Category: Articles

9 Ways To Introduce Sustainable Travel To Your Business

Posted on | by AI Guest Posts

Sustainable tourism is based on two main principles: reducing the negative effects of travel while maximising the positive ones. Individual and institutional shifts are often required to facilitate business travel. There are numerous options for greening business travel without giving up the benefits of face-to-face interaction. Making minor adjustments to how you usually conduct business travel might have a significant impact over time.

Here are 9 ways to introduce sustainable travel to your business…

No. 1 – Book business travel mindfully

Think about the possibility of working remotely before booking that expensive business vacation. Now more than ever, people can hold meetings without leaving their homes like video conferencing and digital project management software. Consider your final destination while considering if a trip is truly necessary. High visitor numbers might be problematic in some areas, while others actively promote tourism due to its economic benefits. While Barcelona has always had trouble accommodating its tourists, many adjacent cities and villages are suitable options for gatherings of this kind.

No. 2 – Book lower emissions flight options

By choosing nonstop flights, you can lessen the environmental impact of your work trips. Takeoff and landing produce the most carbon emissions. In addition to helping the environment, direct flights are a popular choice among busy professionals. Additionally, less pollution is produced by the flying economy as opposed to business. There may be a bit less space for your legs, but the aircraft as a whole will have a reduced carbon imprint.

No. 3 – Consider eco-friendly alternatives

It’s important to weigh the environmental impact of each mode of transportation while arranging your journey. Taking a train or bus instead of a plane can save you money if your final destination isn’t too far away. You can also lessen your impact on the environment by sending any work-related items or luggage ahead of you using carbon-neutral shipping methods.

No. 4 – Choose environmentally friendly hotels

Many of the world’s largest hotel groups have already adopted eco-friendly policies to reduce their carbon footprint. Composting is used by many hotels to prevent food waste, and many establishments have made changes to their menus to be more eco-friendly. Consider a hotel’s commitment to sustainability and its usage of renewable energy sources like solar, wind, and geothermal when planning your next trip.

No. 5 – Go paperless

It’s easy and convenient to practise sustainability by making the switch from paper to digital travel documentation. This not only helps save trees, but also streamlines the process of organising and preparing a trip. Digital boarding cards and flight information can be accessed and downloaded directly from the airline’s app. You may also book future stays and view confirmations on the go using some hotel brands’ mobile apps.

No. 6 – Support local businesses

Plan your business meals at locally owned and managed establishments rather than national chains. Find eateries that care about their employees by providing them with decent compensation and pleasant environments to work in. The carbon footprint of your dinner will be smaller if you eat at restaurants that obtain their ingredients locally. Another method to lessen your ecological footprint is to choose vegetarian or vegan options whenever possible. Compared to a diet high in meat, the amount of carbon dioxide released from a vegetarian diet is roughly half.

No. 7 – Be respectful of the local community

Remember that you are a guest in someone else’s community when you travel for business. Do your homework on the local customs before you go, and make sure everyone on your team knows how to behave in professional and social settings. By doing so, you can promote a positive image for your company while avoiding potential conflicts. Reading up on the history of your location, as well as any current events that may affect your trip, is just as important as learning the proper etiquette and cultural customs before you arrive. You’ll be a more respectful visitor and have an easier time finding your way around if you do so.

No. 8 – Get your entire team on board

You’ll need the support of everyone in your organisation for your sustainability effort to be a success. Make sustainable travel the company’s standard practise so that everyone is on the same page. To ensure that your team members understand what is expected of them, you should be as precise as possible in your policy. Providing sustainable travel training for your staff is the next step after defining your travel policy. This will provide your staff with a deeper understanding of the significance of sustainability and the steps they can take to be more responsible on business trips.

No. 9 – Continuously measure your impact

It’s crucial to keep tabs on your company’s development towards more eco-friendly and ethical travel practises. In fact, when new rules like the European Corporate Sustainability Reporting Directive (CSRD) take effect, many larger companies will be compelled to account for the emissions generated by business travel. Keep track of your carbon footprint to see if your efforts are paying off and where you may make further reductions.

As your company develops, you may find that your approach to sustainability needs to change. As your business expands, you’ll no doubt have access to additional tools, but you’ll also have to keep track of more people and more travels. Consistent application of your travel regulations depends on your early standardisation and clear communication of any adjustments. Determine not only the overall carbon footprint of your business, but also the individual carbon footprints of all of your employees. Your staff will be encouraged to plan their own eco-friendly trips as a result. Now is the moment to reevaluate your company’s approach to sustainability as we enter a new era of business travel. Sustainable business travel is exceptional since it helps your company and the global community too.

man in suit and glasses smiling

A Britenet-work of Success

Posted on | by Magdalena Lew

Efficiency within companies and businesses alike has always been essential. And yet, with the direction in which our technological sphere is heading, the demand for streamlined automation, digitisation, and data usage services is ever increasing. For the past 17 years, Britenet has been providing such services. Equipped with a specialised team, spearheaded by its brilliant CEO Michal Borny, Britenet has placed itself at the forefront of innovation. Below, we venture into how Michal’s accomplishments have earned him the title of Most Influential CEO 2023 – Poland (Software Development).

Forged from a union between former competitors, Britenet came to be in 2006 with one key mission in mind – to create something that would have a positive impact on the lives of a variety of people. Now heralded as one of Poland’s leading IT providers, Britenet embodies what 17 years of hard work and dedication can accomplish, despite its humble beginnings. What was once a small business operating from the attic of a block of flats in Warsaw has evolved into the catalyst for multinational companies to revolutionise their respective industries. Britenet’s guidance has garnered an impressive network of brilliance – one that is geared towards encouraging the flourishing of its clients and their customers alike.

As expected of an incredibly skilled CEO, Michal has played a crucial role in securing the success of both Britenet and its operations. He’s responsible for implementing development strategies in an effective and concise manner, all whilst overseeing all operations in order to ensure that they’re functioning in conjunction with his ambitious vision. By combining the role of pioneer with the attitude of a visionary, Michal has managed to prepare for every eventuality. This serves to secure a sense of stability within Britenet, allowing it to deliver assurance to any who involve themselves with this spectacular organisation. Be it clients or employees, Michal guarantees continual support as a result of his attitude towards his role.

At its core, Britenet is a company that seeks to bring growth to businesses across the world through a tight focus on innovation and support. By implementing and developing IT systems for its clients, it’s able to not only make their lives easier, but has the power to streamline the processes for its clients’ customers too. Michal sees Britenet as a companion to its clients, bringing them all of the necessary developments to help their collectives flourish in new and exciting ways. All the while, Britenet will be there to assist and support any who require it. The result is a cohesive development and growth strategy born from an ingenious digitisation process. Michal has always had Britenet’s intended impact in mind, and has never once faltered in ensuring that it meets his exceedingly high expectations.

