According to Cervone and Pervin (2010), literacy includes intellectual giftedness and as the ability higher than the average. This tends to be different from skills since the later is acquired or learned, but literacy is innate, therefore, taken as the personal aptitude. Employee’ differences pose various problems to their work places since some are more gifted than others are. Once this is combined with a challenging work description, execute learning skills are acquired thus firms’ success. However, some employee’ giftedness is lower than others are and, therefore, their ability is lower than the rest. These differences occur due to varieties in cognitive skills that are independent and responsive to changes in the social priorities (Flynn, 2007). According to Chamorro & Furnham (2009), the genetic differences between people are dominant, therefore, cause literacy differences. The powerful environmental factors also cause differences in literacy among employees posing serious challenges to managers. The trends of time also cause differences in literacy among workers. The theories of literacy include one, developmental theory. This is how worker’s mind develops more than their physical growth, and thus making their cognitive functions develop differently and at different stages. Trainers should not ignore these differences in literacy and should provide support to workers who are not intellectually talented to avoid lagging (Alison & Karen, 2011). Trainers should also ensure that they meet every specific need of a worker, as this creates a challenging environment to employees and ability to develop faster. Trainers should also be capable of analyzing the best instructions to use in order to bridge the literacy gap among employees in a certain workplace, for example, they can use the grouping system. In the upgrade programs, human resources should ensure that the method chosen is in a way that it benefits every employee to progress, for example, the lower performers and the higher performers should be capable of maintaining their performance. Olangelo and Davis (2003) shows that trainers should understand literacy demands before coming up with upgrade programs. This involves application of the theory of multi literacy that to encourage workers to improve in the fields that they are strongest. 2. Literacy Review Ensuring employee literacy at work is essential, as employees are able to build better relationships with other staff and improve motivation at work. Literacy also increases employee satisfaction as well as loyalty among customers. The literacy skills enable employees to reduce work stress, therefore, increasing their performance, which builds the company image. Rivoltella (2008) shows about 49 percent of Canadian employees possess skills below average. Individuals with weak skills of reading and writing are in jobs related to trades, manual labour and foodservice. However, their strengths lie in having an exceptional memory and having excellent communication skills. They are also particularly keen in observation and in reading body language. The impacts of low literacy include being unemployed, having poor health, low social-economic status and substance abuse. It is necessary for organizations to help their employees in upgrading their skills as this improves their lives in different ways.