bridging the generation gap
BRIDGING THE GENERATION GAP IN THE WORKPLACE

In today’s society, the workforce is primarily multigenerational. This means that for the first time in human history, there are multiple generations actively engaged in the workforce i.e. the Baby Boomers who were born between 1946 – 1964, Generation X born between 1965 – 1980 and Millennials born between 1980- 2000. Each generation has different thoughts and beliefs unique to the time period in which they were brought up. It is important to acknowledge that these generational differences exist and thus synergise them for a more conducive and productive work environment. This article looks at some of the ways to bridge the generation gap in the workplace.

  1. CREATE A KNOWLEDGE SHARING CULTURE

The best classroom in the world is at the feet of an elderly person.

-Andy Rooney

Older workers hold immense knowledge, and as they head towards their golden years, loads of valuable information, skills and lessons are lost. This in turn creates a knowledge vacuum that cannot be easily filled; however this does not have to be detrimental.[1]

Have programs where veteran employees can teach various courses and showcase their knowledge and expertise to the younger employees. The younger generations are used to being stimulated constantly and it’s wise to offer development coaching and training programs to keep them growing and learning new things. The older generations can mentor them by including them in meetings, client interactions and new business pitches. When employees feel trusted and valued it boosts their commitment, motivation, and loyalty.[2]

  1. FOCUS ON INCLUSIVITY

The Millennial generation has often been described as lazy, self-centred and entitled. Living with the burden of this generalised assumption can be demotivating and may even discourage some from taking part in collaborative projects. It is important to note that millennials have grown up in a world driven by the internet and social media which has created a need to feel included and to share their opinions.

As an employer, try to engage them and listen to their views and pose questions about their ideas and how best to execute them. Ensure to include them in meetings and decision making processes where possible.[3] Many Millennials have grown up in an environment that promotes diversity. They focus more on the willingness of a business to embrace and include a diversity of ideas and perspectives within a positive and supportive culture. If you create a culture of diversity that recognises past and current perspectives, your workforce will be more engaged and more productive.

  1. APPRECIATE WHAT EACH GENERATION HAS TO OFFER

The beauty of having a multi-generational work place, is each of these generations bring knowledge and skillsets unique to their life experiences.

The older generation for instance, view work as a privilege and value loyalty and respect for authority figures. This means that they work hard and believe in company loyalty. They value the bond and partnerships formed over time and are optimistic and disciplined,  – they are strong team players. They tend to have strong technical skills and are generally more independent than previous generations. The Millennials in the workforce are more entrepreneurial and tech savvy. They tend to want independence and may be motivated by security and development. Multi-tasking also comes naturally for this group. This is the first generation to come of age during the rapid growth of the internet. They are considered to be among the most resilient in navigating change with an appreciation for diversity and inclusion. Millennials are generally the most educated generation of workers today.[4]

  1. ESTABLISH EFFICIENT COMMUNICATION METHODS

Communication is important because it bridges the gap between individuals and groups. Effective and regular communication is not a trait that’s exclusive to one generation, but employees may communicate differently and at different times depending on their age.

These differing communication preferences can lead to mixed messages and misunderstandings in the office. A younger employee may send an email addressing a disagreement with their older manager or colleague when the older party thinks they should have a formal meeting. Not only does each generation communicate with varying frequency, but they’re using different means to communicate as well. Be sure to offer several means for communication, both formal and informal and ensure that everyone understands the best way to air issues and problem solve.[5]

  1. AVOID ONE SIZE FITS ALL MANAGEMENT

Managing generationally diverse employees also means that you need to switch up your managerial styles accordingly. For example, having a management plan that is millennial-friendly might make their seniors feel out of place and lead to a decrease in their productivity. The reverse is also possible.

When managing the Millennials in the workplace, be sure to focus on the quality of their work rather than the hours they spend working. Additionally, provide guidance and learning opportunities for them to grow and improve their skills. For the older generations, provide leeway for them to work without close supervision as they prefer autonomy. They also value recognition for their hard work and skills.[6]

As time goes by and people continue to age, generational shifts are inevitable. Managing and supporting multigenerational employees can sometimes be difficult. However, with a proactive leadership approach, these generational differences can be an added strength and source of innovation to the company. Generational differences are tremendously advantageous and with these few tips, you can achieve the full potential of your diverse workplace.

