Bite-Size Chunks of Wisdom

May 2015

Recent Posts

When you start a new business and hire your first employees, health benefits are not at the top of your list. You’re focused on fine tuning your business plan and generating revenue. However, as your company puts down its roots and starts to grow, there comes a time when health benefits become a consideration.

So, just where is the tipping point? The answer comes down to cost, but it also comes down to the value; the payback of your investment to your bottom line in terms of the cost of hiring and employee turnover.

As you start to evaluate if now is the right time to start offering small business health benefits, here are two considerations.

Are We Ready to Offer Health Benefits Financially?

For most small businesses, offering health benefits only makes sense when the business is turning a profit and you are confidently covering overhead and personnel expenses (including paying yourself).

There’s no magic number revenue-wise. Every business is unique. For some businesses, the tipping point might be $500,000 in revenue, for others it might be more.

To help understand if your company is ready financially, ask yourself these types of questions:

  • Are we meeting current overhead expenses?
  • What is our financial forecast?
  • Do we have a budget for health benefits?

How Will Health Benefits Impact our HR Goals?

Once financial security is established, offering health benefits starts to make sense from a recruiting, hiring, and retention standpoint. Current and prospective employees want and value health benefits.

But it’s not just about cultivating happy and healthy employees. Offering health benefits also makes sense from a personnel and cost standpoint. After all, there is a cost to attract, hire, and keep the best employees. The right package lowers your HR costs, especially if you are operating in a competitive labor market.

Health benefits become a priority when you need them to attract and keep the best employees. In other words, not offering health benefits is costing you more than offering them. How do you know when you’ve reached the tipping point?

Start by calculating your current employee retention rate and the cost of employee turnover to understand the payback on an investment. Understanding these basic HR ROI calculations will help you benchmark and see the result of all of your HR initiatives, including health benefits.

Evaluating Health Benefit Options

Once you decide, yes, now is the time to start offering health benefits, the next question is what type of health benefits to offer? Small businesses tend to evaluate these four health benefit options:

  1. Individual Health Insurance Reimbursement (provide employees an allowance to purchase health insurance)
  2. Private Small Group Health Insurance Plan
  3. SHOP Marketplace Group Health Insurance Plan
  4. Co-operative Group Health Insurance Plan

The approach that makes sense for your small business will depend on your budget and goals.


Has the time approached for your small business to offer health benefits? The first step is to understand your financial capacity and your HR needs and goals. The second step is to evaluate your options and pick an approach that allows you to maximize your investment. Ready to get started? See this free Zane Benefits workbook on planning for small business health benefits.

Christina Merhar is a guest author and Senior Editor for Zane Benefits, the leader in individual health insurance reimbursement for small businesses. She has a passion for helping small employers understand the ins and outs health benefits and Human Resources.

Just as your business moves through stages of growth and development, products and services undergo a cycle of life from development to decline. Knowing where each of your products stands in the product/service lifecycle is crucial to the ongoing success of your business. Ignoring this process leads to a decline in sales and the loss of clients.

Defining the Product/Service Lifecycle

The lifecycle of your product and/or service is exactly as it sounds: the stages products and/or services undergo throughout their lifetime. These stages are introduction, growth, maturity, and decline. Each stage requires different actions and produces different results. In the end, you’re left with a product that either continues to be relevant in the market, or one that must be phased out due to technological advances or changes in consumer demand.

Consider typewriters, for example. This is a product that was rendered unnecessary with the invention of the personal computer. Similarly, cassette tapes were replaced with CDs, and now CDs are being replaced by MP3s.

Unfortunately, some products aren’t adaptable with advances in technology, and will eventually become obsolete. Other products or services, though, have the ability to be re-marketed or redesigned in order to continue meeting consumers’ needs. Knowing where your products stand in their lifecycle is the first step toward ensuring they maintain their longevity in the marketplace.

Stages of the Product/Service Lifecycle

From development to decline, each stage of the product/service lifecycle requires different actions. Take a look at the stages below.

