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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)

title - why human resource is the ultimate resource
WHY HUMAN RESOURCE IS THE ULTIMATE RESOURCE

Today’s world is seemingly rife with entrepreneurial minds looking for the fastest route to a million – competition is everywhere. Monetising your own services, hobbies and talents is so common. It’s easy to forget the value other people can bring you. Fact – Healthy, educated and motivated people develop resources per their requirements i.e. only people can give value to anything by making it useful. Here’s three reasons human resource is the ultimate resource:

Team, Product, Success – In that order:

Microsoft, Apple and Facebook have created success by cultivating a working environment with three key ingredients – qualified staff, resources and the freedom to create. Alongside genuine innovation, more companies would approach the phenomenal success created by ‘the big three’ if more directors built the ‘right’ teams to research and experiment, and afforded them the freedom to find the “golden angle”.

In an unprecedented experiment, Microsoft Japan tested out a four day work week and the results were what you would expect. Employees were happier, meetings more efficient and productivity rose a staggering 40%. While you may not have the significant resources Microsoft does, the principle remains the same – we are all people and should be treated as such. Benefit packages, paid time off and open door policies are a myriad of ways your human resources department can boost creativity and productivity in your employees.[1]

Invest in them and they’ll invest in you.

Brilliance attracts brilliance:

You might find yourself asking – What if I invest in my employees and they leave? Consider the alternative – What if you don’t and they stay? People coming and going is as predictable as the sun rising in the east and setting in the west. It’s a reality you’ll continually have to accept, regardless of ‘who’ you are. The only thing worse than a valuable employee leaving is paying for an unproductive, uncreative and uninspired employee. It is your duty as an employer to create the best environment for your employees to flourish. Do that and your company will attract the brightest minds without much effort while happy customers sing praises of your excellent products and services.

Diversify your team, Diversify your portfolio:

Conglomerates have proven time and time again that diversified investments are a sure way of making money in what can be risky and unpredictable industries. Think Louis Vuitton, Moët and Hennessy (LVMH) who’s reach spans massive fashion houses like Fenty, Bulgari and Dior to renowned distilleries like Moët and Hennessy![2]

Organisations should openly embrace ‘business diversity’ because people are creative! Encourage them to experiment, fail and learn. If the result is that a company will produce multiple concepts and products isn’t it worth it to find a team capable of doing just that from the very beginning? [3]

Now that you realise all you have to gain by recruiting and training the best, you’re wondering – What now? While we still maintain that the best environments attract the best employees, sometimes you need a head start. We strive to deliver the most innovative human resource solutions to add value to our customers. Whether you have a position that needs filling or a team you would like to invest in, here at The Manpower Company, we believe in people.

Follow us on Facebook at “TMC Kenya” for even more insights.


[1] https://www.theguardian.com/technology/2019/nov/04/microsoft-japan-four-day-work-week-productivity

[2] https://www.lvmh.com/

[3] https://www.forbes.com/sites/ilyapozin/2015/10/08/4-reasons-to-invest-in-people-not-companies/#7e95d7e247cb

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