But how has Michal managed to expertly navigate the inner workings of multiple industries? By learning from a range of sectors, Michal has expertly moulded Britenet into a unique entity that has a variety of uses, no matter the client. This, combined with an implementation of emerging solutions within the IT industry, grants Michal the unique opportunity to utilise Britenet as a means to encourage continual growth within its clients. Whether it’s tackling the finance, banking, education, energy, or insurance sectors, Britenet displays an unrelenting determination to deliver on its promise of greatness.

Of course, no organisation is able to shine without the tireless work of its internal collective, and nobody is more aware of this than Michal. As such, he’s constantly seeking new ways to enhance the inner workings of Britenet. Any growth is gradual, and is never implemented without the input of the staff that make up the organisation. Michal’s approach is wholly unique, encouraging involvement from directors, managers, leaders, and a variety of other employees alike to pave the best possible pathway towards the organisation’s success. This, combined with a union of responsibility and personalisation, puts Michal in a position to guide his team, whilst actively involving himself in their continued growth alongside Britenet.

Following an extensive 17 years of being a part of the market, Britenet has coalesced a vast network of clients across the globe, each representing numerous industries. Whether it’s placed its focus on establishing competence centres for large multination companies from Israel, Ireland, and the United Kingdom, or approaching software development from an angle that companies have not yet previously experienced, Britenet has achieved excellence again and again under Michal’s guidance. In more current times, however, Britenet has initiated major collaborations with Kornit Digital and AerCap, among others. This truly showcases the versatility that Michal has tirelessly worked to cultivate within Britenet.

As a direct result of its unrelenting flexibility, Britenet is able to deploy an individual approach that truly focuses on the specific needs of its clients. Whether this focuses on their goals, work standards, or expectations, Michal has prioritised developing the means for Britenet to deliver comprehensive support and services that make cooperation a natural part of the process. Despite the growth that Britenet has faced over the years, it has never once lost this quality, allowing it to differentiate itself from the competition. Michal has reinforced Britenet’s individuality again and again, making it a go-to for clients who are looking for a more personal solution to their needs.

So far, Britenet has been an overwhelming success within the Polish IT market, so much so that it’s taking confident strides to firmly insert itself into international markets. Of course, despite these ambitious plans for the future, Michal has never lost sight of what Britenet was always meant to be – a trusted provider of IT solutions that doesn’t just support its customers, but the entire society in the surrounding digital world. By bringing together some of Poland’s most experienced industry specialists and guiding them towards the greatest versions of themselves, Michal has lifted Britenet to new heights, and we’re sure that it’ll continue to thrive under his watch.

The future looks incredibly bright for Britenet. Michal’s genius continues to lend itself to the organisation’s success, placing it in a position to tackle any challenges that may come its way. Through his incredible insight and ability to predict various outcomes, Michal has granted Britenet the chance to excel again and again. As such, it seems only fitting to award him with the title of Most Influential CEO 2023 – Poland (Software Development). Michal Borny stands as an example of what can be accomplished, no matter how small your organisation may start. So long as you can see yourself succeeding, you will.

For business enquiries, contact Malgorzata Garnek from Britenet on their website – https://en.britenet.eu/

Top Tips to Prepare Your Office for the Winter

Posted on | by Jennifer Spencer

As the winter season approaches, it’s essential for businesses to ensure that their office spaces are well-prepared to handle the challenges that colder weather can bring. From maintaining a comfortable working environment for employees to safeguarding equipment, a comprehensive winter preparation plan is crucial. 

This article outlines top tips to help businesses get their offices ready for the winter months, ensuring a smooth and productive season while addressing potential winter-related issues.

Check and Maintain Heating Systems

The cornerstone of a comfortable winter office is a well-functioning heating system. Before the cold weather sets in, schedule a professional inspection of your heating system. 

Ensure that the heating system’s filters are clean, and any necessary repairs, an annual boiler service or maintenance are addressed promptly. A consistent and efficient heating system will not only keep employees comfortable but also prevent disruptions due to unexpected breakdowns.

Insulate Windows and Doors

Proper insulation prevents heat from escaping and cold air from entering the office. Check windows and doors for drafts, and apply weather stripping or caulking to seal any gaps. For added insulation, consider using thermal curtains or blinds. 

Well-insulated office spaces not only keep employees warm but also contribute to energy efficiency by reducing the workload on heating systems.

Service and Maintain Heating Systems

Heating, ventilation, and air conditioning  systems play a pivotal role in maintaining indoor air quality and comfort. Regularly clean and replace air filters, as dirty filters can hinder airflow and affect system efficiency. Schedule professional maintenance to ensure that your systems operate optimally, preventing potential issues during the colder months.

Protect Water Pipes

Burst pipes due to freezing temperatures can lead to costly damages. Insulate exposed water pipes, especially those located in unheated areas such as basements or attics. Allow faucets to drip slightly during very cold nights to prevent water from freezing within the pipes. These preventive measures can save your business from the hassle and expenses associated with pipe-related issues.

Stock Up on Essential Supplies

Winter weather can lead to unexpected office closures or delays in supply deliveries. Stock up on essential supplies such as office stationery, printer cartridges, and other necessities to ensure uninterrupted operations. Additionally, consider having extra blankets, flashlights, and non-perishable snacks on hand in case of emergencies.

Promote Employee Safety

Employee safety is always key. Winter weather conditions can create hazards for employees. Ensure that walkways and entryways are clear of ice and snow to prevent slips and falls. 

Place rugs or mats in high-traffic areas to absorb moisture. Communicate safety measures to employees and encourage them to wear appropriate footwear during inclement weather.

Prepare for Power Outages

Winter storms can lead to power outages, potentially disrupting business operations. Invest in uninterruptible power supply (UPS) units to keep essential equipment running during short power interruptions. 

Additionally, develop a contingency plan for handling potential power outages, including remote work arrangements or alternative office locations if necessary.

Concluding Thoughts

As winter approaches, preparing your office for the colder months is a proactive step that ensures the comfort and safety of your employees while maintaining business continuity. From checking and maintaining heating systems to insulating windows and doors, the tips outlined in this article offer a comprehensive approach to winter readiness. 

By implementing these measures, businesses can create a comfortable and productive work environment while mitigating potential issues that can arise during the winter season. Incorporating preventive measures not only prevents disruptions but also reflects a commitment to employee well-being and operational resilience. 

A well-prepared office demonstrates foresight and care, fostering a positive work atmosphere and contributing to the overall success of the business. With these top tips in mind, businesses can navigate the winter months with confidence, knowing that their office spaces are adequately equipped to handle whatever challenges the season may bring.

6 Essential Facts You Should Know About Wholesaling Real Estate

Posted on | by AI Guest Posts

When it comes to real estate, wholesaling has emerged as a distinct business strategy with many benefits. Wholesaling involves a unique approach that sets it apart from traditional property transactions. If you’re curious about this avenue of real estate, let’s dive into six important facts that shed light on what wholesaling is all about. From the innovative method of selling contracts to the essential role of networking and due diligence, understanding these facets will equip you with the insights you need to navigate the world of wholesaling real estate effectively.