  1. Introduction. During this stage, you don’t make much money due to high development and marketing costs, even though your price is at its highest. To offset costs and begin bringing in a profit as quickly as possible, invest sufficient funds into a marketing campaign and distribution channels to raise awareness about the new product or service. Additionally, watch the market carefully and experiment with various configurations to determine what works best. Once you notice product demand and sales increasing, you know you’re entering the next lifecycle stage.
  2. Growth. This is the phase in which profits are highest and your cash flow improves. Don’t make the mistake of getting too comfortable, though. You need to continue to make refinements and enhance development capabilities in order to stay ahead of the competition. When you see your sales trend stabilizing, you’re headed to the next stage in the lifecycle.
  3. Maturity. During this stage, profits generally decrease, even though sales are stable. This is because prices repeatedly drop in order to compete in the marketplace. That said, sales continue to create sufficient cash flow for your business. It’s crucial during this time to conduct market research, invest in development, and adapt your products and/or services to meet changing consumer needs. Failing to take these actions causes you to be left with products and services that are no longer relevant, and don’t sell.
  4. Decline. While this is the end of the product/service lifecycle, there’s a chance for you to begin the cycle over with your products or services if you’ve taken the appropriate steps during the maturity stage. Invest in a new marketing campaign, address any issues with the product or service, or consider a regeneration strategy (for example, newspapers going from print publications to online publications).

Those companies who carefully analyze the lifecycle of their products and/or services are more likely to continue having a major presence in an ever-changing market. Those who don’t, however, may find themselves struggling just to keep their doors open. Consider following the advice mentioned in each lifecycle stage, and you’ll be on your way to continued market relevance and business growth.

Think your products and/or services might be in need of a nip tuck? Contact us today. We stand at the ready to keep your business relevant and growing.

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In a recent article, we talked about job-related frustrations experienced by employees. Those frustrations included “not sharing about salary and benefits”, and “not having a culturally diverse and gender diverse leadership teams.” In this article, we are addressing the consequences of those mistakes and others—employee turnover.

What exactly is “turnover?” Well, in this context, it’s certainly not a pastry. Employee turnover can be defined as “the rate at which you gain and lose employees.” It is a measurement of how long employees tend to stay, contrasted against the rate at which they leave—voluntarily or involuntarily. This is useful information for several reasons.

Understanding your rate of employee turnover relative to the industry overall, may indicate an internal issue you need to address. According to the Bureau of Labor Statistics (BLS) Job Openings and Labor Turnover Survey (JOLTS), there were 5.0 million job openings on the last business day of January, this was the highest level of job openings since January 2001. Looking at one industry, home healthcare, direct-care workers provide an estimated 70 to 80 percent of the paid, hands-on long term care and personal assistance received by Americans who are elderly, chronically ill, or living with disabilities. According to a study by the American Health Care Association, annual turnover rates among the long term care industry are approximately 70 percent. In other words two out of three long term care workers leave their jobs in the course of a year.

High employee turnover in any industry strains clients, employers, and workers. High turnover can harm productivity, especially when you consider the investment made in recruiting, hiring and training workers. When they leave after only a short period of time, employers are not getting the best return on investment and that is costly to the bottom line.

Reasons for turnover have been discussed in other articles in this blog. Let’s concentrate now on measuring the cost of turnover and what steps can be taken to mitigate the impact on the business.

Calculating turnover is fairly straightforward. Here is a simple formula:

Monthly turnover rate = (# of separations in a month ÷ # of employees in a month) X 100

For example, ABC Company experienced 5 separations in March; ABC employs 50 workers during the month. 5 ÷ 50 = 0.1 X 100 = 10% turnover rate for March.

It’s not enough to know the rate of turnover, it is critical to understand the cost. In simple terms, the formula looks like this – let’s use the sample above:

Annual wage for the employee $20,000
Plus the cost of benefits (average 30% of wages) +6,000
Multiply by 25% x .25
Cost of turnover per employee $ 6,500
Multiply by number of employees who left x 5
Cost of turnover $32,500

That is quite a sum of money to impact the bottom line each month. What can be done about it? Here are 5 steps that will help.

