What is solution for the Competitive Salary Culture?

We’ve all seen it “salary on offer: competitive” – does anyone else think, yawn?! What does this even mean?

Now, offering a competitive salary is possible assuming the hiring manager or talent acquisition team have done their research! When you advertise that you are offering a competitive salary what you’re essentially saying is: “we’ve looked at our sector/ industry, and your job title, and based on our findings the salary we are offering, inclusive of additional benefits, is equal to, or greater than, the average salary for the same or a similar role in the area”. If you do all the above each time you advertise a role, then chances are you really are offering a competitive salary, great stuff! However, the term “competitive Salary” has lost its competitive edge, and here is why…

It is everywhere.

Competitive in relation to what? Other salaries within the same company? The region? The industry you work in? A plethora of questions come to mind when we read “competitive salary”, and in a recent LinkedIn poll we found that:

🌟 38% of 64 people question why there isn’t a salary bracket

🌟 33% of question the transparency

🌟 22% won’t take the time to apply

🌟 8% are still happy to apply

Matt Freestone, the founder of Unmatched (Suffolk-based marketing agency), made a noteworthy comment on this pressing topic:

“Candidates deserve to know the bracket at least to decide if it’s worth their time applying.  Companies not offering the bracket or salary either have a pay transparency issue internally or are not actually paying a competitive salary.

I wouldn’t apply to any role where compensation isn’t shown in the job ad”

This comment perfectly attributes to the general consensus: show us the money!

Finding talented employees is a recurring challenge in the labour market, our advice; make your search more fruitful, ergo more successful by advertising the salary, or salary band.

Replacing competitive salary

Are the cogs turning? Are you currently thinking how do I replace “competitive salary” altogether to capture the skillset we require?

Well, here are our top tips:

⭐State the salary, or a salary bracket, above all else you’ll stand out from your competitors as a business who promote salary equality!

⭐Use the phrase “negotiable” but BE willing to negotiate. Negotiations are a two-way street; you can’t set all the terms. But you can be aware of your non-negotiables before you engage with any potential new hires, if you know skills are an absolute must you’ll identify the pool of candidates who are worth negotiating with.

⭐Does the salary depend on experience? If so, let the applicants know! But give them more than this, what experience are you looking for? Again, think about those non-negotiables. To add: tell them what experience you’re looking for sooner rather than later; you don’t want to miss your ideal candidate because you’ve written your ideal experience as your closing statement.

Eeek, we know our salaries aren’t competitive… what can we do instead?!

Firstly, don’t pretend it is, instead could you….

⭐ Create a working environment people want to be part of e.g., do you reward the small things? have you implemented hybrid or flexible working? Is it time to revamp your incentives? How do you acknowledge your unsung heroes? E.g., your support staff: administration, HR, marketing teams etc.

⭐Improve your employee well-being, this does not need to cost the earth, but this topic is a blog in itself; so, get in touch if you want further tips on this topic!

⭐ Assign a budget to professional development. Did you know Kameo are partnered with the Centre of Excellence? Our unique discount code can give you up to 70% off a range of courses, find out more here.

⭐ Create a brand so good, people can’t say no! Social media is a great medium for doing this. If people have enough to live on salary isn’t always the main driver! Honestly, people love working for a great employer, and this does, occasionally, supersede the financials.

⭐Can you offer a profit share? A profit share will offer you a competitive advantage and can save you money too! When you offer a profit share employees are likely to work harder, smarter, and be more loyal.

⭐Do you accept that the people within your business are human, and life happens? Do you let them take the morning off to see their son in the nativity, do you care if they book a dentist appointment on a Wednesday afternoon? Tell people this, it’s what they want to hear.

Candidates, we can help you combat this too

Candidates, our message to you is think greater than the salary and before you apply, or in the interview:

  • Discuss the salary, ascertain if it’s competitive to you
  • Look at the whole opportunity, not just the salary
  • Benchmark yourself against the opportunity, know your own worth! E.g., do you have desired qualifications? What is your previous experience/job title? How many years have you spent in the industry?
  • What vibe are you getting from your peers and leadership team? Can you see yourself working there?
  • How happy are you knowing you could be part of the business you’re interviewing for? Salary is great but happiness is more.