Mshimba Michelle


[1] https://ideas.bkconnection.com/bridging-the-workplace-generation-gap-in-your-organization

[2] https://www.employmentlawhandbook.com/general/four-solutions-to-bridge-the-generation-gap-in-the-workplace/

[3] https://resources.workable.com/stories-and-insights/millennials-in-the-workplace

[4] https://www.digitalhrtech.com/generational-differences-in-the-workplace/#How

[5] https://www.business2community.com/human-resources/5-ways-to-bridge-the-generation-gap-between-employees-02292982

[6] https://www.paychex.com/articles/human-resources/how-to-manage-multiple-generations-in-the-workplace

Business slowdown
TAKING ADVANTAGE OF A BUSINESS SLOWDOWN

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. While all businesses might not have the financial capacity or ability to keep working – they are many that do. Here’s some great tips we found on capitalising on a business slowdown:

  1. Build your efficiency

When business is booming, it undoubtedly becomes more difficult to carry out maintenance and improve operations On any given day, making sure your business runs efficiently is a priority. However, it can be difficult to ran a growing business and balance the growing pains associated with it. The reduced demand for your product or service frees up time and resources for a complete internal audit.

Start with identifying and improving[1]:

  • Breakdowns in processes
  • Delays caused by poor project management
  • Redundancies and overlaps
  • Breakdowns in communication both internally and customer facing
  • Lack of integration in your tech systems and updates
  • Migration of paper files to cloud storage

Don’t forget to consult your employees and find out what tools they need to work efficiently and what they’d like to improve.

  1. Research your market

Use this opportunity to conduct market research and look externally as well as internally. Assemble a team and investigate the current market and understand how it has evolved. Consider researching:

  • Your competition – How are they dealing with the business slowdown? What techniques do the apply? Could you do better?
  • Other businesses – Businesses in adjacent niches are a great information source in keeping up with your industry. Look at any new development and how they could fit into your business. Also consider looking at older companies in your market and understand the steps they took to get where they are. Mature companies are excellent reference points when growing your business.
  • Upcoming trends – Staying relevant to your customers is the ultimate goal for any business. Take a close look at the past, current and upcoming trends in your industry and optimise your business accordingly. Include recent innovations and tech integration in your research.
  1. Nurture your sales pipeline

More than ever, a contraction is the ultimate time to cultivate and connect with your clients – prospects and existing. Call your pipeline and find out how you can support them. Focus on making them about connecting and less about selling. In the long run, it costs less to keep a customer than getting a new one. Develop loyalty in your clients by really nurturing your relationships. Somethings you could consider:

  • Special offers and discounts
  • Partnering in cross promotional
  • Re-purpose your sales teams to account management
  • Collect client feedback and testimonials

Use this opportunity to build and strengthen your business portfolio and take advantage of the boost in reputation.

  1. Update your product or service

Now that you have a better understanding of your market. Take the upcoming trends, feedback from your staff and customers and re-develop your product. Repurpose your staff into a research and development (R&D) unit and experiment with different prototypes. Use these prompts:

  • What does my market need? What do you need to develop a solution?
  • How can you tap into my current resources?
  • Do you need a new set of skills for your R&D? Hire or outsource?

With smart decision making and a clear path forward you should be able to avoid mass lay-offs and retain value in your team.  

  1. Train and upskill your teams

The re-hiring process is costly and time consuming. Companies develop alongside their employees, and re-starting this process is lengthy. Markets and industries are in constant evolution and your portfolio of skills needs to be too. You’ve already gone through the pain-staking process of developing a team and understand their strengths and weaknesses you can work to fill the gaps.

In line with your current goals and market trends invest in training, retraining and upskilling your teams – especially since you have the time.

Think of the ROI in terms of increased employee loyalty and retention as well as increased productivity from better skilled talent.[2]

  1. Repurpose your teams

As you will have ascertained certain members of your team will have a lot of time on their hands. For instance, your sales team will no longer have endless prospects and recruiters will be on a hiring freeze. Rather than letting them go, place them in a different part of your organisation or re-define their goals.

Move your sales people into account management to build a relationship with your clients. Use your HR team to find appropriate training programs for upskilling your teams based on the R&D research you completed.

A new emerging trend for businesses is ‘loaning-out’ employees. In China for instance, restaurants are loaning their employees to overwhelmed supermarkets. This simultaneously keeps the workers employed and both businesses afloat.

On top of the added engagement and loyalty from your employees, you will also be tightening your operations and solving problems you put off for so long.

  1. Vacations for you and your team

Transitions in operating styles – like working remotely – can be tough to adopt. Chances are you and your team will be plunged into new depths and face new challenges. Don’t be militant and hard with your team. Cut them and yourself some slack to adjust to the new situation – like working from home with their families.

It’s hard to find solutions when your focus is entirely on the problem.

  1. Play the long game   

Businesses that grow in recessions tend to act early, focus on growth and ratify a long-term perspective[3]. Understanding your market, growing in operational efficiency, upskilling your employees or fostering customer loyalty your business must have a strategy. Your goal should be to maximise your potential and minimise losses until the economy bounces back. Growth and success isn’t impossible during a downturn – you just don’t have the luxury of mistakes.

Take advantage of a business slow down and optimise your chances for success. Your team and business will be the better for it.

