types of business partnerships

A partnership, defined as a business carried out in common with a view of making profit. A partnership arises when two or more people co-own a business and then share in its profits and losses. For any business to function effectively, partnerships must be formed in order to establish everyone’s roles and their liabilities. In a partnership, each person contributes something to the business i.e. capital, ideas, property as well as personal liability. There are numerous forms of partnerships available to business owners. In this article we’ll look at what makes up a few of these partnerships.


General Partnerships are voluntary associations designed to carry on a business for profit. One of the main advantages of this partnership is that there are hardly any formalities to its formation. Express agreement to create a General Partnership is not required. As long as the parties intend to have a business relationship, in the eyes of the law it is considered a partnership. This type of partnership is mainly ideal for small family businesses.

An example of a General Partnership would be if Wambui and Nafula opened a bakery together and they named the bakery W&N Bakery. By opening a bakery together, Wambui and Nafula are both General Partners in the business.  

The disadvantage of this type of business association is that each General Partner is personally liable for any losses suffered by the business; even if the losses exceed the individual partners’ initial investments to the business.


This partnership is designed to combine the informalities of the partnership with the capital raising advantages of the corporation. This form of partnership is mainly used by venture capitalists who want a share in the profits of a business but do not want to be part of the management.

A great example of where this Partnership is used is in the film industry. The director, writer and editor of a movie serve as the General Partners. Companies who invest money into the movie production are the limited partners. This means that if the movie flops, the General Partners (director, editor, etc.) will bear the burden of the financial loss while the investing companies will only be liable for the amount they invested and nothing more.

The main advantage of a Limited Partnership is that shareholders are able to enjoy the profits of a business without becoming personally liable for the debts accrued by the business. Hence the term ‘Limited Partnership’ because shareholder’s liability is limited to their initial capital investment.


A Limited Liability Partnership is the same as a Limited Partnership save for the fact that both General and Limited partners have limited liability. This partnership form is mainly used by corporations. Medical partnerships, law firms and accounting firms are common examples of Limited Liability Partnerships.

The main advantage of a Limited Liability Partnership is that it is an entity separate and distinct from its owners. This means that the corporation has the capacity to sue or be sued in its own name.

The existence of Limited Liability Partnerships are not threatened by the death, bankruptcy or retirement of an individual owner. Shareholders have limited liability and are not personally liable for the corporation’s debts; their loss is limited to their capital investment in the business.


A franchise is a contractual relationship where a franchisor develops a product, service or pattern of marketing and the franchise then becomes an outlet in what appears to be a regional, national or international chain. KFC, Woolworths etc. are some examples of franchises.

The parties in a franchise are the Franchisor (business owner) and the Franchisee (person or business that operates using the trademark and business model system licensed from the franchisor).

This partnership form would be ideal for any small business looking to expand as it would gain the financial resources of the franchisor. A small business that sells fast food can form a franchise partnership with a bigger company in the same business e.g. Chicken Inn or Galitos and become of a well-established franchise. 

The main advantage of a franchise is that the franchisee is granted the right to use the well known and highly advertised trademark owned by the franchisor. This increases their business opportunities and brand recognition because they are represented by a bigger and well-known brand or company.

When you start your own business venture, you have a number of decisions to make. What are you going to offer, who is your target market and the kind of business structure you’ll have. If you don’t want to run your business alone. Then you might want to consider forming a partnership. Consider any of the partnership types in this article and find the best fit for your business.

Also see:

Equipping your employees with the necessary tools to operate efficiently from home is an unexpected expense for your business. The essential tools you should provide your employees are, a workspace consisting of a computer, reliable internet connection, desk and ergonomic chair.

