For Professionals

In a changing world, for employers as well as for employees, adaptations are inevitable. Old structures become inadequate or don't matter anymore, new structures, if emerged sufficiently, don't replace the old ones without comment. This makes those responsible for HR-management, at the top-level administration as well as at executive level, face unprecedented challenges.

Where until now, Key Performance Indicators (KPIs) contained the promise of command and control, values created in and for employees are emerging more prominently.

A few objectives simply remain valid: employees' productivity and added value must remain and preferably enhanced, and loss by sick leave and talent loss have to be prevented or at least kept at a minimum level.

That is why in HR efforts, the accents are increasingly redirected towards employee support, working hour policy, working at home, working ergonomy, training and mentoring and above all, the employment of techniques and programmes for the help for well-being and stress management. The intertwining of work and home situations advances.

People matter; money too!

The easiest way to make money is to stop losing it. !

Stress management. A substantial concern for the management of any company or organisation. Undisputed, the human side of stress is of increasing concern or at least should be.

Apart from the impact of stress on the health and well-being of employees, the (persisting) suffering that affects people and the consequences of it are sometimes unforeseeable.

Discomfort and stress are sometimes questioned as a cause of all kinds of problems or discarded as nagging. But it can easily be objectified by measurement.

The thing is that employees with issues are not always heard. Because of that, problems pile up for them. For instance, a personal problem situation could give rise to problems in the work situation. If one is not sensitive and sympathetic to this and the issues in the work situation expand and are stacked, the misery ends up on the employer's plate. The trick is to prevent that and find a reasonable balance between employee's and employer's mutual interests.

There is an economic side to the matter for the employer. Absenteeism costs money, a lot. What often remains under the surface is talent loss when a good-quality employee decides to quit. Another substantial financial loss to add. Apart from the fact that replacement can take half a year or more these days.

The easiest way to make money is to stop losing it!

Through my background in business, as an entrepreneur and as an employee, I understand the worlds on both sides of the table well enough. Business and economic thinking and action are not foreign to me.

For Professionals

People matter; money too!

The Easiest Way To Make Money