If you’ve ever worked in a Ghanaian office, then you know there’s always that one person who seems to be powered by pure vibes and good music. In the case of the KolaBo team, that person was Freda.
Freda joined as a Business Development Associate. From day one, she didn’t come to play. The woman was a whole action movie. While some of us were still trying to connect to the office Wi-Fi, Freda had already closed a client call, updated Salesforce, and somehow replied to the MD’s email with attachments.
Before we could say “Jack,” Freda had set up a colour-coded dashboard, introduced a team-wide performance tracker (Google Sheets, not even Excel), and was sending daily motivational quotes on the team WhatsApp page by 6:00 AM sharp. The quotes? Branded with her name. As for early morning “good morning fam” messages? Never missed one.
At first, we thought it was just “new employee energy.” You know how some people start off with vim and then level out. But two months in, Freda’s vim hadn’t reduced. In fact, it had multiplied. Her nickname quickly evolved from “Madam KPI” to “Miss 110%”.
And this was where the real gbas gbos began.
Yaw from Client Service suddenly started wearing formal shirts every day. No more round necks. Vera from Admin stopped taking her morning waakye breaks and instead started saying things like, “Let me quickly check the numbers on that.”
Even Sadique, who was known for his “cool down, we’ll get there” attitude, was spotted creating a Notion board at 7:30 AM.
You see, Freda didn’t just raise the bar; she carried it on her head and walked past everyone with it.
But here’s the twist.
One Friday after work, during a random ‘Khebab & Club’ hangout at the car park, Yaw finally asked what the rest of us were thinking: “Freda, chale, what’s the secret? You don’t get tired?”
Freda laughed and said, “Oh, I get tired waa. But when I remember that I’m not just working for myself but for impact, for legacy, I get small ginger.”
Freda grew up watching her mum run a provisions shop from dawn till dusk. No sick days, no complaints. That was her first example of leadership. “I just dey carry that same fire into corporate,” she said.
Suddenly, we all relaxed. Freda wasn’t trying to outshine us. She was just showing us what was possible.
And slowly, things changed.
- The Friday team check-ins became less about complaints and more about celebrating wins.
- Slack messages came with clearer briefs and tighter deadlines.
- Even the “chillest” colleague, Kojo, started saying, “Let’s just Freda this thing and finish quick.”
So yes, the Overachiever might intimidate you at first. But if you look closely, they’re usually the spark that makes the whole engine run smoother.
Because in every Ghanaian office, there’s that one person who doesn’t just do the work. They shift the whole energy.
And at KolaBo, that person is Freda.
Know a real-life “Freda” in your team? Share this with them to take a read!
7 Effective Ways to Manage Overachievers at Work
Here are 7 effective ways to manage overachievers at work, especially in a Ghanaian or African business context where team harmony, hierarchy, and resource constraints play an important role:
1. Acknowledge Their Value, But Set Boundaries
Overachievers often thrive on recognition and results. Celebrate their wins, but gently guide them away from burnout or overstepping team dynamics. Be clear on deliverables, working hours, and collaborative boundaries.
Example: “Freda, I admire your drive. Let’s structure this so it doesn’t overload you or the rest of the team.”
2. Balance Individual Drive with Team Objectives
Overachievers can unintentionally sideline team members. Ensure that their personal KPIs align with collective goals, and that their workflow doesn’t create competition or intimidation.
Tip: Rotate them into mentoring or team-based tasks to foster peer support rather than solo achievement.
3. Channel Their Energy into Strategic Projects
Give overachievers high-impact, forward-looking tasks: pilot projects, talent development, or product improvement. This helps them grow while contributing meaningfully.
Example: “I want you to lead the market research for our Q4 expansion; a lot rides on it.”
4. Encourage Soft Skills & Leadership Development
Many overachievers excel technically but may need help with emotional intelligence, delegation, or communication. Offer coaching, stretch roles, or internal leadership programs.
Ghanaian context: Pair them with a respected elder/senior in the company to coach on diplomacy and people management.
5. Monitor for Burnout or Isolation
Their output may look great on paper, but overachievers can struggle silently with stress or feel disconnected from the team. Check in regularly and normalize balance.
Practical tip: Initiate wellness days or encourage leave usage. “Charlie, take that long weekend. We’ll hold the fort.”
6. Create Clear Role Definitions
Overachievers may unintentionally “over-function” by taking on tasks outside their scope, which can disempower others or create confusion. Make sure everyone, including them, knows where their responsibilities begin and end.
Example: “Kojo, your initiative is great. But let’s leave the client onboarding process to the CX team. We need everyone to own their space.”
7. Celebrate Collaboration, Not Just Solo Wins
Shift the culture from “star player” to “star team” by publicly recognizing group achievements and collaborative efforts. This reminds overachievers that success is a team sport.
Practical move: During team meetings, highlight how different roles contributed to a win, not just the loudest or fastest person.
These additions support not only the individual’s growth but also a healthy team dynamic and sustainable workplace culture.
