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How to get hired on the spot graphic
HOW TO GET HIRED ON THE SPOT

You’ve done it; you landed that job interview. After all the resumé sprucing and cover letter writing, you finally got the call from HR and your first interview with your dream company is on the books. Now, it’s all about getting hired. Everyone, at some point in their life, will have to prepare for that uncomfortable and often intense meeting with a company they’ve applied to. But where do you begin? Here are some tips on how to get hired on the spot.

  1. TREAT YOUR INTERVIEW LIKE A SALES PITCH

Unless you’re actually in sales, the very concept of selling yourself can be daunting. You don’t want to sound arrogant or corny, or worse – desperate. But learning how to self-promote in a convincing manner is what the job interview is all about. Your interview is your chance to sell yourself and convince your interviewers of all the good you can do for the company. Interviews are not the time for modesty!

Have an elevator speech ready. Before you walk in the door, you should be ready with a short, punchy sentence or two that not only wraps up your skills, qualities and talents, but also entices the interviewer to listen to more of what you have to say. “You can’t create a single elevator pitch that will work for every audience,” says Anne Marie Segal a Connecticut-based executive coach at Stamford. “You have to be speaking to the pain points of the company.” After all, your goal is to present yourself as the solution to their problems.[1]

If you’re not especially comfortable talking about yourself, the job interview is going to feel much more awkward than it really needs to be. The key to finding your rhythm? Practice.

  1. DRESS FOR SUCCESS

When you feel good about the way you look, you naturally convey confidence and a positive attitude. These nonverbal messages are as important in the interview as the verbal skills you use in selling yourself. While there are no absolute rules, a good tip is to dress as you would if you were working at the company.

What you wear depends on what kind of interview it is and what it’s for. Keep in mind that it is always better to be overdressed than under dressed. If you are confused as to what to wear, don’t hesitate to ask. Call the person who scheduled you for the interview, or human resources to ask.

How you dress for an interview does make a difference. You’ve heard the saying, “You never get a second chance to make a first impression.” When it comes to a job interview, nothing rings truer. First impressions matter and dressing up shows that you actually put some effort. The first judgment potential employers will make, is based on how you look and what you are wearing. This is why it’s important to dress professionally for a job interview even when the work environment is a casual one.

  1. KNOW YOUR WEAKNESSES

A common job interview question you might get asked is, “What is your biggest weakness?” Even if you want to come across as the candidate to hire, no one is perfect, and trying to present yourself as such will put off the hiring manager.

So, just as you would keep track of your former glories, you should also have an example or two to present to a potential employer of things you need to work on. You can say something like, “In looking for a remote job, I’ve found that learning how to self-manage is very important. I’ve become much better at being able to meet all of my deadlines.” This doesn’t show failure, per se, but it does make you more human as you portray a weakness and how you’re working to make it better.[2]

“Hiring managers who ask about weaknesses during interviews are looking for examples of how a person faced obstacles in the past. Interviewers ask about weaknesses and failures because resiliency is a critical skill set which employees must have. As a manager, you expect to give constructive criticism to your employees and the ability of a person to take that and improve is important when choosing who you will manage.” says Dylan Schweitzer, a group talent acquisition manager for Enterprise Rent-A-Car.[3]

  1. BE PREPARED

The most important step to getting hired is being prepared for your interviews. By doing some preparation you’ll feel more in control, and will appear cool, calm and collected as a result to your prospective employers.

At the very least, have a look at the company’s website to familiarise yourself with their history and what they do. Showing that you’ve taken the time to learn about the business is always a good way to impress your interviewers. Look into developments in the industry as well, as this will show that you are engaged and clued-in.

Additionally, make sure you fully understand the duties of the role and what is expected. If the interviewer asks ‘what do you know about the role’ and you’ve not read it, it’s a sure-fire sign you’re unlikely to get hired! Also, by reading the job specs you can start to anticipate the questions the interviewer may ask and be better prepared to answer them.[4]

  1. SOLVE PROBLEMS

You won’t always be the most qualified candidate; however, you can still ace an interview by focusing on what skills you can bring to the role. Solving problems is an analytical skill that many employers look for when conducting interviews.

