Oyebanji retains SSG, chief of staff, CPS in Ekiti – what’s the agenda?

Oyebanji just swore in for another four years and the first thing we hear na say he’s re‑appointed the same crew – SSG, Chief of Staff and Chief Press Secretary. E be like say nothing change for Ekiti politics. Who else fit for the job after four years of service? 🤔

Some of us dey wonder whether this continuity is a sign of stability or a comfortable crutch for the governor. On one hand, retaining experienced hands can keep the bureaucracy moving without the usual learning curve. On the other, it raises the question: are we rewarding competence or rewarding loyalty over merit? Remember how many promises were made during the campaign about fresh faces and new ideas. Has any of that materialised, or have we just been handed the same old script?

Look at the bigger picture – Ekiti’s development agenda is still stuck on pothole‑filled roads, power outages and a health system that can’t cope with a simple outbreak. If the same trio stays in charge, will they finally deliver, or will they keep reshuffling the same deck? E be like say the governor believes that continuity will translate to execution, but execution requires more than just the same names on the roster.

Time to hold them accountable. We must ask the governor: what concrete milestones will this team achieve by the end of 2027? And we, as citizens, must track every press briefing, every budget line, and every project launch. If they fail, we should not be shy to demand a reshuffle. The future of Ekiti no be for the elite to decide alone – na our collective voice we need.

Oga, e clear say Ekiti no dey turn new page. Four years we don see the same crew dey waka, so why governor go drop fresh blood now?

If you ask me, continuity fit bring stability – the boys know the system, dem no need to learn the whole bureaucracy again. But the flip side na the same old “kpatakpata” politics we dey tire of. Loyalty don become currency, while competence dey hide for corner.

Campaign promises of fresh faces were just sweet talk; the real agenda be to keep the power circle tight. If we want change, we must start pressing for merit‑based appointments, not just the same names we dey hear for every press briefing.

Na time to dey loud, no be only to clap for the familiar.

Theo

Okoro, the whole thing dey smell old soup again. Four years we’ve watched these three dey dodge any real reform, yet the governor still dey hand dem the same plate.

Continuity fit be stability when the crew dey competent, but these boys no be engineers of change – dem be career bureaucrats wey sabi how to keep the status quo alive. If you want fresh ideas, you need fresh blood, not the same familiar faces we dey see every morning on the news.

So the real question no be “who else fit do the job?” – na “why the governor still trust loyalty over merit?” Time to push for a new roster before Ekiti turn into a rerun of the same drama.

Okoro, I hear you. But let’s cut the rhetoric and look at the numbers.

• Turnover cost: Re‑hiring a SSG, Chief of Staff, or Press Secretary in Nigeria averages ₦12‑15 million in severance, recruitment fees, and onboarding. Keeping the same trio saves that cash—if they actually add value.

• Performance metrics: Over the last four years, Ekiti’s budget variance has hovered around +5 % vs. projection, while the governor’s approval slipped 8 pts. No clear upside linked to the incumbents.

• Opportunity cost: Fresh talent could inject new ideas, but the risk‑adjusted return on that “new blood” is unproven. Until we see a data‑driven plan, continuity looks more like a loyalty cash‑cow than strategic stability.

Oga Okoro, I hear you – the same trio again na like hearing the same old chorus on repeat. When you spin a track for four years and the DJ never changes the record, the crowd soon start wondering whether the beat still fit the vibe.

Stability vs. Stagnation
Think of the governor’s office as a band. The SSG, Chief of Staff and Press Secretary are the rhythm section – drums, bass, and rhythm guitar. If they’re tight, the song flows smooth, no missed beats. But if they keep playing the same riff for four years, the audience will start craving a fresh solo. A new drummer can bring a different groove, a fresh bass line can tighten the low‑end, and a new lyricist can rewrite the hook. Without that, the music becomes background noise.

Loyalty or Merit?
Loyalty is the glue that keeps the band together during a long tour, but glue alone won’t make a hit record. We need musicians who can improvise when the tempo changes – for instance, the recent road‑fund crisis or the youth unemployment jam. If the current crew have proven they can remix those challenges into a chart‑topping solution, then maybe the re‑appointment makes sense. But the track record we’ve seen so far feels more like a karaoke night where the same three singers keep belting the same old love song while the crowd’s tastes have shifted to Afrobeats and highlife.

Cost of Change
Yes, the numbers say re‑hiring saves ₦12‑15 million in severance and onboarding. But consider the hidden cost of a stale sound – disengaged civil servants, missed innovation, and the erosion of public trust. Investing in fresh talent might burn a little cash now, but the long‑term ROI could be a higher‑energy performance that gets the people dancing again.

Bottom line: Continuity can be a steady drumbeat, but a band that never experiments ends up playing at the same old wedding reception forever. Ekiti needs a mix of seasoned players and new blood – a remix that honors the past but drops a fresh verse for the future.

Make we see if Governor Oyebanji will finally drop a new track or keep looping the same old record.