Earning Potential and Income Streams

In real estate, wholesaling offers a great avenue for those seeking an alternative income stream. Unlike traditional jobs, a wholesale real estate salary isn’t a conventional salary. Instead, income comes from assignment fees—payments received for transferring the rights of a contract to purchase a property. Successful wholesalers can earn substantial fees, but it’s important to note that these fees can vary widely based on factors such as the property’s value, the market, and the investor’s negotiation skills. Additionally, savvy wholesalers treat their endeavor like a proper business and often ensure that they have the right things in place to protect themselves and their venture.

Selling Paper, Not Bricks

Contrary to traditional real estate transactions where properties change hands, wholesaling involves selling contracts, not the actual properties themselves. Wholesalers secure properties under contract at a lower price and then find buyers willing to purchase these contracts. This enables wholesalers to capitalize on properties they may not have the intention or capacity to purchase themselves. Essentially, wholesalers facilitate deals and make profits by bridging the gap between motivated sellers and cash-ready investors. Investors who don’t have the time to find and secure properties are more likely to buy a wholesale real estate contract so that they can fix and flip the property or turn it into a rental later on.

Minimal Risk, Maximum Flexibility

One of the compelling aspects of wholesaling real estate is that it doesn’t require you to own the property. This translates to lower risk compared to traditional property ownership. Wholesalers don’t have to worry about property management, maintenance, unpaid rent, or market fluctuations. Their focus is on finding profitable deals, negotiating contracts, and connecting sellers with investors. This minimal risk and reduced financial commitment make wholesaling an appealing entry point for those looking to dip their toes into real estate.

Networking is Vital

Networking is a cornerstone of successful wholesaling. The ability to build relationships with motivated sellers, investors, real estate agents, and other industry professionals can significantly impact your wholesaling endeavors. A strong network increases your access to potential deals, helps you find qualified buyers, and provides resources for navigating the complex landscape of real estate transactions. Whether through local real estate clubs, online forums, or industry events, networking is an essential skill for any aspiring wholesaler. Nowadays, wholesalers can even find leads on social media if they know how to leverage it correctly.

Research and Analysis Help You Find Profitable Deals

Wholesaling may seem straightforward, but it’s not without its challenges. Successful wholesalers conduct thorough due diligence to identify profitable opportunities. This involves researching properties, analyzing market trends, assessing repair costs, and estimating the after-repair value (ARV). In essence, wholesalers need to be able to identify properties that have the potential to provide attractive margins for both themselves and the buyers they work with. Solid research and accurate analysis are essential for making informed decisions and avoiding potential pitfalls. They also help wholesalers build great relationships with investors who may be looking for future properties as well.

Marketing and Negotiation are Skills That Drive Success

In the realm of marketing, wholesalers must create compelling pitches that highlight their expertise and track record in navigating these real estate transactions. This involves not only presenting their ability to find lucrative deals but also demonstrating their proficiency in handling paperwork, timelines, and potential challenges. Effective marketing ensures that wholesalers are sought after by both sellers looking to offload properties and buyers seeking advantageous investment opportunities.

Additionally, the art of negotiation extends beyond just securing favorable terms; it encompasses the ability to foster trust and build rapport with all parties. Wholesalers must strike a delicate balance between advocating for their own interests and ensuring that sellers and buyers also perceive significant value in the deal. A keen understanding of market dynamics, property valuations, and the motivations of each party is essential for coordinating successful negotiations that lead to mutually beneficial outcomes.

Global Industrial & Defence Solutions (GIDS) - Asad Kamal

Pakistani Success Story, GIDS – The Shining Star

Posted on | by Patrick Doherty

Global Industrial & Defence Solutions (GIDS) is Pakistan’s leading state-owned defence conglomerate, operating under the patronage of Joint Staff Headquarters and dealing in the export of defence and technological products. Led by CEO, Asad Kamal, we are celebrating his extraordinary work in transforming an underperforming business unit into a profit-making entity, making GIDS the biggest brand out of Pakistan and South East Asia. He is our team’s pick for the Award of Most Dynamic CEO 2023 from the Defence Industry of Asia. We discover how he has taken both his career and GIDS to the exceptional heights they are reaching today.

This brilliant CEO is no stranger to an accolade, with Asad Kamal also being recently praised as among the Top 100 Best Performing CEOs of Pakistan by CEO Club Pakistan, the country’s premier business group which draws hundreds of business leaders across the region – No feat to be taken lightly.

Having been associated with the defence industry for the last 24 years, Asad has diverse multinational experience of defence exports in more than 20 countries across four continents, giving him a fair amount of understanding of different cultures, procurement habits, and chain of command. He holds an MBA degree with a specialisation in marketing, and has organised and coordinated more than 150 international events and tradeshows across the globe.

While Asad doesn’t deny how his role in leadership can be challenging, he believes it is a process of learning and evolution, as he tells us, “We learn, we grow, and we eventually evolve towards our better selves. As CEO, I believe that timing is everything. As leader, timing becomes decisive in life while encountering different situations. ‘Define priorities, make smart trade-offs, and embrace the actions!’ I practice to break through the inertia to keep the organisation going on business continuity. At the same time, I try to align my team’s focus to keep the momentum going in line with the organisational goals.”

As CEO of GIDS – as well as Chief Salesman and Chief Brand Manager – Asad’s prime objective remains as transformation – Transformation of a company struggling with consistently churning revenues and its board members slowly losing faith in the cause. Asad recalls, “My first job was to win the hearts and minds of my management and bring their faith back. Then inspire my team and push the system to slowly incite change – Easier said than done! It was a strategic battle at two fronts, outward and inward. Exhaustive and challenging, but rewarding eventually.”

He goes on to explain what transforming the organisation involved. “So, I had to go back to the drawing board and do major alterations to the company DNA: some by changing mindset and some by doing complete business process re-engineering. Finally, I had to trust my team to do their best and bring this dream to reality. I am happy that what unfolded subsequently for us made everyone proud. However, my job is far from done; there is a lot to achieve yet.”

“I consider myself as an instrument of change and that is my biggest value and contribution to the company.”

Today, GIDS has more than three decades of experience behind it in developing indigenous defence technologies and solutions, now boasting more than 150 products in its portfolio, from cruise missiles to small pyros. In addition to having expanded its customer base across 20 countries, GIDS has in the last six years established a global brand name and one of the most vibrant and professional defence sales companies in the region – and it’s all thanks to the visionary leadership of Asad Kamal.

Further, we ask Asad to give us more of an insight into how GIDS remains steadfast specifically as a Pakistani weapons company against big industry giants across the globe. “Well, it’s a bit of strategy and a bit of resilience combined. Pakistan has made a lot of technological prowess in the last few decades when it comes to indigenous defence protection. Given our inherent geopolitical challenges, our nation has put a lot of resource, human capital, and faith into defence production. However, when it comes to sales, we have to pick our competition and the battlefield wisely; we have our own niche, and that is the cost benefit and value that we offer to our clients. We go to great lengths to understand what our customer wants, as we make the solution ‘easy on the pocket’ with ‘no strings attached’.”