Managers would far rather hire a member of staff who can take action to resolve a problem than someone who doesn’t act and relies on someone else to think of a solution. Even if it isn’t outlined as a requirement in a job description, many employers will still be evaluating your problem-solving ability throughout the application and interviewing process. Effective problem solvers are those who can apply logic and imagination to make sense of the situation and develop a solution that works. Even if it doesn’t prove as successful as you had hoped, resilience is important, so you can reassess the situation and try an alternative.[5]

During the interview, you may be asked about times when you ran in to problems in the course of your work and how exactly you handled these situations. Potential employers aim to find out how you would handle future problems that may arise in the company. Always show that you are a quick thinker and are able to come up with innovative ways to deal with various issues.

Use these few tips to build your confidence and lay the foundation for a positive and influential interview. Remember that a job interview is not a test of your knowledge, but your ability to use it at the right time. So just go in and remember – you’re fantastic!

Feel free to email us your CV to keep on file incase we have the perfect position for you

If you end up landing that dream position, you’ll need to turn your focus to progressing up the ladder. Find out how to get promoted here.

Michelle Mshimba


[1]https://www.monster.com/career-advice/article/sell-yourself-job-interview-hot-jobs 

[2] https://www.theladders.com/career-advice/how-to-sell-yourself-in-an-interview-without-being-an-egomaniac

[3] https://www.forbes.com/sites/jacquelynsmith/2013/02/19/how-to-talk-about-your-biggest-weakness-in-a-job-interview/#6cda44f05a80

[4] https://www.glurecruit.co.uk/candidate-advice/interviewing-for-a-job/importance-fully-prepared-interview/

[5] https://www.wikijob.co.uk/content/interview-advice/competencies/problem-solving

How to get your team out of a creative rut
HOW TO GET YOUR TEAM OUT OF A CREATIVE RUT

Lack of inspiration can be your worst enemy, and it can hit you anytime. Teams get stale from time to time for all sorts of reasons. After all, everyone is looking at the same data, interacting with the same people, and having the same conversations. So, it’s no surprise that the ideas coming up feel as though they’ve been done before. If you want to unlock your employees’ creative potential, try these simple tips.

  1. SWITCH UP THE ROUTINE

Routine, although structuring, can easily become mind numbing and consistency can morph into complacency. In the process, employees can consciously or unconsciously forgo the possibility of further progress or change and in turn lose their sense of creativity. Sometimes, all you need to boost innovative juices, is change things up a bit.

Have your employees participate in workshops, courses, seminars and read materials that are outside the scope of their area of expertise. From time to time, have them volunteer, participate in team building & training exercises and even travel to different countries. The more they can get out of their routine, the better it is. They will be exposed to completely different ways of thinking. This will greatly boost their creativity and problem solving capabilities.

And remember, creativity doesn’t come from doing the same things the same exact way. Getting a little uncomfortable even in small ways can help spark your employees’ creativity.

  1. ENCOURAGE FRIENDLY COMPETITION

Competition is a big driver of motivation, creativity, performance, and innovation. It pushes people to be better. A little competition among the employees would not hurt. A competitive environment is a productive environment. Encourage employees to participate in competitions or challenges as it’s healthy from time to time and may actually lead to increased camaraderie.

Friendly competition amongst teams helps with employee engagement and employee participation. Additionally, the more competition influencing your employees to accomplish something, the more motivated they will be to head to work each morning and think up new innovative and creative ways to stay on top. Incentives push people to become more creative and find new ways of doing things. Competing with each other will inspire employees to get creative, put in more effort, work harder, and become more productive.[1]

  1. BRAINSTORMING SESSIONS

When you hear the word “brainstorming,” what comes to mind? People in a room yelling out random thoughts? Chaos? An exercise for designers and creative types? In other words, something OPD (other people do—not you). Maybe it’s time to give it a second look.

