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IOL News
15-07-2025
- Business
- IOL News
Why recognition and morale matter most for deskless workers
Deskless workers make up 75% of South Africa's workforce and 80% of the global workforce. They perform essential tasks, such as keeping our streets clean, delivering parcels, growing our food and building our cities. Their work powers the economy, yet their morale is often overlooked. Image: File. Only 49% of deskless workers feel recognised. This is according to research conducted by local HR and fintech company Jem HR. The company's Deskless Worker Pulse found that nearly half of the 2,000 employees surveyed felt unappreciated by their employers. And a quarter of them reported that they rarely receive recognition. Deskless workers make up 75% of South Africa's workforce and 80% of the global workforce. They perform essential tasks, such as keeping our streets clean, delivering parcels, growing our food and building our cities. Their work powers the economy, yet their morale is often overlooked. When recognition is missing, the risks are real. Low morale leads to disengagement, increased absenteeism, and higher turnover, all of which impact business performance. The importance of morale Building morale among deskless workforces is not just a 'nice to have.' It's essential for operational success. When morale dips, momentum suffers. When workers feel valued, their commitment to their roles increases. Research from Gallup indicates that employees who receive regular recognition are five times more likely to be engaged. This engagement leads to improved performance and innovation, critical components for any successful business. Video Player is loading. Play Video Play Unmute Current Time 0:00 / Duration -:- Loaded : 0% Stream Type LIVE Seek to live, currently behind live LIVE Remaining Time - 0:00 This is a modal window. Beginning of dialog window. Escape will cancel and close the window. Text Color White Black Red Green Blue Yellow Magenta Cyan Transparency Opaque Semi-Transparent Background Color Black White Red Green Blue Yellow Magenta Cyan Transparency Opaque Semi-Transparent Transparent Window Color Black White Red Green Blue Yellow Magenta Cyan Transparency Transparent Semi-Transparent Opaque Font Size 50% 75% 100% 125% 150% 175% 200% 300% 400% Text Edge Style None Raised Depressed Uniform Dropshadow Font Family Proportional Sans-Serif Monospace Sans-Serif Proportional Serif Monospace Serif Casual Script Small Caps Reset restore all settings to the default values Done Close Modal Dialog End of dialog window. Advertisement Video Player is loading. Play Video Play Unmute Current Time 0:00 / Duration -:- Loaded : 0% Stream Type LIVE Seek to live, currently behind live LIVE Remaining Time - 0:00 This is a modal window. Beginning of dialog window. Escape will cancel and close the window. Text Color White Black Red Green Blue Yellow Magenta Cyan Transparency Opaque Semi-Transparent Background Color Black White Red Green Blue Yellow Magenta Cyan Transparency Opaque Semi-Transparent Transparent Window Color Black White Red Green Blue Yellow Magenta Cyan Transparency Transparent Semi-Transparent Opaque Font Size 50% 75% 100% 125% 150% 175% 200% 300% 400% Text Edge Style None Raised Depressed Uniform Dropshadow Font Family Proportional Sans-Serif Monospace Sans-Serif Proportional Serif Monospace Serif Casual Script Small Caps Reset restore all settings to the default values Done Close Modal Dialog End of dialog window. Next Stay Close ✕ Recognition is not just a feel-good initiative. The Deskless Worker Pulse shows that feeling appreciated and having opportunities for growth are key motivators, second only to salary. When employees believe they can advance, they contribute more and engage with their work. Engagement, in turn, drives productivity and reduces staff turnover, which is critical when replacing a frontline worker can cost up to 40% of their annual salary. Challenges deskless workers face Despite their significant contributions, many deskless workers operate in environments where recognition is scarce, leading to feelings of invisibility. This lack of acknowledgment results in disengagement and rising stress levels. Poor communication from managers is a top stressor for frontline employees, nearly as impactful as issues related to transport and pay. The cost of disengagement is high. According to Gallup's State of the Global Workplace report, lost productivity from disengaged employees costs the global economy approximately $8.8 trillion each year. This is particularly critical in high-churn sectors like security, retail, and cleaning. A simple, strategic fix Despite their importance, deskless workers usually operate outside of traditional communication channels. US research indicates that over 80% don't have company email addresses. Many can't access the intranet during work hours. This disconnect means they miss important updates, feedback and opportunities to feel part of the company culture. Recognition doesn't need to be expensive or complex. It just needs to be timely and consistent. You don't need plaques or formal awards. A message from a manager, a quick thank you via WhatsApp, or a shout-out on payday, these are everyday moments that build a culture. Gallup estimates that lost productivity from disengaged employees costs the global economy $8.8 trillion a year. In South Africa, where many frontline sectors experience high turnover, replacing a frontline employee can cost up to 40% of their annual salary, making the maintenance of high