
Client billing delays, unexpected tax deadlines, seasonal downturns… these are just some of the realities that can lead to payment delays. In Francophone Africa, many businesses face these pressures, sometimes several times a year.
But this is not inevitable. Even without fixed payday schedules, trust can be maintained, provided you demonstrate clarity, empathy, and anticipation. Here’s how:
1. Transparency is your best trust-building tool
- Inform regularly, even if the information is partial. A frank message is better than silence.
- Involve middle managers in the HR message to create a human relay and defuse frustration.
- Prepare a standard HR message that is empathetic, explaining the situation, the regularization plan, and acknowledging collective efforts.
Example: “We are experiencing a temporary cash flow delay. The situation is under control. Regularization will occur no later than the 15th of the month. Thank you for your commitment, we are here to listen.”
2. Implement HR routines to stabilize the situation
- Payment in installments or prioritization based on clear criteria (e.g., lower salaries, sensitive family situations…).
- Provide written certificates to justify delays to landlords or banks if necessary.
- Establish a monthly HR ritual: “transparency check-in” to reassure, listen, and explain.
3. Anticipate and formalize an HR plan in case of crisis
- Create an internal fund for solidarity advances (capped amounts, to be repaid without interest).
- Negotiate in advance with a micro-financing partner to offer a temporary, secure solution to employees.
- Establish a formal procedure for payroll instability, known by management, HR, and managers (with alert thresholds).
Why does this work? Because the feeling of abandonment is worse than the lack of salary. If employees feel that the company remains present, human, and proactive… they stay engaged.
“It’s not the crisis that breaks trust. It’s the lack of listening and clarity.”
— Excerpt from employee feedback at a Talent2Africa client.
Talent2Africa has designed a mini HR guide dedicated to managing salary tensions in African SMEs:
- Model of transparency HR message
- Checklist of social actions to trigger
- Tools to prioritize fairly in case of cash flow tension
Download it for free or request discreet and strategic HR support: contact@talent2africa.com