Brainstorming is typically conducted in a facilitated session or workshop environment to stimulate creative thinking, to create novel or innovative solutions to a problem, and to introduce “controlled chaos” into the thought process. It is the most widely used technique to cultivate ideas. It is based on the principle that “many brains are often better than one.”[2]

Brainstorming is a business technique that can work for any department, in any type of business, especially HR. Schedule a meeting with employees to bounce ideas around. Having regular idea-generation sessions keeps the flow of inspiration and creativity going.

  1. EMBRACE FAILURE

“Recently, I was asked if I was going to fire an employee who made a mistake that cost the company $600,000. No, I replied, I just spent $600,000 training him. Why would I want somebody to hire his experience?” – Thomas John Watson Sr.

No one truly likes to fail. It can drag you down mentally and physically. At the same time, failure gets a raw deal. Even though it hurts, it’s one of the best and most effective ways to learn and grow. Don’t be afraid to let your employees experiment and try new things. If something doesn’t work, they can learn what went wrong and try again. Who knows? The second time around, they may knock it out of the park. But the truth is that they may not have been so successful if they hadn’t stumbled during their first attempt.

This is where managers and senior leaders can play a key role in helping change attitudes by sharing their own blunders and mishaps. Just because you’re in a senior role doesn’t mean you’re immune to mistakes either. The difference though is how you deal with it afterwards, and that’s the point to be made.[3] Changing your attitude towards failure will switch up your employees’ thinking, and show them the benefits the inevitably bumpy journey will bring.

  1. ENGAGE THE SENSES

Employees are most engaged when all five senses are stimulated. Most creative experiences come from combining two seemingly unrelated ideas. Encouraging the flow of non-sequitur ideas through sensory experiences can help employees find new inspiration.[4] When you deliver a sensory experience to the workplace, you transform purely functional spaces into energising environments where employees find more meaning, fun, success and fulfilment in their work.

For example, you might hang thought-provoking abstract art on the walls, regularly fill the office with new scents or play unconventional music through your loudspeakers. Doing so will help employees think in new ways and become more stimulated by their environment. As an added bonus, most of these additions have a calming or satisfying effect on people — so your team will feel happier and will be more productive in addition to being more creative.

“You can’t use up creativity. The more you use, the more you have.”- Maya Angelou

Inspiring creativity within your team isn’t a luxury. It’s imperative if you want to boost employee productivity and stay top of mind with your customers and thrive as a business for years to come.

Mshimba Michelle


[1] https://www.hubgets.com/blog/healthy-competition-improves-productivity-atwork/

[2] https://www.projectmanagement.com/wikis/233029/Brainstorming

[3] https://www.forbes.com/sites/voicesfromeurope/2018/12/03/why-embracing-and-discussing-failure-is-good-for-your-company-culture/#4a5a03b068ae

[4] https://www.entrepreneur.com/article/271905

How to hire
WHAT TO LOOK FOR IN A JOB CANDIDATE

When it comes to building a company or organisation, finding and hiring the right employees is the most important factor in ensuring success. In the world of business; the best team always wins. No matter what happens to the market place, the economy or even the product, the thriving team will always find new solutions and innovative ways to deal with these changes. Here’s what you should look for to hire the absolute best:

  1. LIKE-MINDED INDIVIDUALS

“Do not hire a man who does your work for money, but him who does it for the love of it.” – Henry David Thoreau.

When hiring, it is important to look for like-minded people who are long-term thinkers and have an entrepreneurial spirit. Seek out people who are willing to roll up their sleeves and put in the hours because they genuinely want to build something they take pride in. Hiring employees with the same interests means that they will take pride in the company and want to see it succeed.