Step 1 – Clarify your purpose organizationally and individually. Lack of clarity and direction can kill your business and wreak havoc on your team. Know where your business is heading and direct and motivate your team to move forward.

Step 2 – Be smart about recruiting and hiring practices. Hire people who not only have the skill and knowledge your company needs, but also have attributes that work well within your business’s culture.

Step 3 – Develop strong work relationships and communication from day one. New-hire orientation is more than a one-time, one-day event. Look at it as a process of integrating and acclimating a new employee to your company’s unique culture and way of doing business.

Step 4 – Realize that performance management is not an annual event. Performance management is a valuable retention tool. It drives employee behavior to align with your agency’s goals and objectives. It is critical to consistently measure and monitor employee performance against the company’s performance.

Step 5 – Keep your eyes open and be proactive. The best way to build a winning team for your small business is to be aware and responsive to the needs of your business and your employees. Stay in constant communication with employees – don’t ignore signs of problems and learn from past employees.

This is just an overview of the problem of costly turnover. For more detail, MJ Management Solutions has developed a downloadable book, “Practical Tools to Manage Costly Employee Turnover” with forms and checklists to help you through the 5 steps outlined here. This e-book gives you strategies you can start using right away to reduce turnover and lower your human resource costs.

This article first appeared at M.J. Management Solutions, Inc.

MJ Management Solutions, Inc., is a human resources consulting firm that provides small businesses with a wide range of virtual and onsite HR solutions to meet their immediate and long-term needs. From ensuring legal compliance to writing customized employee handbooks to conducting sexual harassment training, businesses depend on our expertise and cost-effective human resources services to help them thrive.

The data is conclusive. Blogging rules! With 329 million people reading blogs at any given time, studies show that 70% of readers would rather learn about your product or service through blogs rather than ads. (Corporate Executive Board). Let’s face it…329 million people can’t be wrong.

Don’t Just Blog…Blog for Results

We already know that blogging is an effective tool for driving traffic to your website, generating leads, and acquiring clients. In fact, Hubspot, my favorite marketing software, tells us that those “who write just three to four blog posts per month get 20 more monthly lead submissions, 800 more monthly site visits, 60 more Twitter followers, and 50 more Facebook likes than customers who only write two blog posts per month.” We like those odds.

What makes those numbers work, of course, is an effective blogging strategy. In a recently published article written for Zane Benefits, Small Business Tip: A Step-by-Step Guide to an Effective Blogging Strategy for Results, I’ve laid out the elements required that make a blog purr.

  1. Desired outcome: Don’t blog just to be blogging. Decide, in advance, what you want to achieve with your blog. Be purposeful with a clear goal.
  2. Buyer Persona: A clearly defined buyer persona definitely improves your blogging payoff as it distinctly characterizes your reader.
  3. Keywords: Did you know Google receives over four million search queries per minute? Yikes! With keywords relevant to your buyer personas search probe, the odds of your blog being found at the top of the informational heap are much greater.
  4. Resources: Blogs don’t write themselves. It takes resources beyond a blogging platform, such as time and talent. Know your needs ahead of time to make sure your blogging strategy succeeds.
  5. Frequency: Is six enough? Is ten too many? Companies who increase blogging from three to five times per month to six to eight times per month double their leads. That’s a good fact to keep in mind.
  6. Distribution: If you blog, will they come? Not without a plan for where, when, and how often to distribute your content to various platforms.
  7. Metrics: Metrics matter. Without measuring the outcomes of your efforts—and using the data to improve your results—what’s the point? Decide what is most important to measure, track, and analyze to reach your goals.

Blogging truly is one of the most powerful marketing tools in any small business arsenal…especially when built upon an efficient blogging strategy.

The full article can be accessed at Zane Benefits.

Are you ready for results like this from your blogging efforts? Let’s chat!