As usual, The Manpower Company (TMC) is here to support your business in any capacity we can. Developing training programs and auditing your HR needs is a component to a successful business. Reach out with your concerns and optimise your team at info@tmc.ke


[1] https://resources.workable.com/stories-and-insights/business-strategies-slowdown/#

[2] https://resources.workable.com/stories-and-insights/business-strategies-slowdown/#

[3] https://www.bizjournals.com/atlanta/news/2019/12/04/managing-your-business-in-the-next-downturn.html

5 tools for working remotely
TOOLS FOR WORKING REMOTELY (Part 1)

Circumstances may cause interruptions and delays, but never lose sight of your goals.

 –Mario Andretti

Dealing with a global pandemic also means that we all must learn to adapt to the changes around us and make the best of things. Government issued lockdowns and curfews have led many companies to switch to remote working to ensure that work still gets done. Luckily there many tools available to ease the transition from the office environment to working remotely. Find out about these handy tools in this blog post.

  1. SKYPE FOR BUSSINESS

Skype for Business is a trusted enterprise solution designed by Microsoft to enable efficient communication in companies and connects employers, employees and customers effectively around the globe. It combines phone calls, video conferences and messaging services into one entity to increase efficiency and promote business growth.[1]

Some of its features include:[2]

  • HD video streaming
  • High level security through data encryption to protect valuable company data
  • Video conference options that can accommodate up to 250 meeting attendees

A major advantage of this software is that it does away with travel and communication costs with its video conference option. Additionally, the software is secure, very user friendly and portable – it can be accessed on many devices as long as a Wi-Fi connection is available.[3]

  1. EVERNOTE

Evernote is a free app for your smartphone and computer that stores everything you could possibly imagine losing track of – a boarding pass, receipt or article you want to read. You can create a to do list, or even a simple typed note. The app works brilliantly, keeping everything synchronised between your computer, smartphone, or tablet. The app is also ideal for managing projects and productivity.[4]

For companies, Evernote Business is available and allows teammates or members of a company to access, upload, share and edit notes from any device. This app is especially resourceful for those who are working remotely because it automatically syncs up with all your devices when you add or upload new content. This means that you are not limited or tied to just one machine.[5]

  1. GOOGLE DRIVE

It goes without saying that running a company results in the generation and collection of large amounts of data. Therefore, companies need a safe and reliable place to store all this data – in comes Google Drive.

Google Drive is a cloud-based software application that lets you create, store, and share documents and data from around the world in one place. This is ideal for companies as it enables teams to access files from anywhere as long as they are connected to the internet. Additionally, it is possible to edit documents and get replies and feedback and therefore increasing collaborative productivity. It is also protected by SSL encryption that operates on both Gmail and other Google services so you can rest assured that your valuable data is safe.[6]

  1. HUBSTAFF

As an employer, when making the transition to remote working, you’ll want software that can keep track of employee’s work hours, progress and productivity as easily as it’s done in the office.  Hubstaff is a time tracking and work management app built to help teams make the most out of their time, build trust, and provide accountability. 

Once the app is running, it monitors which websites and applications your team is viewing, their screen activity, and how much time they spend at their desktop. It then gathers all this data and creates individual reports for all your employees. Your team members can also track how much time they spent on a particular task or project.[7]

  1. HEADSPACE

When working from home it can sometimes be difficult to disconnect after a long day of meetings and work tasks. Headspace is a meditation and healthy living app that aims to reduce stress, improve mindfulness, and save remote workers from burn-out. It’s important to step away, especially when working from home.

Studies have shown that taking time to practice stillness and meditate using the Headspace app can increase focus by 13%. Meditation also promotes increased awareness, clarity, compassion, and a sense of calmness.[8]

The right remote work tools will make you and your remote colleagues more productive. They’ll also allow you to experience the human connection of office work, while preserving your freedom to work from home. For any companies making the transition to working remotely, try out these efficient tools to ensure success.

Found this helpful? Try this: Working from home: How to do it successfully

If you’re a manager/business owner check this out: How to manage remote employees: best practices

As Usual, The Manpower Company (TMC) is here to support you and your business through this unprecedented time. With innovative consultancy, guiding you is what we’re here for. Let us know what you need in the comments below or email: info@tmc.ke

Mshimba Michelle


[1] https://searchunifiedcommunications.techtarget.com/definition/Skype-for-Business

[2] https://www.nimble.com/blog/skype-for-business/

[3] http://www.freedomcomms.com/blog-post/skype-for-business-advantages-and-disadvantages/

[4] https://lifehacker.com/whats-all-the-fuss-about-evernote-should-i-be-using-it-5964285

[5] https://www.lifewire.com/what-is-evernote-3485736

[6] https://www.goskills.com/Office-Productivity/Articles/Google-Drive-features-review

[7] https://hubstaff.com/faq

[8] https://www.headspace.com/meditation/benefits

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 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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