If you find someone who’s actively looking for a job and/or is particularly excited about working for you or your company, pay attention. Give special consideration to the applicant who is a fan of your products or raves about your industry reputation. Employees who actively target the places they want to work will bring a passion to the job far beyond those simply interested in collecting a paycheck.[1]

  1. DRIVE AND PURPOSE

Purpose-driven employees are people who are not only committed to their company’s goals by giving their best each day, but are also intrinsically motivated because they believe that their job matters. They are constantly seeking opportunities to grow, while creating meaningful relationships with clients, colleagues, and customers. Hiring purpose-driven employees will result in increased productivity, higher retention rates, and more effective collaboration with other employees.[2]

People need to fully commit to the final goal. Along the way there will be tons of obstacles and unexpected resistance. There will be tasks outside of one’s skillset and tasks nobody knows how to do. Purpose driven people will do whatever it takes to finish a project with passion, resilience and resourcefulness. Experience is important, but a positive, ambitious person will bring new energy to your company.

  1. COMMUNICATION SKILLS

Communicating is more than just talking; it’s about connecting with people. It is important to look for a person who is articulate and can get their thoughts across in a respectful and coherent manner. This skill has always been and will always be important. It’s the core of any business. If someone can’t communicate their thoughts properly they will are likely to face problems in future.

 Being able to communicate effectively with colleagues, clients or partners is a characteristic of top employees. Gauge your applicant’s communication skills via email, on the phone and in person (both verbally and through body language). Good communicators not only get their points across well, but also are careful to listen and follow directions. Lean toward candidates with open and engaging communication styles, and who ask questions and welcome feedback.[3]

Additionally, good listening skills are also part of good communication. In fact they are arguably the most important aspect in communication. Good listeners are relationship builders. If someone tends to interrupt or talk over others in an interview situation, they will probably do the same thing with your customers.

  1. TEAMWORK

“If everyone is moving forward together, then success takes care of itself.”— Henry Ford

Plenty of companies have teams. It is not only essential to perform well as individuals but also as a member of the team. Performing well in a team requires patience, tolerance, and good social skills. Team efforts are associated with many advantages: work gets done faster and efficiently, employee relationships improve, and members of the team learn from each other’s characters, feedback and contributions to the team.[4]

In effect, teamwork is important and essential in order to accomplish the overall objectives and goals of an organisation. When looking for future employees, seek out those who are passionate about working with others and have good social skills. When recruiting, ask yourself; Are you going to enjoy working with this individual everyday?  Are your employees going to enjoy working with this individual?

And remember, all great people and great achievements are the product of some great collaborations, some great team efforts.

  1. CREATIVITY

An individual fulfilling the job description is likely to be competent. But there is no guarantee that they will be creative.

Companies that want to create long-term success are constantly evolving and need innovative thinkers to remain competitive. Creative employees are the ones who are constantly generating and implementing new ideas. They also have the ability to develop on existing ideas thus further adding value to your organisation.

If you want to find and hire exceptionally creative people, you need to find people with diversity in their backgrounds. This is not only a sign of creativity, but it also indicates a wealth of experience and knowledge. More so than the person who has followed a clearly defined career path.

It’s hard to find buried treasure without a map. It’s difficult to win a scavenger hunt unless you have clues. And it’s impossible to hire the right people unless you know exactly what you’re looking for. Apply these tips and you’ll have an easier time finding the right employees. When you find yourself needing to skip the migraine of recruiting, turn to the experts. At The Manpower Company, we have dedicated staff and systems to meet your employer needs. Running an organisation is hard enough as it is, we do our job so you can do yours. Get in touch now and find the talent you need.


Mshimba Michelle

[1] https://www.inc.com/diane-gottsman/9-distinctive-traits-to-look-for-in-a-new-hire.html

[2] https://sustainablebrands.com/read/marketing-and-comms/purpose-driven-employees-are-your-strongest-brand-ambassadors

[3] https://www.hrdirectapps.com/blog/finding-qualified-job-candidates/

[4] https://www.cleverism.com/20-top-qualities-determine-great-employee/

how to get promoted
HOW TO GET PROMOTED

Many of us would love to be promoted. Advancement usually means more influence, more money and more control over your day-to-day tasks – just to name a few perks.

But how do you get promoted? Isn’t it out of your hands?

Not really. Yes, the decision to be promoted is one your organisation ultimately has to make. But, by proactively pursuing a promotion, you drastically increase your chances.

So, what’s the best way to pursue a promotion?