As a small business owner, the ideal situation is to recruit and retain top quality employees who feel satisfied with their work, positive about their pay, and have a desire to be long time contributors. You want them to feel loyal to your company and advocate for your small business. Individuals like these are the ones to get and keep! So how do you make that happen?

It’s All About Benefits

Studies indicate that there’s a reciprocal relationship between benefits and job satisfaction. MetLife’s U.S. Employee Benefit Trends Survey, which interviewed 1,510 company benefits decision-makers and 1,203 full-time employees in 2013, found that professionals satisfied with their benefits are more than twice as likely to also be satisfied with their work.

“In the 12 years we’ve been doing this study, employees consistently indicate that their benefits offering is an important reason why they choose an employer,” says Michael Fradkin, Senior Vice President of Markets and Growth Strategies with MetLife.

Benefits Equal Satisfaction

On the flip side, employees tend to be disgruntled if they are not offered benefits. Fox Small Business Center reports that half of small business employees said they are not satisfied with their current benefit plans. Those employees who are satisfied with their benefits tend to be more devoted to their employers (72%). A few things the employees surveyed said they valued were financial education programs and wellness programs, which employers actually found to be cost-effective (72%).

According to Entrepreneur, what employees really value, next to salary, is more basic perks. They want excellent medical insurance, including vision and dental. They want generous life insurance and retirement policies. Paid vacation, sick leave, and flexible schedules are in demand too.

Beyond Basic Benefits

If you’re interested in really going the extra mile for the employees you value, give some thought to what you would want if you were in their position. Is a foosball table and free soda really what would benefit your life? The following is a list of benefits that quality employees appreciate and seek out.

  • Telecommuting. While some companies have come around to allowing employees to work from home when the business allows it, many still won’t consider it. Companies that allow telecommuting – particularly when a staff member is slightly under the weather but can still work, or when someone needs to wait at home for a repair person or delivery – go a long way toward earning employees’ loyalty.
  • Professional development and training. As the economy has forced companies to do more with less, budgets for training and development have taken a hit. As a result, employees are often expected to produce more results without getting the adequate training they need. Professional classes, workshops, and seminars could help employees to learn the skills they need to take on new responsibilities.
  • Flexible schedules. Juggling work and home life is a tall task for anyone. Workers are increasingly looking for a non-conventional work schedule to accommodate the needs of their personal lives. Allowing workers to choose their own schedules, within reason, and under the condition that their work is performed at a high level, is a key way to attract and retain strong performers.
  • Good management. Nothing drives employees away faster than poor management. Managers who exhibit bad managerial behaviors like too controlling, not giving enough direction, unrealistic expectations, creating a climate of fear, just to name a few, will not keep good employees.  No matter how much a staff member likes their job or their company, if they have a bad relationship with their manager, it will overlap into their work life every day and eventually drive them to search for something else.


Employee benefits, in many forms, make workers feel valued, appreciated, and loyal – from health insurance, to flexible schedules, to paid time off, to working for a great manager, employees want to work for a company that makes them feel secure and satisfied. To attract and retain excellent people to represent your company, consider the types of benefits that employees truly value.

Zane Benefits is the leader in individual health insurance reimbursement for small businesses. Since 2006, Zane Benefits has been on a mission to bring the benefits of individual health insurance to business owners and their employees.

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What do a confessor, defense attorney, and business coach have in common? Turns out, it’s plenty! Just like a rabbi or priest, a business coach gets a unique look into the minds of entrepreneurs—confidentially, of course.

As a trusted confidante and advisor, a business coach is privy to the true needs, wants, and desires of small business owners before anyone else. Consequently, coaches have intimate knowledge of the challenges causing entrepreneurs the greatest angst…and what can be done to tame the beast.

