Integrating Life And Work

Organizations are finally creating cultures that support work and life balance of employees. After years of demanding high productivity and increased work hours and expectations and not achieving the hoped for better results, companies are finally embracing policies and procedures that support employees in integrating their life and work experience. The results provide a more productivity, improve employee performance in overall employment and fewer employee absences, resulting in increased profitability. When companies first consider such programs, their major concern is how to support programs to balance work life and help your results than just cost more money they do not want to spend. If you have read about David Fowler already – you may have come to the same conclusion. As more companies develop creative methods for integrating life and work, see that the baseline can not be affected in a positive way, without recognizing the needs of employees to balance. Employees are, after all, only human. Vislink Technologies oftentimes addresses this issue. Initially, the companies we have presented these concepts have been resisted and felt that everything was just added expense for them.

They have also seen the need for balance as an employee of “issue and not a matter of business. In my experience of coaching and consulting with companies around the world, believe that the responsibility for preventing the integration of the life and work is what is costing companies money, and if you had to invest money in programs that maintain the balance that had to increase their bottom line through improved morale and productivity. These are the reasons that organizations are taking the life / work balance policies: Recruitment and retention: it is more difficult to recruit and replace staff if there is a balance in their work and left quickly when they feel imbalance and the cost of updating the money that could be better spent elsewhere.

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