Mshimba Michelle

startup culture

Despite consistently hearing the term “startup”, its definition eludes many however, its ideas and implications aren’t as elusive. “A startup is a company working to solve a problem where the solution is not obvious and success is not guaranteed,” says Neil Blumenthal, co-founder and co-CEO of Warby Parker[1]. Whereas Wikipedia says: “A startup or start-up is a company or project initiated by an entrepreneur to seek, effectively develop, and validate a scalable business model. Startups refer to the new businesses that intend to grow large beyond the solo founder[2].” Whatever description you prefer, one thing is clear start-ups are built to solve problems creatively and effectively. Here’s how startup culture can save your business:

Forget the Silos and ditch the hierarchy

The term ‘Silo’ in corporate culture refers to the isolation between departments and/or sections within an organisation. For instance, can your finance team answer any questions about your marketing department? How about your HR department? Does your IT team regularly communicate outside their department or simply solve connectivity issues?

 Silos are the product of a time when communication was slow and tedious and the corporate culture boded on obedience and loyalty. Why still have them when the world has moved on? One man jobs are a myth and businesses are quickly catching up. Encourage all your employees to mingle and discuss ideas and potential solutions. Take it a step further and build inter-departmental R&D (Research and Development) teams and watch as your company’s blind spots are filled. As a result, your solutions and products will be holistic and better adept for the market.

Don’t be afraid of investors

A common characteristic start-ups share is the willingness to look beyond their resources to scale their ventures. Their ability to continually procure funding is the reason they are so scalable. In spite of this, they’re excellent at stretching their budgets as funding isn’t guaranteed.

The key take away here is not to raise an absurd amount of money but to instead let go of the fear holding back your company’s growth. Lose the belief that only you have the skill and will to meaningfully contribute to your company. A common misconception is that letting in other parties will result in your removal, dismissal or loss of title – and yes it is a risk. However, you should trust your ability to judge character and choose investors who want the best for your business. Fear did not build Microsoft! If you truly believe in your product or service, then you ought to help as many people as you can and that means growing.

Finally, the race for funding and angel investors requires your business to be adaptable. i.e. built for the 21st century. Having a board of advisors to report to keeps businesses relevant and growing – Startup culture is innovation. Consider the industry you’re in and the trends driving it. Are you racing to catch up or leading the pack?  What demographic makes up the majority of your  clients – how can you expand beyond that audience?

People then Profit

Startup culture is touted to be person-centric. It celebrates individuality and encourages creativity. In a start-up everybody is vital. Radical isn’t it? Not really actually – startup culture has made immense strides in growing employee engagement and spiking job satisfaction. Startup’s simply invest in people. Much like everything else, time has changed the landscape we’re operating in (Hello COVID). Priorities have shifted for every working generation. Whereas financial stability and owning a home are important to older workers, social responsibility and environmental conservation are key concerns for the newly inducted workforce. Unsurprisingly consumer concerns have shifted as well. As a matter of fact, Accenture found that 52% of consumers choose brands that align with their values and stand for something bigger than products and services.

Melding these priorities and unlocking contribution from all your staff is what will keep your business growing . Similarly, your staff’s trust in your abilities and leadership is what we’ll get you through this difficult period. Return to your roots and open your office door once more. Really focus on your staff’s biggest concerns and stressors, you won’t solve all their problems but you’ll solve some of them – creatively.

Starting a business is not easy in any shape or form. Startup’s are just the small fraction of businesses whose journey we can follow. They go through the same hurdles, struggles and stresses as any other business – they’ve just revolutionised solutions. Startup culture is not fixed, it’s dynamic and adaptable. Just as any business should be. Apply these simple tips and let us know how your operations, goals and results have shifted.

[1] https://www.forbes.com/sites/natalierobehmed/2013/12/16/what-is-a-startup/#61f7c2534044

[2] https://en.wikipedia.org/wiki/Startup_company

Support your staff during COVID-19

While we can’t ignore the seriousness of the COVID-19 situation, re-opening your business and getting back to work is a priority. Whether your work is based in an office environment, farm, manufacturing plant or warehouse, employee health and safety is paramount. Here’s a few ways you can support your staff through COVID-19:

  1. Support essential site-on staff

Invest in personal protective equipment (PPE) like gloves, masks, face shields and other necessary apparatus. Take proactive measures like providing sanitisers, wash stations and requiring hourly use of either. Enforce social distancing guidelines by discouraging use of social spaces, separating work spaces and minimising personnel in an area. If you’re operating at full capacity, space out your workers as much as possible.