    1. Searing overwhelm and grueling stress.
      There are several contributing factors to this predicament. stress and overwhelm are triggered by ill-informed decisions that pull a business off course. Without the guidance of a strategic plan, little time for strategic thinking, and absent performance indicators, it’s easy to see how this occurs.Solution:

    2. Difficulty adapting to rapid technological changes.
      Unmistakably tied in with the minimal time allocated to think, plan, and work on the big picture of the business, many entrepreneurs find themselves being left behind technologically. Not only does this create a loss of business efficiency, it causes many organizations to lose valuable clients.Solution:

      • Engage a provider well versed in all things related to technology.
    3. Inability to innovate quickly enough to keep up with the shrinking product/service life cycle.
      Tied to an inadequate amount of time for long term thinking and planning, many companies becomes trapped in irrelevance, losing market share and suffering a drop in revenue.Solution:

      • Allocate regular planning sessions.
      • Follow industry trends using tools like Feedly.
      • Transform your organizational culture to one with innovation built into the system.
    4. Struggle to identify resources that fit into the budget.
      It seems as though a majority of service providers target big corporations to sell their wares. This can limit the resources available for the smaller business. Along with the so-called “big bucks” from the big corporations, however, come stiffer competition, longer sales cycles, and red tape to match.Solution:

      • While networking, whether it’s online or offline, develop relationships with qualified individuals who provide excellent service at a fair and reasonable price.
      • Ask your colleagues for recommendations.
      • Keep your eye out for special deals.
    5. Battle to find qualified, skilled staff.
      Yikes. This is a huge frustration. Hiring and training is an enormous time commitment that is stressful for many business owners. And, if employee turnover is high, it’s very costly.Solution:

    6. Distress over proficient, talented service providers.
      This is quickly becoming one of the biggest challenges for entrepreneurs who are growing rapidly. Tactical service providers are no longer adequate for a 21st century business. What’s needed are service providers that truly partner with a business, understand their big picture, and are instrumental in advancing the growth of the business by working strategically with the owners.Solution:

Do any (or all) of these frustrations sound familiar to you? Although these collective irritations create a fair amount of harm to the business—and its owner—take hope in that solutions are within your reach.


Like many other areas of life and business, human resources has a unique life cycle. However, instead of focusing on the biological aspects of development, the HR life cycle involves the stages employees go through and the role HR takes on during those stages.

Each stage of the human resources life cycle has its own challenges, opportunities, and benefits. For instance, if your small business is experiencing excessive employee turnover, it’s likely that the Motivation stage of the HR life cycle needs attention. If an employee’s skills aren’t improving, you will want to address the Evaluation stage.

When there’s a breakdown at any stage of the cycle, you need to take the necessary steps to correct the problem so both your employees and your business continue to grow.

The Circle of Life For Your Small Business

The typical employee experiences five different stages during their employment with your business:

  1. Recruitment
  2. Education
  3. Motivation
  4. Evaluation
  5. Celebration

1. Recruitment

Growing your business starts with hiring the right people. Hiring decisions play a critical role in turnover, productivity, and growth. In order to succeed in the recruitment phase of the HR life cycle, your human resources department needs to:

  • Create a strategic staffing plan that includes understanding positions that need to be filled, what will be expected of an employee, a strategy for attracting the best of the best, and other hiring concerns
  • Analyze compensation and benefits packages to see if they’re competitive enough to attract the top talent
  • Develop an interviewing protocol, which may include written tests and multiple interview requirements, as well as a focus on active listening

2. Education

Begin the education process from the moment employees start in their new position. They should know their role in the company, your expectations, and their responsibilities. During this phase of the human resources life cycle, it’s important for HR to:

  • Communicate your company’s culture and values
  • Train new hires until they fully understand their job’s duties and responsibilities
  • Assign a coworker to new employees to support their transition and help them feel more connected with your company
  • Introduce new employees to the rest of your staff, and make sure they have everything they need to get started (including passwords, voice mail, parking passes, etc.)