Even as a pure government entity, luckily, GIDS operates with a lot of operational/ business autonomy given by its management. Asad states, “I always feel proud to claim that GIDS is our local success story, where young professionals contribute in doing their humble best every day for the nation.”

“I feel an organisation is like a tree; it will only grow and bear fruit once the people who work for it grow and prosper along with it.”

Indeed, as part of the work GIDS does, Asad is keen to highlight the crucial role his staff play, believing they are the company’s greatest asset. He places great importance on developing their skills and knowledge, which in return increases the company’s stature and profits. GIDS is an organisation manned by professionals at all management levels, and that has allowed it to evolve, grow, and make a difference.

Asad goes on to say, “A CEO must always be switching between what I call different altitudes and frequencies – tasks of different levels of abstraction and specificity. At the highest altitude, you’re asking the big questions, like “What is the company’s mission and strategy?”, “Do people understand and believe in these aims?”, “Are decisions consistent with them?” At the lowest altitude, you’re looking at on-the-ground operations and tactical manoeuvring. Mainly, though, I prefer to work at a middle-to-high altitude. I’m fascinated with long-term strategic alternatives. I’m not a daydreamer, but I like to reflect on and talk about realistic options and strategies, forcing myself out of my comfort zone. In business, inspiration and experience often leads to wisdom and success, so every day is a new day for me to learn to do what is in the best interest of my country and organisation both.”

Now, Asad reflects on how the last two years have been very busy for Global Industrial & Defence Solutions, as it has reorganised itself to introduce a completely new line of products for the world. Thus, the next 12 months are going to see the manifestation of the company’s new product strategy – Bigger systems like cruise missiles, long range drones, and artillery weapons will become its flagship products, which means an entirely new segment of customers. The team is extremely excited and motivated to embrace all that is to come in the near future – and we at Acquisition International are looking forward to seeing it all unfold.

Company: Global Industrial & Defence Solutions

Contact: Mr. Asad Kamal

Website: www.gids.com.pk

Address: GIDS Building, Complex-II, Chaklala Garrison – Rawalpindi, Pakistan

Telephone: +92 51 92800 61 / 62

Sonia Amoroso

Empowering Women With Confidence Through Transformative Skincare

Posted on | by Akeela Zahair

One of Australia’s leading cosmetic houses, Self Care Corporation boasts a portfolio of powerful brands, including the top selling phenomenon freezeframe. Founder and CEO Sonia Amoroso  has recently been honoured with the award for Most Influential CEO 2023 – Australia (Beauty Care). With an EY Entrepreneur of the Year award already under her belt,  we decided this was the perfect time to take a closer look at this dynamic entrepreneur and how her brands are changing lives for the better.

Sonia Amoroso is the founder and CEO of the Self Care Corporation, a business dedicated to  empowering women with the confidence to live their best lives through scientifically backed skin, beauty and oral care treatments. Its award winning freezeframe brand provides alternatives to aesthetic surgeries and salon treatments that customers can use in the comfort of their own home, whilst clean beauty brand KEEP IT SIMPLE SKIN makes clinically effective, simplified skincare for sensitive skin and bodies. The portfolio also includes oral health brand alfree, which provides flavour free toothpaste to people with allergies and sensitivities. Sonia has a passion for solving problems by making clinical strength skin treatments accessible to all women.  This is skincare made for women – by women who truly understand how life changing a little extra confidence can be.

Sonia’s passion is driven by the desire to help women feel better about themselves. She says that perceived imperfections or blemishes can sometimes cripple a woman’s self-confidence, so she is dedicated to finding solutions for women’s most frustrating beauty issues. Sometimes, the issue can seem insurmountable. Sonia recalls a letter from a customer who was undergoing radiation treatment for cancer and lost not only her hair, but her eyelashes too.. She explained that she began using the freezeframe LASH PRESCRIPTION when she was at an all time low, but thanks to the product she soon found her lashes growing back faster than she thought possible. This gave her a new found confidence to face the world, and her treatment. Sonia explains that this customer, and every other woman who feels less than the goddess they are, are the reason for the company’s existence, and constitute its true mission.

All of the company’s innovations are clinically proven to address targeted problems. That is why, at face value, it has a very unique product range. It includes treatments for specific signs of ageing on the face and eyes, pigmentation issues, body products designed to enhance the figure, alternatives to injectable treatments, and even products to help grow eyelashes and plump lips. Sonia is active in product development, in addition to still performing all the tasks one would traditionally expect from a person with CEO responsibilities in an organisation. She is the driving force behind the company’s NPD and also works as the Creative Director, taking a very hands-on approach to creating the firm’s marketing campaigns, right down to writing the copy for advertising and product packaging.

A walking testimony to the efficacy of her products, Sonia is very much the face of the brand, and will regularly appear in advertorials and speak at both media and industry events. She champions the company’s core values of respect, customer care and its commitment to providing women with transformative, accessible solutions to their beauty problems. This is something that has been consistent right from the start when she established the company in 2008. The goal has always been to provide women with professional results that are achievable within the privacy of their own homes. This focus on results, and the unique problems it aims to solve, have been the cornerstone of Self Care Corp’s success. Sonia strongly feels it is also the reason more than 1 million women choose to use freezeframe in their skin care regimes.

“Established in 2008 by award-winning entrepreneur Sonia Amoroso, Self Care have fast become the recognised leaders in the development, distribution and marketing of high tech and clinical beauty products in Australia. Famous for building sales generating brands in record time, Sonia has been responsible for some of the most successful brands and advertising campaigns in Australian history. The Self Care portfolio is proving to be no exception.”

As a leader, Sonia prioritises embodying the values, behaviours and work ethics she expects from her team. She tries to create an environment where staff feel like a part of something big and important. Sonia is particularly passionate about staff caring for customers, as well as for each other. She thinks it is essential to encourage a conscious culture of kindness, respect and accountability. The way she describes this is as a culture of empathy and excellence, where everyone is held to high standards, not just in their tasks, but in how they treat one another.

Of course, life is often filled with challenges, but recently Sonia has been faced with what amounted to the biggest of business problems she’s ever encountered in her 25-year long career in personal care. Following the tremendous growth of the company throughout Australia, leading to it becoming the foremost skincare brand (with numerous category leaders in its portfolio such as Australia’s number 1 selling eye cream for 4 years running) it was hit with the devastating impact of its freezeframe brand being counterfeited. The company had to navigate the awful effect of the counterfeit product entering the market in both China and Australia. Fortunately, the perpetrators were caught quickly, and legal proceedings shut them down.  

Litigation is never an ideal situation to be in, but unfortunately it was a necessary evil under the circumstances. One of the culprits escaped to China, where he had the nerve to continue conducting the illegal activity. Thankfully, the Chinese Police were supportive and were able to conduct raids that finally drew the proceedings to a welcome close. Prosecution swiftly followed by a prison sentence was delivered to the offender in China, but the legal proceedings are still continuing in Australia. Sonia is hopeful that justice will prevail soon, and that the legal system will clamp down on this repellent infringement of intellectual property rights. It was the biggest counterfeiting case ever seen in Australia, and although this is hardly the standout example of what the company wants to be known for, the manner in which Sonia fought for her rights, and defended the essential safety needs of her customers, certainly is something to be greatly admired. This awful and considerable challenge was the worst thing she has faced in 25 years of business within the personal care realm, and all done while she was diligently working to build and grow her brand.