Don’t consider these guidelines optional. Strictly speaking, investing in employee safety is essential in keeping your business open. If a single employee were to contract the virus, it would slow down your output and jeopardise your business. If any one of your staff were to present symptoms encourage them to stay home and recover. Also consider getting everyone else tested.  

  1. Educate and Communicate

Just like the uncertainty of the situation gives you anxiety, your employees are no different. In supporting your staff, aim to be open and clear in your communication with them. Be honest about the situation and the implications. Devise a crisis communication strategy to figure out how to disseminate the necessary information. Remember to also make time to address any questions and concerns they may have.

  1. Check in with your employees

While working from home or slowly migrating back to office life is going to be tough, make it a point to check in with your employees. As team managers, directors and CXOs’ your primary objectives should be supporting your staff and ensuring your employees are adjusting well with any changes to their work life. Maintaining as much normalcy as possible will make it easier for your whole office to cope. Consider mandating weekly group meetings (online) and one-on-one sessions with your employees – this is also encouraged when normalcy returns.

  1. Anticipate secondary effects to better support your staff

COVID-19 has had an unprecedented global impact, anticipating consequences and situations can be tricky when planning for your business’ future. However, you’ll have to make informed guesses to estimate outcomes. To make it easier, start with some self-reflection on how you’ve been impacted and how it affects your work. Chances are, you’re not the only one in that situation.

Typical examples are school closures and home-schooling obligations that typically impact productivity or, employees who have to take extra precautions due to pre-existing conditions. By anticipating these obstacles you can mitigate their effects. For instance, you’ll know that employees with kids will be most productive at certain hours and “high-risk” employees can’t attend in person meetings but can handle paperwork efficiently.

  1. Lighten the financial load

These unprecedented times, also bear unprecedented costs especially for your employees. To maintain the maximum possible productivity, employees need the proper tools to work. These include a workspace made up of a computer, desk and ergonomic chair and a reliable internet connection. Truly and honestly, these costs should be offset by the employer. Support your staff by relieving the intense pressure on your workers by planning to cover the necessities so they can focus on meeting their goals. Understandably, this might also be difficult for your business to manage so begin with the absolute basics like a reliable internet connection and computer. Then begin to slowly budget for any more equipment.

  1. Supporting your staff means listening to them

To truly understand how to best support your staff – you have to talk to them. Understand their needs and concerns by encouraging them to share their thoughts. Their situations will vary so avoid generalising any solutions. Be as open and honest as possible when addressing their concerns.

  1. Adjust your HR priorities

To deliver a great employee experience you’ll have to adapt your Human Resources Department to the issues you will be facing. The increase in social isolation, declining mental health, personal finances and rising stress levels – the HR departments initial function has changed. Aim to prepare for agility and not just service delivery. Be prepared to design new (possibly permanent) procedures for working from home, provide tools to aid productivity, disseminate company resources to restructure a post Covid-19 environment etc. Remember a fully functional, dynamic HR department will not only keep your business afloat and support your staff but will ensure happy clients.

Lastly, remember that you’ll get through these setbacks and build a stronger business because of them. With the increasing importance of employee welfare to clients and workers alike, take this opportunity to evaluate your working practices. Supporting your staff through COVID-19 means they’ll support you too.

Check out:

Slowdowns, recessions and economic contractions are words we’re all too familiar with. Whether they’re caused by poor decision making or uncontrollable events, pulling your business through is a big concern

Horrible bosses have a way of siphoning the satisfaction of even the most rewarding jobs. Matter of fact, HuffPost reports 3 out 4 employees cite their bosses as the most stressful thing about their workplace. Considering you as an employee spend ⅓ of your waking hours working, having a bad boss can hugely affect your mental as well as your physical wellbeing. Don’t believe it? According to a report in the Journal of Occupational and Environmental Medicine, employees with bad bosses are 60% more likely to get a life-threatening cardiac condition or a heart attack.

Quitting would be the obvious choice but maybe you worked hard and are really passionate about your job. Maybe you are in a tough spot and quitting would leave you financially unstable. Maybe you don’t have better offers on the table. If so, try and adapt to see if things can get better at your workplace by learning these 6 tricks of dealing with a bad boss.

