Work-life balance as a Business Development AVP Clementi is a term used for the idea that an individual needs time for both work and other aspects of life (personal interests, family and leisure activities).
Our schedules are getting busier than ever before, which often causes our work or our personal lives to suffer. The compounding stress of Business Development AVP Clementi from never-ending workday is damaging. It can hurt relationships, health and overall happiness.
The best work-life balance is different for each of us because we all have different lives and different priorities. Work-life balance doesn’t mean an equal balance. There is no perfect balance you should be striving for. At the core of work-life balance is meaningful daily Achievement and Enjoyment.
When employees feel a greater sense of control and ownership over their own lives, they tend to have better relationship with management and tend to feel more motivated and less stressed out at work, which in turn increases company productivity and reduces conflicts.
Companies that encourage work-life balance have become very attractive to workers. These companies also tend to enjoy higher employee retention rates and more loyalty. Promoting balance is beneficial to both employees and companies.
One of the basics of all marketing and advertising training is a teaching of "Maslow's needs pyramid". This pyramid shows the different motivators and needs in a person's life and how they are built one upon the other. Supposedly this is presented to help the marketing student understand consumer motivation and thinking. The problem is I've never seen it applied, in the text books. It's presented as the foundation of human motivation and then it's dropped.
I'd like to present to you a way to use Maslow's needs pyramid so that you can get inside the consumer's mind and develop an understanding of what's truly motivating them as they consider purchasing your product or service.
Maslow's needs pyramid present human needs such that each need is pursued and met before the next level of needs can be considered; they build upon one another. The needs from most basic to most complex are:
- physiological needs: food, shelter, sex
- safety needs: clothing, weapons, defense of self
- social needs: social acceptance
- esteem needs: acceptance of self by self
- fulfillment needs: a feeling of having and fulfilling a purpose
So the question is, "How do we use this paradigm to get inside the consumer's head?"
Let's consider a personal fitness training service. Here's how it works at the most basic level. Place yourself in the position of the consumer and think as if you are considering hiring a personal fitness trainer.
1. How will personal fitness training impact my acquisition and use of food? Of shelter? Of sexual behavior? (Now you see why sex is used in marketing so many products - we react to it instinctually)
2. How will personal fitness training impact my personal safety?
- you'll be in better shape and can run faster from a mugger, perhaps.
3. How will personal fitness training positively impact my standing in society? In my social circle? Access to different social circles?
4. How will personal fitness training positively impact how I think about myself?
5. Will personal fitness training have an impact on my personal sense of fulfillment?
I understand that most consumers, will ask themselves these types of questions without really thinking about them. The answers you develop as you purposely ask yourselves these types of questions will give you insight in the processes a consumer may consider or be susceptible to as they are considering purchasing personal fitness training services.
This process will also help you define ways to market that will get consumers to consider your personal fitness training service if they are not. Using Maslow's needs pyramid helps you target your marketing. It is the foundation of:
Motivating to Action
If you can use Maslow's needs pyramid to get inside the head of the consumer by running it through a filter of questions like the one's I've presented above you'll have a tangible marketing advantage because you now can respond to your consumer's internal dialogue.
Using this type of filtering process can also help you create need in those that have not yet developed an interest in your product or service. Simply put yourself in the consumer's place and present you're marketing to them in such a way as to answer or resolve each need in the hierarchy.
Maslow's needs pyramid is a powerful tool that is taught to every marketing and advertising student in the world but it must be understood and applied if it's to actually be useful. Try using Maslow's marketing filter the next time you are considering a marketing campaign. It'll help you get a better grip on what the consumer is thinking and feeling.
There are many ways employers can promote work-life balance in office, some of which are: company outings, offering remote working and flexible hours, providing good health coverage, encouraging employee education.
Vendor Risk Management
Empowering employees like Business Development AVP Clementi to take control over their work and home lives can have a profound impact on their job satisfaction and performance, enabling companies to achieve success. Achieving work-life balance is a daily challenge. It can be tough to make time for family, friends, community participation, spirituality, personal growth, self-care, and other personal activities, in addition to the demands of the workplace.
How should the practice of business continuity evolve to manage the threats and opportunities faced by organizations today and in the future?
Business resilience is the ability an organization has to quickly adapt to disruptions while maintaining continuous business operations and safeguarding people. The CulturalManagement provides experts to partner with your organization and develop a comprehensive emergency preparedness and disaster management program.
A vendor management system (VMS) promises freedom from the chaos that can be caused by juggling the vast array of components in a staffing supply chain. It does this by pushing everything through a central processing point. Yet the business side of making these transitions can be complicated and disastrous if not well planned. How do you ensure a successful VMS implementation? After spending months with companies and vendors in developing ContractCentral we've learned some valuable lessons about making the transition to vendor management system.
1. Know why you're buying a VMS
Organizations deploy VMS systems for different reasons. Will your VMS foster competitive bidding to lower staffing costs? Speed requisition broadcasts? Reduce the time it takes to find and manage contract workers? You'll save time and money by building a prioritized list of those reasons, understanding must-haves and trade-offs, and using that list to spec, evaluate, plan and build a VMS solution tailored to your business.
2. Establish success metrics up front
How will you define success or failure in your VMS implementation? Identify at least one measure of success for each of the items on your priority list, and develop metrics that enable you to prove the value of the new system. Establishing metrics early, before the project has started, allows you to create and track baselines. These days CFOs are increasingly concerned with making total cost of ownership (TCO) and return on investment (ROI) a central facet of the solution. Establishing a hard dollar value can be tough (be sure to ask prospective vendors for suggestions) but can go a long way toward winning loyal support from senior management.
3. Map VMS against your own business processes
Any major solution implementation can require a few tweaks to your business process as it's deployed. The trick is to prevent tweaks from becoming major process re-engineering (unless, of course, a re-engineering is part of the plan).
Before telecommunications company ADC deployed HotGigs ContractCentral, it studied its existing staffing operations and determined that some re-engineering was necessary. Those changes became an early part of the deployment plan, allowing the team to craft retraining and support strategies to ensure a smooth transition.
4. Understand your costs
The industry rule of thumb says a VMS shouldn't cost more than 1 to 3 percent of your hiring budget, and you can anticipate saving 10 percent to 25 percent of your staffing costs through increased efficiencies and more competitive bidding.However, don't overlook hidden costs. How will your employees manage staffing during the transition? Have you budgeted for retraining your users and participating vendors? Does your contract include post-deployment enhancements? Is there an early penalty for canceling a VMS purchased for a set term?
5. Put yourself in your vendors' shoes
Be realistic about your staffing vendors' costs as well. The higher the cost of integration with your new VMS, or the more deltas there are between their system and yours, the less likely you are to get accurate inputs and prompt responses.
5. Build a training plan
If training is needed, are there online training and support modules available? How much training time will each user need? Are there different views available of the user's desktop in the VMS based on their role and relationship to the system?
6. Plan to scale
One of the greatest success factors of a software application is its rate of adoption with the people who are supposed to use it. If your initial roll out is successful, your users will inevitably begin to use it in new ways, find new reporting requirements...and sooner or later you'll be faced with a need to scale. Make sure your VMS can handle the load without the need for extensive custom-coding, an expensive proposition. In addition, opt for the smartest, most flexible reporting structure possible.
When a Business Development AVP Clementi spends the majority of its days on work-related activities and feel as if they are neglecting other important components of their lives, stress and unhappiness result. Thus, you must learn to draw a clear line between your personal and work time and set clear expectations with your colleagues.