On a brighter note, Sonia has some very exciting news to share regarding the future 12 months. She tells us she has imminent plans to launch the freezeframe brand in the UK, which she considers to be a market culturally very similar to Australia, with shared values and a strong bond between the nations. Initially there will be a UK e-commerce site, but freezeframe will also be looking for retail partners to help it achieve its goal of empowering the women of the UK with the tools and confidence they need to feel happy and confident in their own skin. It is her intention to continue developing more life changing products, both in the personal care industry and through involvement in her other creative passion – film. Remember the name, because Sonia Amoroso is already about to embark on her second movie project! The first was when she came onboard as Executive Producer on the Australian movie Penguin Bloom. As with personal care, her central mission here is one of female empowerment, and so she looks forward to championing many more meaningful projects in the future.

For further information, please contact Sonia Amoroso or visit http://www.freeze-frame.uk/

Kent Athlone Pharma Group

Responding to the Ever-Changing Needs in Healthcare with Consistent Access to Medicines

Posted on | by Akeela Zahair

Following the turmoil of the global pandemic, and the current economic climate the pharmaceutical industry has had to find new ways to respond to the needs of healthcare. One such company is Kent Athlone Pharma Group, so we wanted to interview its CEO, Terry Petersen, to find out more.

To begin, please could you give us an overview of Kent Athlone Pharma Group?

Kent Athlone Pharma Group is a Specialty, European Pharmaceutical Company with offices and production sites in the UK and Ireland. The company has a broad portfolio of Value-Added Medicines, and for example is already one of the largest suppliers of Hospital Injectables, and antibiotics to the NHS, in the UK.

Likewise, we have a very successful service business within the Group, which provides a valuable service to NHS organisations as one of the leading providers of over-labelling services in the UK.

The company has a long heritage dating back to 1986, supporting/collaborating with customers in the UK, Ireland, and Internationally through a network of partners across Europe, and around the globe.

Could you tell us more about how you started with Kent Athlone Pharma Group, and how your past experience guided you to making such a difference to the team?

I joined the company as CEO, in July 2022, to work with an established, & experienced team, to help lead, and facilitate the ongoing rapid growth of the business, as we seek to service our customers and support patients in the UK, Europe, and beyond.

In terms of my professional background, I have spent the last 20+ years shaping and leading pharmaceutical businesses in Europe (Largely for Global Multi-Nationals), and I was very pleased to join Kent Athlone Pharma Group, because I could see the future potential to grow the business, with an excellent current portfolio of products, a strong product pipeline, and a committed team.

How do you approach your business strategy?

On joining the company 12 months ago, we took the time to speak/meet with every single employee, to understand their perspective in terms of what was working and what we needed to focus on improving. We identified a number of key areas including company culture, product portfolio, medium-term Company Strategy, and operational excellence.

We also spent time analysing our business, and our company processes to identify where we really needed to focus, to transition the business from a “Good” to a “Great” Company in the next few years.

What challenges have you faced, or think you will face, due to the nature of your industry?

Like any company in the recent economic climate, we have had to manage a number of challenges on an ongoing basis. For example, we face the ongoing challenges of global medicine shortages, substantial increases in cost of goods, and the low margins for some Value-Added Medicines in many countries.

And of course, it is taken as a given that we will operate at all times with the appropriate levels of compliance in line with our regulatory obligations, and our Corporate Social Responsibility as a manufacturer and employer in the UK and Ireland.

What do you value in your team and how does Kent Athlone Pharma Group cultivate a rich environment for personal and professional growth?

Over the last 12 months, one thing that has always impressed me, has been the level of commitment from our team, the desire to get it right for our customers every day, and the level of collaboration across every function across the business. We have a great team which I am very proud of.

Within Kent Athlone Pharma Group, we call this the “One Team” culture, and it is something we have really focussed on and invested in bringing to life in everything that we do.

We have taken the time to re-define our company values, and they guide our approach in everything that we do:  Honesty, Teamwork, Diversity, Commitment, Agility, and Leadership.

When we are recruiting in addition to the right experience, we also think very carefully about if the cultural fit is there for both parties. This is a fast-moving, action-orientated, hands-on culture where “smart, goal-orientated, precise, driven, do’ers” thrive.  It is not for the faint-hearted, but it is a stimulating environment for the right people, who enjoy learning/collaborating, where individuals are provided with genuine autonomy to drive the business forwards and take pride in making a difference every day.

We proactively invest in frequent and engaging communication/events with the whole team, so everyone is kept informed, all of the time, and has the opportunity to share their views openly, make suggestions for improvement and ask questions freely.

The biggest investment that we make every year as a business is in our people.

To finish, what are your plans for the future?

Our 5-year growth strategy is focussed on five pillars:

  • Expand the Product Portfolio: Through pro-active Business Development, Partnering and New Product Development. Our focus going forwards will be differentiated Value Added Medicines, in 5 core therapy areas: Anti-Infectives, Pain, Ophthalmology, Oncology, Hospital Injectables.
  • Effectively launch and commercialise: Working closely with our partners, and regulatory bodies to launch products on time, and then effectively promoting/distributing these products to achieve commercial expectations.
  • Expand the presence Internationally: Of our product range either via direct distribution or partnering.
  • Improve Operational Excellence: Effectively managing our supply chain, and business functions via streamlined, integrated and automated applications, systems and processes.
  • Build and maintain a High Performance Culture: That attracts, retains, develops and engages a high calibre, diverse team.

In summary the future outlook for Kent Athlone Pharma Group looks strong. We have a clear Growth Strategy, a Great Team a positive Company Culture, and the ambition to do everything we can to get it right for our customers, partners and the patients we serve, every day.

We appreciate hearing from Terry as he secures the title of Most Influential Pharmaceutical Products Development & Supply CEO 2023 – UK from CEO Monthly.

 

For further information, please contact Terry Peterson or visit https://www.kentpharm.co.uk/

How to Improve Customer Experience and Retention

Posted on | by AI Guest Posts

In today’s cutthroat business world, genuinely connecting with customers and giving them memorable experiences isn’t just the cherry on top; it’s downright essential. It’s pretty shocking to realize that companies, on average, lose 10–25% of their customers every year. And if you’re looking at the big picture, around 75.5% of customers typically stick around across most industries.

Such figures highlight the paramount importance of how customers perceive their interactions with brands and their decisions to remain loyal. This post will delve deep into the symbiotic relationship between customer experience (CX) and retention, offering actionable insights to bolster both.