1. Identify Their Trigger Points and Prime Motivations

Take some time to observe your boss. Study what makes them happy or angry. Understand how they like to operate. Do they like updates in person or over email? What do they care about? What’s their measure of success? Do they have an incessant need to look good in front of people? What causes them to meltdown or foam at the mouth? By understanding your boss, you can align yourself with how they work and avoid doing things that trigger a tantrum. You can also better frame your opinions and asks, basing them on your boss’s values and priorities.

2. Stay a Step Ahead

This is especially efficient with bosses who are notorious micromanagers. Anticipate what your boss will need before they even need it. This could be as simple as a cup of coffee or an update on an ongoing project. You minimise the need for reminders and reassure your boss you can work without them standing over your shoulder by meeting their requests before they even have to ask. Make a point of having personal belongings he or she considers essential. Also, have with you their contact information and important documents including their calendar.

3. Don’t Fan the Flames

Your boss might be dismissive, abusive or prone to show favouritism. Never ever let this affect your work. If he shouts, don’t shout back. If he dismisses your ideas don’t act out. Don’t take longer lunches, come in late, be disrespectful or work slower just to stick it to the man. This will work against you and give them more ammunition to use against you.

At the end of the day, your output and how you work is what builds your personal brand and opens you up for promotion. You might be thinking you are getting revenge but you end up making other colleagues and supervisors think of you as lazy or incompetent. Never go to war with your boss publicly. Even when you are angry, learn to control your emotions, take the higher road and meet all your objectives. You should never let anyone’s behaviour affect yours.

4. Set Boundaries

Distance yourself from your boss’s unpleasant behaviour in whatever way you can. The responsibility of setting boundaries will fall on you. Avoid face to face meetings when you can. Let them know what you expect or need from them in order to work properly. Don’t cower in or run away from difficult situations. Stay confident, stand tall when dealing with a bully and reduce contact with them to the bare minimum.

5. File a Complaint

44% of employees are usually physically, verbally or emotionally abused by individuals in superior positions. If this happens, don’t go about bad-mouthing your supervisor especially in the workplace. Save it for your partner or friends over drinks. Believe it or not, rumour-mongering will in some way affect how your colleagues perceive you. Instead, file an official complaint with either HR or other people with senior managerial positions. Please make sure to document every single step of this process. 

6. Explore Other Opportunities

If you have filed a complaint, tried adapting or even talked to your boss but see no changes in how he or she treats you, start considering other options. Now, these could be opportunities in the same company under a different department or a completely new job. Do not feel bad about this. Knowing when to leave is important. And there is no shame in it. Infographics by OfficeVibe indicate 50% cite bad bosses as their reason for quitting. It’s natural to want to leave an environment you don’t feel valued in. Before you do this though, ensure your other option is rock solid. Only then should you give a resignation notice. 2 weeks should be enough. Don’t forget to write a proper resignation letter.

Checking your boss’s mood before delivering bad news or making requests can also make your life way easier. Support your supervisor’s weaknesses and instead of criticising them, clearly articulate what you need from them and how that will play a role in the company’s overall success.  More importantly, find things and people in and out of work to boost your feelings of satisfaction if your boss is difficult. Before leaving to work for another company, please find out the nature of the boss there just so you are not transitioning from one bad boss to another.

If you happen to own or run a business you realise the complexity of employee relations and the impact it has on company productivity. The Manpower Company (TMC) HR services not only benefit your employee retention, experience and productivity but decrease your company liability and compliance risk. We speak people so you don’t have to.

Ruth Kimani

How to keep your employees motivated.

You know that feeling when you have a sudden burst of energy for a particular task or cause? You see all the amazing possibilities and how you can make them happen? You’re possibly excited and your laser focus has kicked in? Have you ever felt motivated? We’ve all been there, and we’ve certainly been there when the motivation ebbs away. Your employees go through the same cycle and a lack of motivation can greatly impact their work, productivity and results. While you and your team will depend on discipline to carry you through the days, a motivated person can get even further. Work becomes fun, ideas flow on tap and energy is boundless. So how do you create an environment where  motivated and simultaneously reduce your unwelcome turnover?


