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3 Questions For Leaders To Ask To Understand If Their Profit Margin Targets Look Healthy In 2013

08.02.2013

The Problem

January can be a strange month for business.

Individuals see it as a fresh year and the businesses in which they work may even be starting a new accounting year. Yet after a busy holiday period, suffering snow and rainy weather that fresh start can turn into a false start.

 

Why?

Employees are often facing large credit card payments after Christmas and an even tighter squeeze on their waistlines! And even when employees relax hear on the news about the decline in the last quarters GDP and the continuation of austerity Britain.

All this can lead to lower motivation and lower productivity, which means that targets become harder to hit.

That is the bad news but don’t panic!

 

What you need to do

Research shows that leaders who recognize the signs of stress and lack of energy can shake away the January blues and inspire healthier employees to deliver healthier profits.

How – The Key Point: Research shows that if leaders look after the wellness of your employees – just like the fixed asset maintenance program - by helping them create a healthier lifestyle then that lost energy returns, increasing productivity and reducing absenteeism .

Three questions for you to consider now to deciding whether your business needs refueling to hit those profit targets for 2013.

1. After a stressful 2012 how healthy are your senior team? Remember stress at work reduces our ability to think creatively, to function at our optimum and reduces our ability to inspire our teams. What is your business doing to ensure all senior executives are healthy and full of energy to deliver their targets? If you have undergone a year-end, a stressful holiday programme, restructuring then remember all these increase the stress and effectiveness of the senior team. Are they in need of refueling? Are they in need of more energy?

2. The economic outlook shows that business growth is going to be hard. The inevitable conclusion is that recruitment will be restricted and somehow you need to get more productivity from a similar or reduced workforce. Telling people to work harder may seem a good course of action, however we all know that without supporting employees this will not work over the medium term. Employees need support to increase energy levels, improve their ability to remain productive for a greater proportion of the day. Loyal healthy employees will work hard even during the tough times, if they feel valued. Do you need to show how much they are valued? Do you need to lead by example?

3. Perception is often as strong as reality. Without a large financial investment a PricewaterhouseCoopers report shows a range of 2.3 to 10.1 benefits to cost ratio is achieved when leaders recognize the need for a wellness program.

 

Wellness programs can be as large or as small as YOU want them to be.

  • Tailored executive programs to reduce stress and increase energy levels.
  • Short lunch and learn sessions on boosting energy levels to avoid the afternoon slump?
  • Individual health mentoring for executives to achieve a healthy lifestyle?
  • Taking a couple of hours to meet and discuss how good nutrition can lower stress and improve productivity.

‘Survival of the fittest’ is a much-used phrase but in terms of healthy balance sheets and value creation – never a truer word has been spoken.

Next month we will talk about creating the business case for change.


 



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