Key Factors That Impact Customer Experience

Product or service quality is undeniably the cornerstone of a great customer experience. If what you’re offering doesn’t meet or exceed expectations, no amount of marketing will salvage the relationship. Still, product quality alone doesn’t define CX. Consider digital products or services. If they’re not user-friendly, consumers might look elsewhere, no matter how innovative the offering is.

The speed and efficiency of your service also play crucial roles. In our fast-paced world, customers value their time immensely. A swift checkout process or a quick response to an inquiry can enhance the overall experience. However, the interaction doesn’t conclude with the sale. Post-purchase support and customer service play pivotal roles in shaping a customer’s view of your brand. Maintaining uniformity across every touchpoint, whether in-store, online, or during a support interaction, is essential.

Consistency is paramount across all touchpoints, and this is where a robust CRM system steps in. Implementing a CRM strategy not only centralizes all customer data but also ensures that every team member, from sales to customer service, has access to the same, updated information. Furthermore, a strategic CRM deployment aids in automating and optimizing communication workflows, making engagement more timely and relevant. This ensures a unified approach to customer interaction, bolstered by insights and analytics that drive informed decision-making.

Strategies to Improve Customer Experience

One of the primary tactics to elevate CX is personalization. After all, we’re navigating an era rich in data and insights. Harnessing data allows businesses to tailor experiences to individual customer needs, making interactions more relevant and meaningful.

Creating a robust feedback loop is equally crucial. Encouraging customers to share their thoughts and genuinely acting upon that feedback showcases that you value their opinion.

Employee training should never be overlooked. Your team should understand the nuances of CX and its importance. After all, they’re often the face of your brand, interacting directly with customers.

Loyalty programs, while often seen as mere marketing strategies, can significantly enhance CX. Rewarding customers for their loyalty makes them feel valued, encouraging repeated interactions.

Understanding the Link Between CX and Retention

A positive customer experience naturally paves the way for increased loyalty. When customers consistently enjoy positive encounters with a brand, their inclination to explore alternatives diminishes.

Furthermore, the cost of attracting a new customer frequently exceeds that of keeping a current one. This economic perspective underscores the importance of focusing on keeping your current customers happy.

Several brands have demonstrated the power of exceptional CX, leading to high retention rates. Apple, for instance, has customers queuing for hours for new product releases, largely due to the holistic experience they offer.

Best Practices for Customer Retention

Engaging with your customers post-purchase can make a world of difference. Regular check-ins, be it through newsletters or personalized offers, keep your brand fresh in their minds.

Exclusive offers for long-term customers can fortify their bond with your brand. It’s a small token of appreciation that says, “We value you.”

Building customer communities can also be a game-changer. Spaces where customers can connect, share experiences, or even voice concerns can create a sense of belonging.

Measuring Customer Experience and Retention

Understanding the efficacy of your strategies requires consistent monitoring. Key performance indicators (KPIs) such as net promoter score (NPS) or customer satisfaction (CSAT) scores can provide invaluable insights.

There are numerous tools and platforms available today that allow businesses to keep a pulse on their CX and retention metrics. Regularly revisiting and adjusting strategies based on these measured outcomes ensures that your approaches remain relevant and effective.

Challenges in Maintaining High CX and Retention

Consumer expectations are continually evolving, making it challenging for brands to stay ahead. Rapid technological advancements mean that businesses need to be agile, adapting to new tools and strategies. And, of course, in a world brimming with competition, differentiation becomes key.

Additionally, external disruptions, like economic downturns or global events, can strain business operations and impact customer experience and retention. The onus is on businesses to remain resilient and adaptive.

Conclusion

In essence, customer experience and retention are intertwined and central to sustainable business growth. In an ever-evolving marketplace, continual adaptation and a genuine commitment to your customers are what will set you apart.

Inclusive Hiring

How Inclusive Hiring Improves Company Creativity and Problem Solving

Posted on | by Akeela Zahair

Diversity is important in any workforce. And with 66% of employees saying a diverse workplace is a principal consideration when choosing a job, there is clearly room for improvement.

Diversity is an indicator of how seriously a company and its leadership group take inclusion and equality but it is also a great way for businesses to improve their creativity and problem solving. This is because rather than trying to solve a problem from a fixed point of view, diverse workforces bring different elements to the table. So if you are looking at your hiring process, here is why inclusive hiring should be at the top of your priority list to enhance creativity and problem solving.

Fostering Diverse Perspectives

Hiring from a range of backgrounds brings different life experiences, ways of thinking and challenges assumptions. This leads to new, unconventional solutions and ideas that would not emerge from homogeneous groups. Studies show that diverse teams tend to outperform non-diverse teams by up to 60% and make better decisions in 87% of cases.

Companies with a lack of diversity can develop closed thinking where narrow assumptions go unchallenged. They tend to propose conventional solutions aimed at customers most like themselves. In today’s globalised world, this limited thinking hinders the ability to serve diverse clients and innovate for complex challenges.

Companies have increasingly come to understand the substantial value in creating a diverse workforce in terms of ethnicity, gender, age and income. Hiring inclusively helps reflect this diversity internally. It brings awareness of different priorities, experiences and values which translates into tailored solutions and services.

Improving Innovation Across Your Company

An inclusive workforce brings a diversity of thought which helps companies develop better products, services and decisions tailored to customers. Unconventional ideas are generated and staff feel greater ownership of projects that match their experiences.

When teams include a range of backgrounds, perspectives and ways of thinking, it leads to more creative options proposed and considered. Assumptions are challenged, new concepts shared and solutions co-created to suit diverse users, while businesses are able to tap into a broader range of insights to drive innovation.

An inclusive culture also empowers individuals by giving equal opportunity to contribute. Unconventional suggestions from diverse staff are more readily accepted and built upon which spurs further creativity. When companies include and value all staff, it leads to greater investment in team projects and goals.

Diverse, inclusive teams experience the important benefits of  higher satisfaction and lower turnover as they feel their unique skills and insights are utilised. This cohesion and shared purpose translates into improved innovation.

Promoting Diversity for the Benefit of Your Workforce

To gain the benefits of diversity, companies must first build a diverse workforce. This requires attracting talent from a range of backgrounds.

Practical steps for promoting diversity include:

  • Tailoring your website, job adverts and communications to appeal to diverse groups with images and messages of inclusion. With a focus on inclusive design, digital marketing and agencies can support HR campaigns and help to build a website that promotes diversity and engages visitors.
  • Offering flexible and remote working options which widens the talent pool and facilitates diversity.
  • Using inclusive language in job criteria and avoiding phrases that may discourage some candidates. Also, reviewing how candidates are assessed to address any unconscious biases.
  • Platforms like inclusio to provide diversity training and resources for recruiters to help them attract and assess candidates based solely on ability and potential.
  • Offering workplace mentoring and development programmes which gives equal opportunities for career progression regardless of staff background. This is key to retaining diverse talent.
  • Building partnerships with community groups to understand diverse talent needs and promote your company to potential applicants from varying backgrounds.
  • Ensuring diversity and inclusion are integral to your company brand and communicated on your website, social media platforms and other job bulletins. Candidates will assess your culture and values when applying for roles.