When the salary is a sticking point for you, we advise:

  • You speak to your recruitment consultant about the national / regional average and use it during your interview. Please note, smaller companies irrespective of region are likely (although not always) to pay less than your large corporate who are looking for the same person.
  • Know when to walk away – if your research and expertise demonstrates you are worthy of more, then it is important that you understand you can walk away and source a more lucrative opportunity elsewhere.

So, if all of the above is true why does “competitive salary” appear so often? Often it comes from not knowing that there are alternatives, it could be a “well this is the way we’ve always hired” culture, and sometimes it’s genuinely the truth. If you can, take “competitive salary” with a pinch of salt, be a bigger picture thinker and use some of the tools we’ve outlined above ⬆️

It’s also worth bearing in mind…

✔️Salary is often confidential

✔️It’s a way of companies filtering out those who are only in it for the money

✔️It gives you room to negotiate!

In a nutshell, if you’re a candidate or a client our message is this: if it feels right go for it, offer the job, apply for the job, say yes to the job, enjoy the journey; after all, “you miss 100% of the shots you don’t take” – Wayne Gretzky.


East Anglian Salary Survey

Thank you, REED.co.uk, for showing up year after year with your salary survey! It helps us put “competitive” into perspective; clients if you’re offering equal to or below the salaries included in the segment below you cannot state that your salary on offer is competitive.

Marketing Manager £41,400
Marketing Executive £26,900
Web Designer £34,300
SEO/ PPC Executive £27,200
Graphic Designer £27,800


Sales Manager £44,400
Sales Executive £29,300
Business Development Manager £42,300
Account Manager £33,300
Sales Engineer £36,900


Office Manager £32,000
Executive Assistant £29,300
Administrator £25,400 (slight variation for sales & project administrators; £21,400 = sales and £20,400 = project)
Operations Manager £40,200
Personal Assistant £25,800


Commercial Continued
Purchasing Assistant £23,600
Warehouse Manager £31,00
Logistics Manager £45,700
Transport Coordinator £21,900
Category Manager £53,500


Human Resources
HR Manager £46,300
HR Business Partner £46,100
Recruitment Manager £34,400
Health & Safety Manager £43,200
Analyst £39,600


Engineering/Technical Manager £45,100
Project Manager £50,400
Field Service Engineer £32,300
Systems Engineer £47,800
Mechanical Engineer £40,300


Software Engineer £50,700
Web Apps Developer £38,700
Full Stack Developer £48,100
Automation Test Analyst £47,600
Software Development Manager £64,600


Source: https://www.reed.com/downloads/reed-salary-guides-2022



Latest News

Could You Have More Success with an Exclusive Recruitment Partnership?

An exclusive partnership will allow your chosen agency to dig deep and make that perfect match – all skilled recruitment consultants take real pride in this!

Some candidates may view being contacted about the same job by multiple recruiters as a negative because it devalues the job, lowers an employer’s value proposition, and is ultimately wasted time. Bear in mind those active job seekers who are keen to find something new feel disheartened when they carve time out of their day to speak with agencies only to find out they are discussing the same job repeatedly. In truth, you could end up with the same number of candidates but not the same quality you’re hoping for, as some of the agencies could feel pressured to get the “CV across” first. An exclusive partnership removes the “first past the post” (thanks, Greg Savage) mentality and ultimately the result, for the client, is the same but neither party feels bombarded – win, win.

Before we stick our teeth a little bit further into the benefits of an exclusive partnership, we have one final consideration to share. Did you know some recruiters may turn roles away that are shared with multiple agencies?