  1. Be good at your job

This sounds obvious. But, if you aren’t performing at above-average in your job, it’s nearly impossible to be promoted. So, put your focus here first. But being good at your job isn’t enough – being good at your job just proves that you are good at your current job. To be promoted, you need to prove that you’d be good at a bigger job.The rest of the qualities demonstrate that.

  1. Know what you don’t know

No doubt being promoted adds a few more lines to your job description. Find out what’s required for the role and how you can fill in the gaps. In fact, your boss is the best resource to find out how best to improve. Try to look beyond the scope of the job requirements and consider what about your character you can also improve.

  1. Be invaluable

You were hired for a reason; this is likely due to your qualifications, experience and personality, so don’t be afraid of adding value to the organisation. You know what you’re talking about, so don’t be shy of voicing your opinion. CEOs need more than people who agree with them, they need people who speak up about the realities and challenges of the business and offer solutions to those problems.

  1. Look good, Feel good

When moving up in an organisation, confidence is non-negotiable. It might seem non-essential but dressing for the part is as important in preparing for the part. You’ll be representing your organisation in an even larger capacity and that means looking the part.

  1. Be in the inner circle

Having a good relationship with your superiors is an essential asset. Don’t be intimidated to talk to your CEO or ask your manager questions. Building a rapport throughout the company is an opportunity to network and understand the larger business needs. With understanding, you can add value in a way your competition cannot.

Further, being a trusted person within your company does not however mean always saying yes. Don’t take on more responsibility than you can handle. Gaining favour does not mean being a pushover to your superiors. For instance, if there’s an emergency and your boss needs you to work during your time off you should. However, if this emergency seemingly happens every weekend you should learn to say no.

  1. Titles are overrated, lead when you can

If you find yourself opting out of responsibility simply because it falls beyond your job description – think again. Leaders lead when the opportunity arises, not when they have a fancy title. The difference between those that get promoted and those who don’t is the initiative they take. Look for opportunities to shine and do what other have put off doing. Is there a filing cabinet that needs organising? Papers and receipts that need digitising? Unsurprisingly, solving the problems no one else will, gets you on your bosses radar! You’ll also find when you can identify the little tasks, the bigger ones are easier to see and solve.

  1. Know how to sell

Every organisation has a bottom line, and if you’re bringing in new business opportunities, you will always be seen as an asset. It doesn’t matter if you’ve been hired for marketing; it’s all about contributing in a bigger way. This doesn’t mean you need to be a walking billboard for your employer, but you should maintain a keen awareness of the opportunities that surround you, whether it’s a new client or a solution to an existing problem .

  1. Be comfortable with pressure

As expected, you need to be comfortable with stressors associated with the new position. Your superiors, will note how you respond to pressure and whether you can still perform. Furthermore, they’ll be interested in how you lead your team in these periods. It’s important you remain calm and collected when you experience stresses at your current job. Be honest with your boss about the situation but, give them a the plan you’ll use to deal with the work. This proves you can still make rational decisions that are good for the company even when you’re under pressure.

The standout employees are the ones who behave like leaders, even when their title is Intern. The irony is that when you’re more focused on the results than the promotion, your title will change faster than you can even imagine.

Title - Perks you can give your employees without breaking the bank - i
PERKS YOU CAN GIVE YOUR EMPLOYEES WITHOUT BREAKING THE BANK

Employer brand is defined as the company’s reputation and popularity from a potential employee’s perspective. It describes the values the company gives to its employees[1]. Leaders quite often overlook their employer brand or devote few resources to develop and grow it. A strong employer brand attracts and retains workers while turning them into advocates for the company. Harvard Business Review estimates that a bad reputation costs companies at least 10% more per hire[2]. And according to Gallup, 51% of employees are actively looking for different jobs or watching for opportunities[3]. Organisations that ignore the need for employer branding will miss their chance to keep talented staff onboard.