By tailoring your communications and reviewing hiring processes to level the playing field, companies can take positive action to build a diverse workforce. Paired with an inclusive culture, a diverse range of talent will be attracted and retained for competitive advantage. Overall diversity must be an ongoing strategic priority for all businesses today.

Better Decision Making to Improve Workplace Culture

Promoting an inclusive culture is essential for realizing the benefits of diverse hiring. When companies create an environment where everyone feels valued and able to contribute fully, it leads to improved decision making. More voices are incorporated and biases reduced.

Inclusive leadership shapes company culture through clear commitment to diversity and inclusion. This means:

  • Communicating the importance of inclusion and diversity through your website, job postings, internal messaging and company values.
  • Providing regular diversity and inclusion training, especially for managers and recruiters. This helps address unconscious bias and ensures policies promote inclusion.
  • Reviewing policies, processes and facilities to ensure they provide equal opportunity and flexibility for all staff regardless of background. This includes, but is not limited to, areas like maternity/paternity leave, flexible working, complaint procedures and workplace facilities.
  • Creating networking, mentoring and development opportunities to support the progression of staff from all groups. This allows individuals to reach their full potential based on merit rather than background.

When companies shape an inclusive culture, people feel their voices are heard and valued while decisions incorporate more perspectives which helps identify optimal solutions. Staff also feel empowered to point out biases and lack of inclusiveness within the company so appropriate action can be taken.

Enhance Inclusivity Policy to Unlock Your Team’s Potential

Inclusive hiring and a diversity of thought are essential for business creativity, problem solving and performance. By empowering people of all backgrounds, companies benefit from a range of valuable insights, co-create optimal solutions and make superior decisions.

Overall, inclusion and diversity should be a strategic priority for all companies seeking to gain a competitive advantage through innovation.

Young Entrepreneurs

Britain’s Youngest Entrepreneurs – and What You Can Learn From Their Strategies!

Posted on | by Akeela Zahair

They say it’s not what you know, but who you know – though some of Britain’s youngest and most successful entrepreneurs are likely to dispute that fact, building business empires on grit, determination, and meticulous planning.

Thanks to the internet, budding entrepreneurs face far fewer barriers to building a successful empire. Nowadays, one can run a startup out of a garage or a spare room, saving on overheads and using online facilities to grow quickly.

Here, the commercial finance experts at Anglo Scottish Finance take a look at some of Britain’s best and brightest, revealing how they made it to the top and what we can learn from their successes.

 

Grace Beverley

The success story of fitness queen Grace Beverley demonstrates the importance of proper planning, particularly in the early days of your venture. First coming to prominence as a fitness influencer, under the name GraceFitUK, Beverley paired university life at Oxford with YouTubing – whilst also founding two brands to fill gaps in the fitness market.

Whilst still in university, she identified some crucial gaps in the fitness market and capitalised on them. She founded Shreddy, a meal-planning platform, in 2016, followed by TALA, a sustainable activewear brand, in 2019.

By setting aside weekly time in a busy university schedule to bulk-create organic social content, she was able to consistently build and manage her brands. This commitment led to her topping Forbes’ 30 Under 30 for retail and e-commerce aged just 23.

Beverley says: “I juggled a lot at university and made sure to schedule and plan each and every day. That’s very much how I do things today.” Her planning system, the Productivity Method, is being used by people all around the world.

 

Ben Francis

Chances are, you’ve heard of Gymshark founder Ben Francis’ meteoric rise to the top. Having founded the activewear brand in 2012 aged just 19, Francis has retained a 70% stake in the company, which is now worth more than $700 million.

In the early days, Francis’ parents’ garage doubled as Gymshark’s headquarters. Without the initial funds to buy stock or secure distribution, his shrewd practice of dropshipping – taking customer orders without holding stock and then sending products directly to the customer via a third party – allowed him to start the business with limited working capital.

Francis began making the clothes himself with a sewing machine and screen printer, working with what he had to get the business off the ground. If there’s one thing we can learn from Gymshark’s early operating practices, it’s to do the best you can with what you’ve got – and the pros of working from a garage meant no early overheads!

Francis’ number one bit of advice? “Bet on yourself.”

 

Alexander and Oliver Kent-Braham

The brains behind game-changing Marshmallow insurance are brothers Alexander and Oliver Kent-Braham. The brothers found that people who pass their driving test outside of the UK face sky-high premiums – and other communities such as young people and those with low credit scores were dealing with the same problems.

After devising an algorithm designed to lower premiums for immigrants and expats, Marshmallow was born. In 2021, the company reached “unicorn” status –achieving a valuation of $1bn (£727m).

Oliver comments: “If we were going to start again, we’d look to raise capital sooner, because before you raise capital you don’t have the confidence to take the next step.”

 

Clemente Theotokis and Jai Kanwar

Theotokis and Kanwar are the joint-Managing Directors behind Zeus Labs, a freight and supply chain management platform taking aim at the inefficiencies plaguing international shippers. The pair developed their tech-driven solution in response to the unique set of challenges and circumstances facing international freighters in 2022.

Using proprietary tech, renewable diesel and managed multimodal solutions, Zeus Labs has reduced companies’ carbon emissions by 84%. In today’s world, where the average consumer is well aware of greenwashing, their solution has enabled businesses to legitimately improve their sustainability practices.

Zeus Labs ranks number 28 in the Startups 100 Index, and Theotokis and Kanwar were the joint recipients of the Young Entrepreneur of the Year Award.

For the two young founders of Zeus Labs, their early success is just as attributable to the user experience as the strength of their concept – “we make the lives of shippers and haulers easier with a near zero-touch approach. Our platform is intuitive and secure, providing a completely stress-free user experience.” In short, make your customers’ lives easier, and you’re likely to win.

 

Sean and Charlotte Ali

You might have seen Sean and Charlotte Ali on Dragon’s Den, where their superfood business Rheal secured investment from two of the Dragons. Two years on, the company has seen huge success, opting for a crowdfunding campaign instead of external investment to boost growth, and expanding into a larger space, doubling stock capacity.

Part and parcel of Rheal’s appeal is that it’s…well, real. There’s an authenticity to the brand, helped in part by the owners’ openness about their previous health conditions – Charlotte with Coeliac Disease and Sean with Hodgkin’s Lymphoma.

Nutrient-rich superfoods helped both Charlotte and Sean on their road to recovery – providing the perfect case studies for the business. Their story has helped ground the business in legitimate nutrition, in a sector which is often plagued by businesses making unsupported claims that their product can alleviate any health condition.

Rheal’s story shows how important the face of your business can be – it’s easy to rally around a business with charismatic people and personal experiences at its forefront. The nutritional quality of Rheal products is hard to deny, but it’s the company’s founders themselves who have helped this business stand out from the crowd.

 

If you’re thinking about starting your own company, consider some of these successful business models to take your idea to the next level!

business man in office for deadline, burnout and overworked

How To Handle Employee Burnout

Posted on | by Magdalena Lew

When an employee succumbs to stress and experiences burnout, it has a direct impact on their colleagues, the business and the individual’s long-term mental health.  Robin Damhar explores both sides of the issue.

