Ghanaian Workers Are Not Lazy — They’re Disengaged

“If the drum is bad, the dancers cannot dance well.” – African Proverb

Let’s clear the air: the narrative that Ghanaian workers are lazy is not only inaccurate — it’s harmful. In my years of consulting across various industries in Ghana, I’ve encountered countless employees who are hardworking, innovative, and deeply committed. I also have employees who are very hardworking and deeply committed. But when these same employees begin to slack, withdraw, or deliver the bare minimum, we must pause and ask: What changed in their environment?

Indeed, Ghanaian employees are not lazy. They are just exhausted. They are emotionally exhausted from chasing unclear targets. They are mentally exhausted from inconsistent, unfair, and unstructured salary payments. They are morally exhausted from never being recognised, or worse, being micromanaged at every turn. What we often label as laziness is, in many cases, disengagement — and it is a symptom of a broken work environment, not a broken worker.

People don’t disengage overnight. It happens slowly when they feel invisible and unimportant. When an employee does not give their best, ask yourself:

Do they know what you mean by “best”?

Do they feel safe to speak up, share ideas or even ask questions?

Do they believe effort is rewarded or punished?

In my years as an HR Consultant, I have worked with brilliant Ghanaian professionals — sharp, creative, and capable. But I have also walked into workplaces where these same employees were unmotivated, passive, and withdrawn. Why? Because they were working under unclear expectations, with unfair and unstructured salaries, no appreciation, and hovering supervisors who did not trust them to breathe without permission.

Motivation, particularly in Ghanaian workplaces, doesn’t come from morning devotion, Friday Happy Hours, posters quoting Mandela, or fancy mission statements on the wall. It comes from trust, clarity, fairness, and a genuine sense that “I matter here.” It comes from leadership that listens. It comes from managers who respect time, honour effort, and treat people with dignity, no matter their rank.

Engagement is built, not demanded. Engagement is not the worker’s duty — it’s leadership’s responsibility. If you want people to rise, start by making them feel seen, heard, and respected. If a team seems sluggish, start by examining the system. Because people naturally rise in environments where they feel respected, trusted, and empowered. Disengagement is a symptom not a cause. Let’s fix the system, not blame the people.

🔸 Leadership Lesson: Do not blame the dancer when the drum is broken. Leaders must create the rhythm that inspires performance.

By Mrs Patricia Abena Kissi, Founder and Chief Executive Officer of SEDAT Consult Ltd

#DisengagementIsCostly #HRVoicesofGhana #WorkplaceTruths #HRandLeadershipDigest