The Nigeria Social Insurance Trust Fund (NSITF) has charged its regional and branch leaders to translate the decisions of the 2026 Regional Management Performance Review into concrete actions, warning that the success of the meeting will be judged by improvements in service delivery, not by presentations.
The call was made by the Executive Director (Administration), Samaila Abdu, in his closing remarks at the 2026 Regional Managers Performance Review in Abuja.
“The concerns raised today must therefore not end with the presentations. They must be translated into specific action points, assigned to responsible officers and followed through to completion,” the ED said.
He noted that the two-day engagement provided a clear picture of both progress and challenges across the Fund.
“We have heard encouraging accounts of employees who continue to deliver despite increased responsibilities and reduced staffing. We have also heard about processes that require simplification, offices that need greater support, communication gaps that must be addressed and areas where coordination needs to improve,” he stated.
The ED said leadership must now show initiative. Where issues require Management intervention, they “should be clearly documented and escalated through the appropriate channels.”
For challenges that can be resolved at regional or branch level, “leaders should act promptly rather than wait unnecessarily for instructions from Headquarters. Leadership requires initiative, judgment and responsibility.”
He also stressed internal communication: “The decisions taken during this Review must be properly explained to employees when we return to our respective offices. Staff should understand what is expected of them, why changes are necessary and how their individual responsibilities contribute to the broader mandate of the Fund.”
Speaking on the effect of the Voluntary Exit Exercise on staffing and institutional knowledge, the ED noted that “The departure of experienced colleagues has affected institutional knowledge, staffing levels and workload distribution in several offices. Addressing these challenges will require more than replacing numbers on an organizational chart”.
He urged offices to preserve institutional knowledge through proper documentation and handover, support staff taking on new roles, and identify skill gaps for mentoring and capacity development.
“Above all, we must ensure that the pressure of transition does not weaken our service culture,” he added.
The ED said the strength of NSITF lies in the behavior of its people. “Our standards must be reflected in how we lead, how we communicate, how we treat one another and how we serve the public.”
He called for coordinated teams, clearer processes, fair but firm handling of performance issues, recognition of good work, and more collaboration across departments.
“Let us encourage collaboration rather than allow Departments and offices to work in isolation,” he said.
The ED thanked the Managing Director/Chief Executive, Mr Oluwaseun Faleye, for “continually challenging us to move beyond routine performance towards meaningful institutional impact,” as well as Executive Directors, General Managers, Regional and Branch Managers, and the planning secretariat.
“As we leave here, let us remember that the success of this Review will not be measured by the quality of our presentations alone. It will be measured by the improvements that have become visible in our workplaces, in the performance of our teams and in the experience of the employers and workers we serve,” he concluded.