Recognition and praise have always been a great asset in getting anyone motivated – the carrot as they say, works better than the stick. Whenever an employee achieves an important milestone, finishes a particularly daunting assignment or takes some initiative around the office, recognise their contribution. Try not to fall in the pattern of generating in-genuine compliments but focus on specific instances and point out exactly how an employee’s contribution benefits the company.

A great outcome of appreciation is how it creates emotional bonds between employees and employer. Bonds on which trust and loyalty are built and engagement stems. Building your teams’ self-esteem is important in getting them to share ideas and contribute to your business in a meaningful way.


When assigning tasks, taking on new hires or changing your company’s approach, let your team understand your reasoning. Take your time to explain your decisions and the outcome you expect from them. Doing this will get a higher buy-in  for your strategy from your employees and some may even offer their support. Take it a step further and challenge your employees to identify the ‘why’ behind their most important tasks. This level of understanding builds a deeper appreciation for any assignment headed their way, especially the mundane – they can see a connection in their efforts and the success of the company.


Have you ever found yourself being more productive at some locations more than other locations? Why? Various studies have confirmed that surrounding environments have an impact on your productivity and mood. Think about all the places you love to work and ask your employees’ to do the same. Try to incorporate the key elements of the ideal spaces you and your team have. Also consider other non-expensive add-ons like music subscriptions and office snacks. Invest in a work environment where people actually want to spend their time.

Pro tip: Create good quality office merchandise like jackets and water bottles and distribute them to your employees. Sports’ teams for instance wear uniforms with great pride and uniforms ingrain a sense of unity, identity and cooperation in both the fans’ and players’. Plus merchandise is a great way to market your company for almost nothing.


The fastest way to get your team motivated is simply finding out what they’re unsatisfied with. Find these shortcomings and areas employees aren’t happy. Common answers usually include uncertainty about the future, intrusive supervision and excessive paperwork[1]. Job satisfaction is a great motivator for any employee, eliminate their worries and have an honest conversation where the company and management could improve.    


Have you ever heard someone say ‘I loved that time my supervisor micromanaged me, I wish they would do it more often.’ Giving your team their assignments and the autonomy to complete the tasks is an indication you trust them. Realistically, people need to feel in control over their circumstances  ergo we want to feel in control of our time and energy. Entrusting your team with the independence to operate helps to form emotional bonds between you and them. A great system to use is distributing work and allowing your team to set their own hours. If the result is a more engaged and satisfied employee, why does it matter how much time they spend at their desks? The independence will build self-sufficient teams because they create their own processes and learn to work with them[2].

If you haven’t spotted the difference between a motivated team and an unmotivated team, then you’ve never worked with the former. Try out the outlined tips and get feedback from your team on how you can adjust your approach. A basic rule in good employee management, is giving your team the resources they need to flourish –what’s the worst that could happen?

Look out for part 2 in the series!

Follow us on LinkedIn here, we’d love to hear from you.

At The Manpower Company, we understand people so let us help with your HR needs.

[1] https://www.inc.com/bubba-page/7-motivations-at-work-beyond-money.html

[2] https://snacknation.com/blog/how-to-motivate-employees/

Highly Skilled workers

Any CEO or director worth their salt will tell you human resource is the ultimate resource. Skilled workers are an asset for any business. They play a large role in setting you apart from your competition, develop your business’s reputation and maintain its ongoing success. A skilled worker is someone who holds the necessary qualifications to produce exceptional results in their work and consistently goes above and beyond in the performance of their duties. Every organisation needs a skilled workforce. This is because the success or failure of any business highly depends on the quality of labour available to it. Having access to staff who are well-trained, able to adapt and knowledgeable in their roles ensures you can maintain high levels of performance, no matter what the current challenges of your industry may be. Here’s how you can have the best of the best working on your team.