If we may be bold enough to make a suggestion here – ask yourself this “What do you get from the agencies you’ve partnered with? What are you looking for in a recruitment partner? And who is delivering on that? Finally, you can be exclusive with more than one agency. How? Kameo, for example, has 6 core specialities perhaps you’d like to exclusively partner with us for your office / administrative recruitment roles (no pressure though!) and perhaps a further 50% of your recruitment comes from manufacturing roles. Now, Kameo is not best placed to serve you here (not yet anyway!) so you could seek to partner exclusively with an agency that will serve you in this sector. The agencies you partner with should recruit as passionately for you as they would their own company.  The current market is candidate-short, and recruiters need commitment, the market has changed and therefore clients need to be happy to embrace these.

The advantages of an exclusive partnership

Did you know? The cost of a bad hire is estimated to be three times higher than the salary paid.


It includes the cost of training, lost productivity, decreased morale among employees, and the cost of finding and hiring a replacement!

Could an exclusive recruitment partnership reduce your chances of a bad hire? I’d be lying if I could determine each and every move your future hires are going to make however, there are several things we can be sure of when a recruitment partnership is exclusive.

Time Saver: Working exclusively with an agency will undoubtedly save time because there is no need to go through the job vacancy and process that follows in detail each time; because your chosen agency will have established a strong relationship with you and will have in-depth knowledge about your company values, team, culture and so on.

 Faster Time-to-Hire: Exclusive partnerships streamline the hiring process e.g., you’ll spend less time on the phone with lots of recruiters, leading to quicker candidate placements and reduced time-to-fill positions.

Quality Over Quantity: There is a shift from the speed of the service to the quality of delivery when the agency isn’t competing with others. Something pretty magical happens when a recruitment consultant is afforded the time to properly consult with each “potential” candidate, a novelty only available to a recruitment agency that is working exclusively on a role. Essentially doing the first round of interviews for the client. This means the CVs the client does receive are likely to be very well-suited.

Reduced Costs: When a client partners exclusively with a recruitment agency they are likely to see a higher level of service, not to mention the agency the client is working with is far more likely (but not guaranteed) to lower their rates for an exclusive partnership with multiple roles.

6 things to look for when establishing a recruitment partnership?

Empowerment: Work with an agency that inspires and empowers their candidates to be the very best version of themselves.

Collaboration: Collaboration helps you reach your goals, whilst boosting productivity. For clients and candidates, this means you’re on the receiving end of an efficient process and clear communication throughout.

Passion: Passion takes an agency from good to great. Partner with a recruitment agency that leaves no doubt in your mind as to how passionate they are about getting this hire right.

Integrity: Working with an ethical and honest agency means they will take responsibility for their actions. Apologise when they should and take ownership.

Consultative and Solution Led: Your chosen agency should act as a fountain of knowledge ready and prepared to share market insights with you, and where they haven’t got the answer, signpost you in the right direction. This is crucial in the current market when companies are searching for a similar skill set thinking outside of the box is imperative.

Excellence:  Look for an agency that embraces change, challenge, or uncertainty to deliver the best service possible 100% of the time. An excellent recruitment partner should be willing to go above and beyond if you’re not getting that you need to raise a concern because you deserve the very best.

Could you have more success with an exclusive recruitment partnership? It’s certainly very possible. An exclusive recruitment partnership could be a game-changer for your organisation, allowing you to take the time to really hear what your chosen agency is saying which will enable you to access top talent and accelerate your hiring process. To unlock the full potential of such partnerships, it’s essential to establish a clear and collaborative working relationship with your chosen recruitment agency. With a dedicated focus on your hiring needs your organisation will be well-equipped to thrive in the competitive world of talent acquisition.

Read more from Kameo Recruitment here.

Could we support your recruitment needs, or guide your recruitment process in some way? Please do not hesitate to get in touch. 

 Could you have more success with an exclusive recruitment partnership?

Award-winning recruitment agency in Cambridge! 👏

Kameo Recruitment Win Gold! 🏆

We attended the Cambridge Independent SME Awards on Thursday 28th September and were delighted to take home gold for Business Person of the Year!