engagement levels integral for organisational success. The ripple effect of recognition Recognition acts as a catalyst for positive change. It doesn't just lift spirits, it unlocks potential. When employees feel seen and valued, they show up with purpose, stay longer, and give more. When people are recognised, they feel empowered, and that's when real impact begins. With so much of South Africa's employed population working on the front line, addressing their recognition and morale is crucial. Investing in recognition tools tailored to the needs of deskless workers can create a more engaged and productive workforce. Acknowledging achievements not only boosts morale but also strengthens the connection between employees and the organisation, driving long-term success for everyone involved. Empowerment starts with respect and the most powerful way to show respect is to recognise the work that's being done, shift by shift, site by site, one message at a time. Caroline van der Merwe, co-founder and Chief Product Officer at Jem. Caroline van der Merwe, co-founder and Chief Product Officer at Jem Image: Supplied. BUSINESS REPORT Visit:
IOL News
07-05-2025
- Business
- IOL News
Building digital trust with a deskless workforce
Traditional approaches are increasingly falling short, particularly for remote and mobile workforces. Image: File. Trust shapes every part of the employee experience, from engagement to performance. For companies managing large deskless teams, building trust means overcoming barriers of distance, limited communication, and outdated HR systems. Traditional approaches are increasingly falling short, particularly for remote and mobile workforces. Companies are turning to automation to close the gap. 'This is not to replace human connection,' Caroline van der Merwe, co-founder and Chief Product Officer at Jem HR said. 'It's to make everyday tasks like checking your payslip, applying for leave, or getting company updates quick and straightforward, especially for employees working outside traditional office environments. These are usually the people least supported by conventional HR systems,' van der Merwe added. Jem, a South African HR technology company, delivers leave management, payslip access, financial services and benefits through WhatsApp. The approach meets employees where they are – on their phones – rather than expecting them to log onto systems they may never use. It's a model gaining traction globally. Research shows that 80 percent of the world's workforce is now deskless, yet just 1 percent of business software spending is focused on solutions for this group. The mismatch is forcing companies to rethink how they support, engage and retain their people. Video Player is loading. Play Video Play Unmute Current Time 0:00 / Duration -:- Loaded : 0% Stream Type LIVE Seek to live, currently behind live LIVE Remaining Time - 0:00 This is a modal window. Beginning of dialog window. Escape will cancel and close the window. Text Color White Black Red Green Blue Yellow Magenta Cyan Transparency Opaque Semi-Transparent Background Color Black White Red Green Blue Yellow Magenta Cyan Transparency Opaque Semi-Transparent Transparent Window Color Black White Red Green Blue Yellow Magenta Cyan Transparency Transparent Semi-Transparent Opaque Font Size 50% 75% 100% 125% 150% 175% 200% 300% 400% Text Edge Style None Raised Depressed Uniform Dropshadow Font Family Proportional Sans-Serif Monospace Sans-Serif Proportional Serif Monospace Serif Casual Script Small Caps Reset restore all settings to the default values Done Close Modal Dialog End of dialog window. Advertisement Next Stay Close ✕ Clear systems build trust Automation can sometimes feel like a threat. Even when the aim is to support workers, organisations need to be clear about why systems are changing. Simple explanations — such as who can access employee data or how payslip information is handled — go a long way towards building trust. Workers are far more likely to trust organisations when they understand how systems work. Leave management is a clear example. In many companies, applying for leave still means navigating confusing paperwork, inconsistent approvals, and unanswered queries. Digital systems give employees instant access to their leave balances, an easy way to submit requests, and visibility into approval timelines. The results are tangible. Research shows that employees in high-trust organisations are significantly more productive, more engaged, less stressed, and report greater overall satisfaction with their lives. Removing admin friction Repetitive admin tasks wear down trust over time. When employees are stuck chasing paperwork, they see inefficiency and unfairness. Automation removes these barriers, allowing workers to focus on the jobs they were hired to do. Seventy percent of workers say they value automation when it helps them focus on meaningful work. In deskless environments, fewer admin frustrations mean less friction across the organisation. Employees can complete tasks like booking leave, accessing payslips, or updating personal details quickly and easily, without unnecessary steps or delays. It's a small change with a big impact. However, one of the most common mistakes companies make is imposing new systems without involving the people who have to use them. 'When employees are consulted, there's a notable increase in trust and adoption,' says Van der Merwe. 