A recruitment strategy is a formal plan of action involving an organisations attempts to successfully identify, recruit, and hire high-quality candidates. With no shortage of  job seekers, you’ll need a strong recruitment strategy to build an engaged workforce that will give your business a competitive advantage.[1]

Begin by closely examining your business needs, goals and objectives as this will enable you to hire a team that will help you realise them. You should avoid being vague about what the job requires. Write a detailed job description that’s clear about the required skills and experience and what the job entails; including hours of work and responsibilities.[2]

The beauty of running a business in today’s society is that there are many technological resources available that will help you in the recruiting process. Social media for instance can be a great tool for posting job ads as well as collecting data on potential job candidates.[3]


Employees want to work for a company that they’re passionate about, but they also want a company that’s passionate about them. By making your company attractive to prospective employees, you enable your company to hire high-performing workers who increase productivity and sales and allow your company to grow.

For companies that want to stay competitive and attract top candidates, it’s becoming more and more important to have the kinds of benefits and perks that employees are looking for in today’s market. These include healthcare benefits, paid leave, vacations etc.[4]

People generally feel appreciated and motivated when their good work is acknowledged. Provide a competitive salary and opportunities for personal growth within your business for employees to showcase their skills. It is also important to highlight your company’s strengths as this will emphasise to potential employees the advantages of joining your team.[5]


In a perfect world, it would be easy to make hiring decisions. You post a job description, a handful of qualified people apply and you begin the recruiting process. Unfortunately, we don’t live in perfect world. Some job seekers just blast resumes off for jobs they’re not entirely qualified for and hope for the best. The recruiting team then has to sort through numerous applications to find the handful who have what it takes to do the job.[6]

In order to avoid the hassle of sorting through numerous applications, ensure that you provide a clear job description. The job description should communicate the essential job tasks, duties, responsibilities, and qualifications of the position. Effective job descriptions are professional and relatable. Before publishing, double-check your job description to ensure clarity and accuracy. In an effort to try and find the best workers, be realistic about your expectations so as not to scare away potential employees.[7]


After narrowing down your pool of potential candidates, you should have a short list of potential hires that you want to formally interview. The candidate interview is a vital component of the hiring process and can be carried out in a number of ways.[8]

You can conduct face-to-face interviews where you can ask more in-depth questions about the candidate’s background and skills to really find out if they’ll be the best fit for your company. Hiring qualified employees is an art that also requires certain skills. Remember to also give your interviewees a chance to ask questions they may have about your company. You have to be a good listener; you need to know how to redirect a conversation; and you must be able to make a distinction between a person who simply wants the job and the perfect candidate who can get the job done.[9]


When you are satisfied with the results of the interview process and have made your final hiring choice, it is time to make an offer to the job candidate. Be sure to make an offer that is worthwhile as highly skilled workers are in high demand and chances are that they may receive better offers elsewhere. While the candidate considers your job offer, stay in touch. The purpose is for you to reinforce your enthusiasm about having them on your team.[10]

Hiring highly skilled workers can be a lengthy and daunting process and we understand that. With the right tools and guidance you can be sure to have top tier employees working in your corner. Here at The Manpower Company, we pride ourselves in recruiting the best for your business. Drop us an email and begin skilling your business.

Did you know you can submit a job posting directly to our website? Click here to try it out!

CREDIT to Insperity for providing these steps.[11]

[1] https://www.hrtechnologist.com/articles/recruitment-onboarding/top-employee-recruitment-strategies/

[2] https://toggl.com/blog/recruitment-strategies

[3] https://recruitingdaily.com/9-employee-recruitment-strategies/

[4] https://www.getkisi.com/unlocked/important-benefits-that-make-your-company-more-attractive

[5] https://learnaboutus.com/9-ways-make-company-more-appealing-job-seekers.html

[6] https://www.womenonbusiness.com/fast-ways-to-narrow-down-a-big-pool-of-job-applicants/

[7] https://www.huntclub.com/blog/6-strategies-to-narrow-down-your-candidate-pool

[8] https://www.allbusiness.com/tips-for-interviewing-potential-employees-2556-1.html

[9] https://www.go2hr.ca/recruitment/preparing-conducting-interviews

[10] https://www.insperity.com/blog/hiring-highly-skilled-workers/

[11] https://www.insperity.com/blog/hiring-highly-skilled-workers/

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