We are incredibly grateful for the recognition we received at the Cambridgeshire SME Awards on Thursday, September 28th. It was an absolute honour to be awarded the Gold for Business Person of the Year, which was won by our very own Director, Sharon Livermore. We are humbled by this recognition and grateful for the opportunity to be a part of such a prestigious event. We would like to express our sincere gratitude to everyone who supported us throughout this journey and made this achievement possible. We will continue to strive for excellence in everything we do and remain committed to providing our customers with the highest quality service possible ✨

Here’s to our future as an award-winning recruitment agency in Cambridge 🎆

A heartfelt thank you to everyone who has supported our journey, without it would not have been possible! We are proud to be an award-winning recruitment agency in Cambridge who have been recognised for their commitment to the community and diligent recruitment service 👏

Award winning recruitment agency Kameo Recruitment win gold We are an award-winning recruitment agency in Cambridgeshire

Begin your New Year with a Bang… Hire New Starters Now! 🎇

It’s all about the maths! ➗

Did you know? The average interview process in the UK takes about 27.5 days to complete, that’s just over 5 weeks 😲

If you’re reading this on October 5th there are only 57 working days between now and Christmas Day.

3 questions for you. …

Are you thinking about hiring in January? ❄️

Why are you waiting until then? 🤔

Could you start the hiring process today? 😃

Below you’ll read why your future self will thank you for starting the hiring process in Q4!

  1. Your Q4 hire will be settled in and hopefully ready to hit the ground running in Q1.
  2. You’ll have reduced competition (the beginning of the calendar & fiscal year are typically the busiest hiring periods, so beat the rush!)
  3. Minimise Disruption
  4. Training and onboarding
  5. Lead Time

Your Q4 hire will be settled in and hopefully ready to hit the ground running in Q1!

Like it or not throwing someone in at the deep end and assuming anyone can hit the ground running from the get-go is wrong. Your new hire may have several years of experience doing the role already or maybe they’re just starting their career journey; in both cases one thing is certain, they will need to familiarise themselves with your business, the systems, and colleagues!

Each of these things takes time so we’d always suggest a “baby steps” approach to start with by giving each new employee time to settle, adjust and adapt to the culture of their new surroundings. It can take anywhere from three to six months to fully settle into a new job. If you hire in November, you’re looking at full steam ahead by February or April. Alternatively, wait until January and spend Q1 in the “baby steps” stage. (This period of the calendar year also coincides with the beginning of the fiscal year). Do you want to be in Q3 before they are fully settled???

You’ll have reduced competition (the beginning of the calendar & fiscal year are typically the busiest hiring periods, so beat the rush!)

Increased jobs on the market, plus a lack of candidates, could mean your vacancy sits open for a while! In January the recruitment sector usually experiences a “January jobs rush” and an influx of candidates jumping on the “new year, new career” band wagon. Research shows businesses are hiring at a much faster rate than they were a year ago, the number of jobs advertised in August 2023 was robust, and every region in the UK experienced growth. There were 28.8% more new jobs on the market than in August 2022 (Recruitment Market Update, September 2023).

Q4 is a unique window of opportunity to access top-tier talent, capitalising on this timing can help your business secure exceptional candidates who may be unavailable in the new year and/or face other competitive offers!

Minimise Disruption to your business / office / individual teams.

Remember when you were a kid, and everyone wanted to say hey to the new kid?! Well, that mentality extends well into our adult lives. Good thing too, it’s important to be inclusive!

But this may cause some disruption to your business as people spend more time introducing themselves and/or supporting the onboarding process. Now we know not all industries experience a slightly slower pace in the lead up to Christmas but if your business is one of them wouldn’t it be worthwhile to get this process done and dusted ahead of the Christmas break?

In addition, the new employee can overcome the information overload and lack of work / responsibility often associated with the first week or two. They will also have the chance to immerse themselves into the company culture, especially if you’ve got a Christmas party planned! Because there’s no such thing as a stupid question, we’re sure you’re no stranger to the sheer volume of questions every new hire can fire at you.

In short, hiring new employees can disrupt the workflow and productivity of existing teams. Plan ahead and complete the hiring process in Q4 ensuring you minimise disruption during the busy and ambitious period of the new year.