In addition to the standard benefit packages (Health insurance, retirement fund contribution etc.), here are a few more suggestions to strengthen your employer brand:

  1. Experiences, Employee discounts, rewards and freebies

Your employees deserve some time-out after a particularly demanding week. Think movie tickets, meals or gift cards. Companies will commonly offer a monthly ‘rotating’ gift card to a local spa or restaurant wherein a different employee benefits each month.

  1. Flexible schedule

According to Gallup, a job that allows a greater work-life balance is “very important” to 53% of employees[4]. Allowing your employees some leeway to dictate their hours heightens their engagement with no cost to the employer. Depending on how you adopt the model, some companies set minimum working hours for their employees, while letting them arrange how to fit it into their day. For example, if I had an 8 hour work day, I might prefer to begin at 10 am and end it at 6pm. Whereas another employee might prefer to start at 7am and end 3pm.

  1. Wellness programmes

Employee health should be as big a concern for employers as it is to their subordinates. Unhealthy employees don’t perform – and if they do, they don’t fulfil their potential. Cost, time and responsibilities are the most common barriers inhibiting the pursuit of wellness. Companies can implement a range of measures to tackle this issue. Subsidising gym memberships, organising regularly scheduled walks after lunch and offering healthy snack options are a number of ways to achieve employee wellness. Our personal favourite is hiring a personal trainer for a group session, which is very cost effective while benefiting a larger number of employees.

  1. Generous paid time off

No doubt the topic of time off makes managers and employers very anxious. If that sounds like you, consider focusing on results, not output. If employees deliver on performance goals, does it make a difference how much time they spend at their desks? You’ll find when you trust employees to decide how much time to take off, they work harder to meet deadlines thus increasing productivity and efficiency.

  1. Improve the office environment

While we’re not urging you to invest in expensive extra curricular options, making an office more receptive to the people who spend ALL their time there will boost your bottom line. Consider adding free snacks, Apple Music/Spotify memberships or a comfortable break room to your office. Better yet, all three!

  1. Peer Recognition

While we may not like to admit it, acknowledgement of what we contribute is important to us. So why should it not be the same for our employees? Try having your employees offer a reward to a fellow employee of their choosing. Recognition goes a long way in fostering employee confidence and loyalty

  1. Career Development Opportunities

45% of millennials and 31% of Generation Xers say a job that accelerates their professional development is very important to them[5]. With the world literally at our fingertips, knowledge has been made readily accessible. It’s easier than ever before to learn new skills with platforms like Udemy and Edx. Encouraging employees to pursue the subsidised courses will likely increase their value to your organisation.

  1. Mental health days

Burnout is a reality for a lot of people. While your employees’ mental health should be incentive enough to provide mental health days, here’s more: Organisations with highly engaged employees outperform low engagement organisations financially by 202%[7]. It’s good business to provide space and time for your employees to reset when they ask for it.

  1. Commuter benefits

Unfortunately the rates at which cost of living is rising isn’t proportional to the rate at which salaries increase. This means people continue to earn less while their bills go up. Offering to help employees manage their costs in getting to work is a major perk they’d be interested in. Consider fuel allowances, public transportation budgets or even a company bus.

This list isn’t in any way exhaustive. There’s a lot more action organisations can take to build their employer brand. A great employer brand costs businesses 50% less per hire and results in 50% more qualified applicants[6]. No business wants to pay a premium in higher salaries because of a bad or non-existent reputation. Like any other aspect of your company, you must invest the required time and resources to reap the benefits.

Tune in Every Monday and Thursday for more tips and tricks.

Follow The Manpower Company on Facebook for even more insights.


[1] https://www.talentlyft.com/en/resources/what-is-employer-brand

[2] https://hbr.org/2016/03/a-bad-reputation-costs-company-at-least-10-more-per-hire

[3] State of the American Workplace, Gallup, 2017.

[4] State of the American Workplace, Gallup, 2017

[5] State of the American Workplace, Gallup, 2017

[6] https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/ultimate-list-of-employer-brand-stats.pdf

[7] State of the American Workplace, Gallup, 2017

How to Fix your Companies Talent Problem
HOW TO FIX YOUR COMPANY’S TALENT PROBLEM
What is a healthy and productive workforce worth to you?

