Returning to the office does not automatically mean returning to productivity. In many companies, physical presence has once again become an implicit norm. But the link between time spent in the office and actual performance is more fragile than it seems.
Analysis:
In Francophone Africa, the return to in-person work accelerated at the end of 2024, especially in large corporations and banks. But it came with friction: passive disengagement, rising presenteeism, and decreased creativity. Productivity cannot be decreed by badge scans.
Common mistakes:
- Mandating a blanket return without flexibility or dialogue.
- Over-controlling hours at the expense of outcomes.
- Failing to measure the real impact of the new organization.
Observed best practices:
- Creating synchronization routines (e.g. team coffee breaks, stand-up meetings),
- Clarifying weekly expectations (KPIs, results-based objectives),
- Conducting internal surveys to assess perceived workload and engagement.
Key stat (source: PwC Africa 2024):
👉 42% of employees in Sub-Saharan Africa believe they are more effective in a hybrid model than in full in-person setups.
HR recommendations:
- Don’t confuse presence with performance.
- Define flexible yet rigorous frameworks.
- Train managers to lead with trust—not control.
Sustainable performance relies more on clarity, commitment, and autonomy than on surveillance. The return to the office is an opportunity to rebuild a balanced efficiency pact—but it must be done intelligently.
You can learn more by contacting us at contact@talent2africa.com.