meaningful relationships that can mentor, coach, lead you to that table or speak on your behalf.
4. Be open to lifelong learning. Be coachable. The world is rapidly changing and there’s always something you can learn from someone.
5. Be clear on your personal and  career development strategy. It acknowledges what opportunities speak to the vision for your life. Don’t be a headless chicken.

To team leaders, she advises them, “…to be intentional with the language used at the workplace because it affects the way teams deliver. Today, young people at the workplace are so tender and are easily bruised because they have not been prepared for the work environment ahead.”

Shamim believes that leaders should pay more attention to internal practices because they have a huge responsibility in shaping cultures within organisations.