'It's a simple principle: people support what they help build.' She advises employers to pilot new tools with small groups, gather real-world feedback, and refine systems before rolling them out at scale. This helps avoid costly failures when new tools are ignored or resisted. Small things matter most Automation also enables smarter personalisation, such as delivering targeted messages based on real activity. A worker who has not taken leave in months is a burnout risk, and in many frontline jobs, that is a safety concern. That worker could receive a reminder to take some time off. Someone consistently working long hours might be nudged towards available wellness benefits. 'Small personal recognitions matter,' says Van der Merwe. 'In industries where turnover is high and margins are thin, feeling seen and supported can tip the balance between staying or leaving.' For remote workers, who rarely interact with HR in person, reliable mobile systems are critical. 'Deskless workers are not asking for extra perks,' says Van der Merwe. 'They are asking for the basics to be fair, simple and reliable. Automation is one of the best tools we have to deliver that.' BUSINESS REPORT
TimesLIVE
02-05-2025
- Business
- TimesLIVE
Innovate Africa: Fixing the HR gap for deskless workers — Jem HR's Simon Ellis speaks
Most HR systems are designed for office staff with computers and e-mail, but in industries such as retail, manufacturing and health care, many workers are on their feet, not behind desks. Simon Ellis, co-founder of Jem HR, says these workers are often left out of the tools meant to support them. Jem HR works differently. It runs through WhatsApp, giving workers direct access to their payslips, leave days, job information and messages. It also connects them to fair financial services — such as cheaper loans and insurance — without needing a bank account or formal credit history. 'In many workplaces, the people doing the work are the last to get information and the last to benefit from basic services,' says Ellis. Jem gives them what they need in a way that works for them.
Zawya
17-04-2025
- Business
- Zawya
South Africa: Boost employee morale with financial support during tough times
South Africans are struggling under the weight of rising costs. With a VAT hike set to kick in on 1 May and an electricity cost rise implemented on 1 April, that weight is going to increase. There are a number of ways employers can support their employees through these tough times and cut their own costs too. Employers could offer financial education to help their people manage income and expenses, provide access to confidential advice, tools and resources to help employees learn how to budget or manage debt. They could also choose to offer benefits like earned wage access (EWA). EWA provides employees with access to a portion of the wages they have already earned, in advance of their next payday. Unlike payday loans, which are a credit product with exorbitant interest rates, EWA is offered and managed by employers as a benefit. Employees only pay a withdrawal fee made up of a small percentage of the total amount (e.g. 2%) and a flat transaction fee. Employers incur no credit risk on EWA, as employees have already earned the money. It gives employees flexibility and control over their money and contributes positively to their overall well-being. The amount employees can withdraw can be set as a portion of their monthly earnings (20% - 25% on average) by their employer, and they can only withdraw once they have already earned wages. For example, someone who earns R8,000 and wants to withdraw wages halfway through the month, can only access 25% of the R4,000 they have earned so far, giving them up to R1,000 in EWA. The R1000 is repaid with their next paycheck, which prevents employees from accumulating long-term debt. Employers can also limit how many withdrawals can be made per pay cycle, and block off periods where no EWA is available. 'EWA can save both employers and employees money,' comments Simon Ellis, co-founder and CEO of Jem HR, a WhatsApp-based employee benefits and HR platform for frontline workforces. 'It saves HR and Finance departments time spent evaluating and processing employee loan requests. 'EWA platforms integrate into payroll systems, employees opt in, receive the withdrawn amount, and repayments are deducted from their next salary, making it almost effortless for HR teams to manage,' Ellis adds. 'EWA also stops employees who run short on cash from having to pay 20 - 30% interest to loan sharks.' Financial duress According to The Deskless Worker Pulse research report, conducted by Jem in 2024, 44% of deskless workers in South Africa are under financial duress. Almost half run out of money before payday every month. Of those, 97% need the money for essentials like transport, food, medical services, airtime or electricity. 'Offering EWA to employees reduces absenteeism when employees don't have money for transport for example,' states Caroline van der Merwe, chief product officer at Jem. 'It also lowers employee turnover by reducing financial stress, often the reason employees leave jobs. 'Absenteeism and employee turnover cost employers in terms of wages paid, the cost to hire temporary workers or pay existing workers overtime, the cost to hire replacements, reduced productivity, and the administration costs to manage absenteeism,' van der Merwe says. 'Low wage workers are often in debt due to a lack of access to affordable credit. EWA gives them a means to break the pay-cheque-to-pay-cheque cycle and emerge on a steadier financial footing, which is good for employer and employee,' van der Merwe concludes. All rights reserved. © 2022. Provided by SyndiGate Media Inc. (
