Whatever happened to...the easy life of 9to5?

How much should you work as you progress in your career?

How does seeking success affect your work-life balance?

Upon noticing a post in a professionals’ facebook group, posing the question of why “the more you go up [the career ladder] the more you work” and why forging a career means “working 14 hour days”, we too wondered “what happened with work life balance?”

Whilst it is somewhat logical that you may have to undertake some hard graft to forge the foundations of your chosen career, once you have decided what that may be, do you really have to work that hard for the lifetime of your career? Surely if you enjoy the job and are organised, you don’t have to endure the burden of overworking - some executives don’t appear to when their business is thriving - unless you are a new business or want a better hold on your operations…or even marketing!

It all depends on your role and what you want to get out of it. Some people prefer to stick at the same role, often routined and sometime menial, for in excess of 20 years and just do the normal 9-5, but are those days gone?

Do people really want the same job for such a long period of the life, especially if they aren’t in a senior position, reaping the benefits of the business’ success and growth?

On the other side of the coin, we recently heard about a member of staff whose background was in high-level roles for multiple businesses and he suddenly decided he wanted to take a back seat and put his career into a lower gear and just pursue a role as a developer in the tech space, with one of our clients.

Doing some real HR and people development/management, gaining insight into the aspirations and ambitions of your new and existing employees is a relatively simple idea but rarely implemented in the recruitment space (although it is becoming more common because of the need to do so). Why would you ask what someone wants in the future when you just want to be sure they can do the job you are placing them for? The answer (or one of them) is personalisation and investment in them as a person and valued employee. We are always saying about the impact that valuing and respecting employees has on productivity and overall success and satisfaction but imagine if you had helped and nurtured someone to become a senior role in your business or empowered them to set up their own - a kind of like incubator or people and entrepreneurs

Having a progression plan is a great incentive for new recruits and it inspires them to progress and stay with you. Think about retention and the feedback they will give to people they know looking for work in the space that you cover. Your processes and benefits could be the reason your ‘quality’ talent grows and you don’t have to stress (as much) about how to get prospective candidates interested.

Flexible working also helps contribute to a better work/life balance. It all depends on young how you choose to work.

Anyway, to leave you with a funny yet inspirational quote that closes the trailer for the new Winnie the Pooh film ‘Christopher Robin’; “you tell me nothing is impossible, but I do nothing every day!”

To find out more about making internal marketing work for your recruitment business, get in touch with jo@marmalademarketing.co.uk