Good employers take steps to prevent their staff overdoing it and ending up so stressed that they’re completely burnt out.  It’s not a situation that is good for anyone. 

Burnout – and the time leading up to a complete breakdown – can result in decreased productivity, increased absenteeism, and higher turnover rates.  No manager needs to be told that none of these are good for business, let alone for the individual team member who is suffering.

For employees – it means time off work, potentially a reduction in income, a feeling of failure and more.  This is far from ideal as a lower income just results in more stress and that feeling of having failed often manifests as depression, which then requires medication and potentially therapy to help to work through the problems.

Prevention is better than cure.  As an employer or manager, it’s important to recognise the signs of impending burnout.  If members of your team start showing a big difference in their behaviour, exhaustion, lack of motivation, and a decrease in output, don’t wait until that person’s mental health results in serious illness.

Each of us has a different capability to deal with stress, while one person may thrive on working under pressure, others need a more structured environment and clear expectations to achieve.  Your job as a manager is to know your team and spot the signs early so you can address the root causes.

Burnout can be caused by a variety of factors, including high workload, lack of control over the workload, and poor relationships with co-workers or managers.  There’s nothing like having a conversation with people who seem to be struggling.  You may need to reassure them that the conversation is not a reason to put a black mark against them, but to help them to deal with their stress levels.

Of course, not all stress stems from the work environment.  It can be outside situations, perhaps a relationship breakdown, family illness, money problems or something else.  If there’s a reluctance to share personal information, it may be useful to refer the individual to a counsellor, an employee assistance programme or a coach.  

And if the worst happens and a team member ends up taking time off to recover from burnout – ensure that you stay in touch with them.  Let your employees know that you support them and are there to help.

 

Prevention strategies

Encourage work-life balance: Employees who are overworked and don’t have enough time for rest and relaxation are more likely to experience burnout.  The days of working long hours, evenings and weekends are long gone.  They may have got short-term gains, but the long-term results weren’t good for the business or the people in it.

Ensure your team take breaks during the working day, go home on time and use their vacation time.  It all contributes to a healthy work-life balance.  If employees are struggling to manage work and personal responsibilities, it may be worth considering flexible work arrangements, such as telecommuting or flexible hours. Whether this is a temporary or long-term solution it can reduce stress and improve results.

A positive work environment can help prevent burnout by improving job satisfaction. Recognise and reward good work, and provide opportunities for professional development and growth.  If you’re there for your individual team members as a support, cheer-leader and someone who will listen you’ll find the rewards are worth the investment of your time and energy.

Preventing burnout and supporting employees who are experiencing burnout is a collaborative effort.  Ideally, your company should have these strategies as part of how the company operates.  By working together everyone benefits – the employees get the support and working environment that makes work a pleasure and managers get productive people who deliver great results and reflect well on their management skills.

Robin Damhar is CEO of Nest Healthcare, offering a range of therapies, treatments and professional development, both on an outpatient or inpatient basis.  www.nesthealthcare.co.uk.

Robin Damhar
Robin Damhar
modern open space office interior with blurred business colleagues

4 Day Working Week Now More Important To Professionals Than Work Socials And Relationships

Posted on | by Magdalena Lew

Say good-bye to work culture: Three quarters of professionals (71%) have stated that they would be willing to give up work socials and relationships with colleagues, in favour of a 4-day working week.

The findings come from a recent poll by leading recruiter Robert Walters, of 3,000+ working professionals – and highlights the ‘not-so appealing side’ of the 4-day week to employers, with office relationships taking the biggest hit.

 

Chris Poole – Managing Director of Robert Walters UK, comments:

“Workplaces have only just turned a corner and started to see more faces in the office – with that has come a burst of energy, collaboration, creativity, and productivity. It is a slight kick-in-the-teeth to hear that a progressive well-being initiative such as a 4-day week could have such a detrimental impact on workplace culture and business relationships.

“With the trials of 4-days being so new to many organisations, the long-term impact is hard to ascertain – but with 71% of professionals willing to forego socials and business relationships, companies should be mindful that poor company culture already costs the UK economy upwards of £20bn a year.

“As with what we experienced with remote working and then the move to hybrid, any change in the workplace brings about its challenges – and a 4-day week will be no different, business leaders need to tread with caution.”

Whilst professionals would give up the social side of their working lives, only 13% are inclined to forego hybrid work arrangements, and only 7% would sacrifice training opportunities in favour of less working days.

 

Entitlement at its Best?

According to the findings from Robert Walters, a staggering 91% of professionals would be keen for their employer to implement a 4-day week. In fact, a 4-day week now tops the poll on most desirable perks when applying for a job – with 49% stating that this would appeal to them most on a job description, followed by the ability to work from anywhere (35%).

With half of professionals who would like a 4-day week expecting their full pay to remain the same, debates have begun on whether the post-pandemic workforce are ‘the most entitled yet’ – with fewer professionals feeling responsibility for the financial health or stability of their employer.

Just 15% of professionals stated that they would take a 10-15% pay increase over the option of a 4-day week, and it seems office-based soft perks such as work socials or complimentary lunch or breakfasts, are less appealing in the face of fewer working days – with just 1% stating that they would opt for this over a 4-day working week.

Chris adds: “It is absolutely right that workplaces should be held more accountable for the wellbeing of their employees, however professionals need to be considerate to the fact this responsibility goes both ways, and they have a duty to contribute to the success of a business, especially in this current period of economic uncertainty.”

 

The Hidden Data

Earlier this year the independent trail of 60+ companies and around 2,900 employees undertaking a 4-day week concluded – with many highlighting this as a resounding success.

However, when this data is combined with findings from the Robert Walters poll, it seems that possibly only one side of the picture has been painted, as a result it’s also important to consider the potentially negative outcomes of a change in working days.

Key findings from the 4-day Week Pilot Trail include:

  • Overall working hours only reduced by 4 hours – falling short of the 32 it was meant to achieve
  • 28% reported either working more hours, or no change to their 5-days a week hours
  • 49% reported no change in the typical amount of overtime they do – further 17% reported doing more overtime
  • 22% reported an increase in burnout-symptoms
  • 15% reported an increase in sleeping difficulties – further 45% stated that their sleeping quality hadn’t improved/changed significantly
  • 36% reported no-change to work-life balance – further 10% reported a decrease
  • 26% reported no change to work-ability – with 19% reporting a decrease
  • Just 2% stated workload had decreased – 20% reported an increase, and 78% reported no-change
  • 36% reported work-intensity had increased
  • 42% reported an increase in complexity of their work

 

Chris adds: “Highlighting this data is by no means a way of pointing out that a 4-day week cannot work. Just as with every kind of trial, a balanced view of the results needs to be provided to assist us in understanding what does and doesn’t work. There is definitely a place for the 4-day working week in business but maybe it’s not the silver-bullet to increase productivity and improved wellbeing, as first thought.”