Training and onboarding

Planning for and hiring in Q4 allows you to coordinate training and onboarding activities, this ensures new employees are well-prepared to contribute to the organisation from day one of the new year.

Are you familiar with the 4C’s of onboarding? See here for our top tips!

Come January those November hires will be onboarded & relatively well internationally into the company culture, ensuring they are fully prepared to contribute effectively from Q1 onwards.

Lead Time

Coming full circle!

We began by discussing how lengthy a process taking on a new hire can be! It’s a multi-step process which involves writing a job advert, posting said job advert across multiple channels to enhance exposure and maximise the candidate market. Once CVs begin trickling through, you’ll need to contact applicants to arrange an interview or two (maybe even 3!) – to reiterate all of this can take 5 weeks, sometimes less sometimes more!

A few things to bear in mind 🧠

  • On average hiring managers interview 6 candidates for every 1 vacancy
  • On average a job applicant will meet 3 members of the employer’s staff (if they make it through the entire interview process)
  • The average job interview process has 2 stages & the average length of time per interview is 30-35 minutes.
  • Do the maths here: for your individual business, how much time is it going to take you to interview everyone? Now if time is money, is this the best use of your time in January, or is doing it early just what the productivity Doctor ordered? 🤔

(All stats from StandOutCV May 2023)

Give your business the gift of a new employee this Christmas! 🎁

Making a hire in the fourth quarter will enable you to thrive in Q1 and stay competitive, it’s about strategically positioning your company for the year ahead. The decision to go ahead and write that job description this month will address your staffing needs and positively impact your long-term success and 2024 goals.

Well, what are you waiting for?

How is Business Development Evolving?

Staying on top of the latest industry trends, news, software etc. feels like a full-time job at times! Fortunately, we’re here to do the hard work for you and in this article, we’ll be discussing all things Business Development!

Business Development has and continues to go through a remarkable transformation, we’re more rapidly seeing a huge shift from a traditional focus on sales and partnerships to a dynamic strategy encompassing market insights, innovative collaborations and harnessing cutting-edge technologies. Through the wonder of technology, the globe is fully connected, and business development has evolved into a multifaceted discipline that emphasises customer-centric approaches, data-driven decision making and the ability to respond to an ever-changing market!

It’s no wonder that the industry continues to boom; with a UK growth rate of 7.2% between March 2022 and March 2023 we’ve drawn the conclusion that businesses need to stay on top of BizDev trends to ensure they can continue to hire top sales / BD talent!

The pandemic changed the “BD Game Rules” forever. Long gone are the days where you scroll through the database and start calling; according to Forbes the average sales professional should have “an average of 10 or more [sales] tools to deliver on pipeline targets.” How many tools does your sales team have at their disposal?

Examples include CRM System e.g., Salesforce, Zoho or HubSpot, Sales Engagement Platforms e.g., HubSpot or MailShake, Lead Gen & Prospecting Tools e.g., SalesLoft, Sales Analytics & Reporting e.g., HubSpot or Zoho, Predictive Analytics Tools e.g., SAP Analytics Cloud, Contract Management e.g., DocuSign or Adobe Sign, Sales Performance Management e.g., Zoho, Virtual Meeting and Comms Tools e.g., Zoom or Microsoft Teams, Sales Training & Onboarding Platforms e.g., Allego

(We promise this is not affiliate marketing BUT we do want to provide you with some examples of brands you may recognise!)

All the tools mentioned above must be considered in their own merit, taking into consideration their integration capabilities (many of the above examples provide more than one function and could be a 3 in 1 tool) and how user-friendly the tools are. Is business growth on your horizon? Each of these things will influence the tools you select.

Try before you buy & get the team involved too!

A few other things to consider…

Has your BD team got the right tech stack?

It’s not an easy choice, the options are endless, and your tech stack needs to change as your business develops. There doesn’t seem to be a right size fits all and of course, everyone selling their product claims it’s the best! Not to mention choosing the wrong tools could cost you huge amounts of money! So, how do you choose what works for you?

