The resource for workplace success in a post-Covid work world!


Spring 2021

If you are a manager or leader at a demanding workplace, I can almost guarantee that you have lost good people when intense work expectations crashed headlong into employees’ desire for a full life outside of work. Instead of striding into the CEO’s or the manager’s office, most burned-out employees- who would love to stay, but can’t see a way to make their employment with you fit with the rest of their lives- simply melt away and find employment elsewhere. There goes your talent, the lifeblood of your company, right out the door...

... Every time your employees spend extended hours on high-stress work without the means to alleviate their situations, there is a cost. Every time work comes between a parent and an important family event, commitment ebbs. Missed family dinners, school events and soccer games prevent working parents from being the parents they always wanted to be- and that their kids need them to be.


This is also true for all employees- not just working parents. Too much time and stress at work can crowd out time for dating, a social life, time with older relatives, opportunities to contribute to communities, or to feed personal passions. Even worse, undue stress and emotional toll can make our employees less healthy and less able to care for others.


There may be short-term benefits to long, unrelenting hours and high-pressure performance environments. However, over time, these short-term gains bring with them even larger losses, for both employers and employees.


When a valuable employee quits, they take with them all the time and energy you’ve spent developing them, plus all of their future contributions, plus all of their internal and external networks. The employees who stay become even more over-worked and burned-out, losing engagement and commitment to your firm while greatly increasing their risk for physical and emotional problems. And, worst of all, over time, these losses accumulate into a well-earned reputation as an employer at which the best talent no longer wants to work.


The good news is that many leading companies, even those in competitive industries, have taken steps to become Whole-Person Workplaces. Companies large and small, in the widest array of industries, and with employees ranging from scientists and MBAs to hourly retail and fast food, have developed ways to value and support their employees. By doing so, they have seen increased financial success.


In “The Whole-Person Workplace,” I will share these stories, and give you actionable guidance on how you can implement a custom-fit version of these ideas into your workplace. No matter where you are situated in the organizational chart- top leadership, management, the HR department or team leader- there are so many things you can do to support your employees as Whole People. You'll make their lives better, and create a workplace that can attract, retain and continuously engage the best talent- leading to success for your company and for your own personal success.

© 2020 by Scott Behson

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