Whether you’re a budding entrepreneur or an established organisation we all undoubtedly share one particular challenge – growing the right team. Beyond question this gets trickier the more niche your market. While you may have all the dedication and get all the results, a chain is only as strong as its weakest link. To remedy the lack of talent more and more companies are turning to remote workers aka telecommuters.

Economic strategy or workplace fad?

In all likelihood you’ve encountered countless trends, fads and instant-result solutions to your problems. Some overpromised their results, others flat out failed and maybe one actually worked. With the seismic growth of the Internet, pandemic prevention, congestion relief and even more factors, talk of remote work is growing. As Laurel Farrer, CEO of Distribute Consulting asks – is this particular trend economically justified or is it our evolving workforce craving modern convenience?[1] Well you know what they say, when in doubt – look at the numbers.

Sourcing information from Global Research Powerhouses – Stanford University, Gallup and Harvard University. Here’s what we found:

  1. Retention

In a survey, 54% of employees said they would switch to a job that offered them more flexibility. While, a further 54% said they were actively searching.[2] Further, an experiment conducted by Stanford, found that the attrition rate in employees who took up the opportunity to work from home more than halved compared to their office counterparts[3].

  1. Productivity

Remote workers are an average 20 -30% more productive than their office counterparts[4] and, another study revealed work output also increased 4.4% in teleworkers[5].

  1. Engagement

Gallup found 51% of the workforce was not engaged and this translated to a loss for companies[6]. Whereas remote workers had a greater return on engagement with a 41% reduction in absenteeism. Engaged workers produce 40% lower quality defects, 21% higher profitability and of course a 24-59% lower turnover[7].

  1. Performance

Remote workers showed a 13% performance increase in another study by Harvard. They attributed this increase to a reduction in break time and sick days in addition to a more comfortable work environment.[8]

  1. Profitability

The Chinese travel agency in a study, reported saving an average of $2,000 dollars a year per employee working remotely as a result of productivity boost and reduction in office space[9]. Further, Harvard noted that the average worker was willing to accept 8% less pay for the option to work from home and there is an effective increase in real salary without cost to the organisation –thanks to saving on commutes.

  1. Plenty of Fish

Lastly, remote workers offer you unflinching access to the best, qualified candidates in your market. Numbers are on your side and your options are limitless when hiring. You’d be fishing where the fish are.

Work place flexibility is no doubt a critical topic in the future of work, and employers who fail to consider it will renege on its benefit. If you believe remote work could be a key ingredient in your brand’s sustainability, you must invest in its development as a resource.

At The Manpower Company we dare to innovate, pioneer and evolve in the world of work. Outsourcing Human resources, relieves businesses of human resource management responsibilities thus allowing you to focus on what you do best. After all, isn’t it worth getting it right the first time?

What are your thoughts on workplace flexibility?

Follow us on Facebook at ‘TMC Kenya” for even more tips and tricks.

See you on Thursday for our next post.


[1] https://www.forbes.com/sites/laurelfarrer/2020/02/12/top-5-benefits-of-remote-work-for-companies/#39d4b95216c8

[2] https://www.gallup.com/workplace/238085/state-american-workplace-report-2017.aspx (pg. 169)

[3] https://nbloom.people.stanford.edu/sites/g/files/sbiybj4746/f/wfh.pdf (pg 1)

[4] https://nbloom.people.stanford.edu/sites/g/files/sbiybj4746/f/wfh.pdf (Pg 172)

[5] https://hbr.org/2019/08/is-it-time-to-let-employees-work-from-anywhere

[6] https://www.gallup.com/workplace/238085/state-american-workplace-report-2017.aspx

(Page 61)

[7] https://www.gallup.com/workplace/238085/state-american-workplace-report-2017.aspx (page 68)

[8] https://hbr.org/2019/08/is-it-time-to-let-employees-work-from-anywhere

[9] https://nbloom.people.stanford.edu/sites/g/files/sbiybj4746/f/wfh.pdf (Page 170)

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