3. Motivation

Turnover is highest in the first ninety days, which is often due to a lack of motivation. Leaders who focus on building bonds with employees in the first ninety days retain employees longer than those who do not make this effort. HR can effectively motivate new hires by: 

  • Keeping them engaged, performing at a higher level, and showing commitment to your company
  • Offering reasons to stay motivated, such as better compensation, benefits, and opportunities for growth
  • Providing recognition to employees who perform at a high level
  • Appreciating their contribution to help make your business more successful

4. Evaluation

In this stage of the human resources life cycle, a supervisor evaluates and measures an employee’s performance. It gives leaders and the employee specific metrics and helps determine if he or she is the right fit for the job. Focus on the following:

  • Challenge, support, and evaluate employees while offering constructive feedback on a regular basis (not just at evaluation time)
  • Conduct performance reviews based on facts, not on feelings
  • Spend more of your time discovering employees doing a good job rather than constantly criticizing
  • Offer training and professional development to help employees reach their goals and move further ahead in your company

5. Celebration

The fifth stage of the HR life cycle gives you the opportunity to reenergize your staff, thank employees for their hard work, and recognize important milestones. Show your appreciation by offering unique benefits (such as flexible work schedules, gift cards, and extra paid time off). Great businesses find a way to motivate in such a way that employees want to follow them to achieve company goals. A smart leader makes employees feel empowered by giving them a sense of ownership.

The End of the Cycle

All cycles must come to an end—including HR life cycles. Sometimes it ends with retirement, leaving to return to school, leaving for more pay or better benefits, to tend to family responsibilities, or involuntary downsizing for economic or strategic reasons.

Investing the time to do termination right is just as important a part of the employee lifecycle as recruiting, training, or development.

Get Assistance

While going through these critical stages of the human resources life cycle may seem overwhelming to a small business owner or an “Accidental HR Manager,” it doesn’t have to be.

This article first appeared at M.J. Management Solutions, Inc.

MJ Management Solutions, Inc., is a human resources consulting firm that provides small businesses with a wide range of virtual and onsite HR solutions to meet their immediate and long-term needs. From ensuring legal compliance to writing customized employee handbooks to conducting sexual harassment training, businesses depend on our expertise and cost-effective human resources services to help them thrive.

One thing I know for sure after two decades of coaching uber achievers is they have high expectations of themselves. Not just normally high but really high expectations. It’s a curse and a blessing. And, for most high performers, it’s a conundrum.

High achievers possess super human ability to accomplish volumes in a day. They are gifted, talented individuals capable of ginormous achievements. Their expectations to achieve, on the other hand, are often out of sync with reality…said with all due respect to my super achieving colleagues.

The real challenge—given their lofty expectations and that pesky thing called reality—an extraordinary performer winds up with diminished achievement. Why? The chasm that exists between their expectations and reality creates stress and overwhelm at work and at home. Additionally, they are underpaid, which impairs their power to engage needed resources. They work into the wee hours of the night, squeeze more into each day, and use their weekends to catch up on what didn’t get accomplished during the week. Sound familiar?

Subsequently, they are burned out. Creativity and innovation go out the window as they attempt to hold the frayed ends of their business together. The ability to think clearly, make strategic decisions, and take their business to the next level is clouded by fatigue. Sleep deprivation leads to restless nights. Exhaustion triggers poor nutritional choices that exasperate the situation. And round and round it goes….

Bridging the Gap

To visually demonstrate the expectation—reality gap, grab a piece of paper. In the middle of the page, from left to right, draw a line and label it “reality.” At the very top of your page, draw another line from left to right and label it “my expectations.”

In between those two lines, write the following words: stress, burnout, fatigue, crabby, angry, short fuse, overwhelmed, easily distracted, decision avoidance, and whatever else the gap triggers for you.

Bridging the gap between expectations and reality isn’t easy. It beckons you to make changes in how you think and act. Yet, it begins with simple questions each day:

  1. What is it that I expect of myself?
    For a crystal clear understanding of your expectancies, don’t just make a mental list—document each and every detail. The ability to see all that you expect is a real mind-bender.
  2. What is realistic to achieve given my current commitments?
    Stop “piling on” or biting off too much each day. Respect your boundaries.
  3. What needs to be done today?
    Prioritize activities, using a Daily Goal Planner, start with those directly related to your goals.
  4. What can be scheduled for another day?
    Easier said than done—until you close the books each day with a sense of accomplishment rather than defeat.
  5. What can be delegated?
    Assign qualified staff or service providers to handle activities better suited to their skill and qualifications.
  6. What needs to be deep-sixed?
    Expectations are not engraved in granite. After careful reflection, many expectations may no longer be relevant.

Entrepreneurs bridging the expectation-reality gap find success when pairing questions with actions, such as:

  • Pare the daily “to do” list from 12 to 3.
  • Balance meetings throughout the week to allow time each day to stay on top of what really matters.
  • Launch into the day with the “one thing” that means the most to the future of the business. Until the “one thing” is complete, everything else is a diversion.
  • Say “no”—a lot!
  • Establish boundaries to properly manage the expectations of others.

It all sounds so simple—and it is.

Simple is not the same as easy: Easy means with little or no effort. Aligning your expectation-reality gap—and all the fulfillment, satisfaction, inner peace, calm, joy, and happiness that accompany it—is well worth the effort.

Got a gap? Give us a call.

Work-life balance is a sham.

There! I’ve said it. Whew! Am I ever glad to get that off my chest.

Before you scamper for a screwdriver to tighten what may appear as an obvious loose screw, hear me out.

It wasn’t as though anyone set out to purposefully mislead the countless number of sleep-deprived entrepreneurs. In our desperation, we bought the disinformation that led us to believe that equilibrium between one’s professional and personal life was possible.

Yes. We’ve all implemented countless strategies to achieve the utopian state known as “work-life balance.” Yet, if we take inventory of our professional/personal balance, or query our colleagues, we’re certain to find work-life balance is as elusive as unicorns and tooth fairies.

Despite decades of information designed to reduce the stress and overwhelm that accompanies too much work and too little play; work-life balance strategies are an epic fail. In fact, since the 70s, workplace stress has risen to epidemic proportions. As an example, the number of mental stress-related cases rose from 1844 in 1981 to 15, 688 in 1999 in California alone. Today, most entrepreneurs live in a continual state of heightened anxiety. In essence, the quest for work-life equilibrium hasn’t created the intended calm and self-fulfillment.

Take heart. In an article I recently wrote for Zane Benefits, I share proven, effective strategies for achieving a rich, full life brimming with fulfillment and satisfaction.

Article Highlights: The Work-Life Balance Myth: Life Hacks to Create a Happy, Fulfilled Personal and Professional Life

For most, work – life balance is demanding, tough, difficult, painful, and most times, impossible. In order to meet the growing demands of our professional and personal lives, our approach to a happy, accomplished life must also advance.

Goodbye Balance. Hello Time for Life.

Here are four strategies guaranteed to coach you to greater fulfillment.

  1. Reboot. I call this “running away from home.” And, who doesn’t love the idea of reliving childhood fantasies. Escaping the daily grind encourages relaxation which is quickly followed by piercing clarity.
  2. Redefine. Rather than filling each day with the demands thrust upon you, re-define what success is for you.
  3. Rejuvenate. Nurture an understanding of what feeds your soul. What simple, profound actions induce recovery and fuel a rebound for you that are non-negotiable for a life of fulfillment, satisfaction, and success?
  4. Reduce stress. Feeling stressed? Overwhelmed? It’s likely your expectations are out of touch with reality. Discover for yourself what needs to take place to bridge the expectation-reality gap.

Although balancing work with life was established with the best of intentions, it has gone the way of cassette players, VHS recorders, and pet rocks. Today’s entrepreneur deserves a different, more effective approach for creating a happy, fulfilled, satisfied personal and professional life.

If you’re ready to trade in the inadequate approaches of the work-life juggle for strategies that make time for life, we’re only a click or call away.

The full article can be accessed via Zane Benefits.

Core Business Assessment


Brooke Billingsley

Vice President
Perception Strategies

Synnovatia is a strategic coaching firm that is detailed and knowledgeable about business. i have a small business that grew from $150K to $750K because of the goal setting and resources that Synnovatia provided. It saves me years of learning on my own.

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