A brief definition of tech stack: a collection of tools, platforms, apps, and software that a company uses to build its products, carry out its business operations and monitor performance metrics.

Here’s a mini guide to help you choose the tech stack that works for you!

  1. Define Business Objectives – What are your goals, and current and predicted challenges? E.g., expanding market reach.
  2. Assess your requirements – Consider factors like scalability, security, integrations, user experience and data analytics. Create a list of essential features and functionalities your tech stack should address.
  3. Research & then research some more – Read case studies, look at what your competitors are doing (if possible), consult with experts and stay up to date with emerging trends and innovations.
  4. Compatibility & Integration – Your tech stack ideally needs to work well together. Data silos and inefficient communication can hinder productivity.
  5. User experience – prioritise tools that enhance user experience both internally and externally.
  6. Future proof – Select technologies that are adaptable to future innovations, and avoid anything that you fear may become obsolete.
  7. Budget – Investing is crucial but so is your bottom line. Invest wisely and where necessary gradually, always consider the initial costs and ongoing expenses. Look for open-source solutions and cloud-based options that offer cost savings and flexibility.
  8. Test – don’t take a product because the person selling it says it’s good! Test it for yourself, ask for a trial, and extend where necessary. You’ll need to see some proof it’s going to work before fully committing.

Harmonise the link between marketing and sales!

Do you have a separate sales and marketing department? Do you treat the two like allies in your business? Because we’re here to tell you that sales and marketing collaboration is the cornerstone of a successful business development strategy. The synergy between these two functions creates a powerful force for growth and when their efforts are aligned, sales and marketing teams can seamlessly bridge the gap between attracting potential customers and turning them into loyal clients.

Your sales teams are your eyes and ears on the ground, the frontline soldiers if you like. Your marketing department should be regularly tapping into the unique insights of your sales team. Can you regularly hear ongoing conversations around…

  1. Emerging marketing strategies
  2. New / improved targeted and effective campaigns that speak directly to your customers and clients’ needs and desires.
  3. Up-to-date and relevant content that will spark engagement, educate & inform your customer base.

Targeted campaigns, content creation and strategic outreach attract potential customers and nurture them through the sales funnel.

Brand familiarity or the ability to see and become familiar with brands influences 80% of customers to purchase something (https://nealschaffer.com/social-media-marketing-statistics/). Who does your branding? That’s right the marketing team! Lean on them, encourage monthly meetings between the sales and marketing heads / full team, whatever works for your business, because what doesn’t work is continuing to treat the two functions as separate entities.

First comes sales proposition, next comes direct selling….

The difference is simple: a sales value proposition is a tight statement that outlines the unique benefits and value your product and/or service offers to your target audience, sometimes before they even know they need you. Direct selling refers to the process whereby a sales team or individual engages with potential customers either face to face or via another method of communication e.g., telephone or email.

In a world full of choices what makes you different from your competitors? Why am I buying from you over someone else? Your sales proposition must answer these questions, you must tell your customers how you’re addressing their specific needs or pain points and emphasise your competitive edge. This method is a strategic messaging tool that will influence how your brand is perceived and ultimately guide the sales pitch.



The direct sale aims at directly building relationships and very importantly trust, addressing objections, and tailoring conversations. Ultimately, both are important for driving successful sales outcomes, but we believe you should be using the sales proposition to frame the conversation and direct selling to drive the conversation.


Lastly, never stop relying on the Kameo 3 T’s!

Trust: Trust is the foundation of any successful sales relationship. Be honest, transparent, and reliable.

Technology: We may have mentioned it once or twice, but on a serious note it’s coming for you, and you need to be using it. The technologies you invest in will be your tools for showcasing how good you are.

Tailored Approach: We’re all unique, so tailoring your sales approach to specific needs and preferences is crucial for success. Listen actively to pain points, goals, and challenges. Use your value proposition and direct sales techniques to hone in on them. Always customise your solutions because it demonstrates you genuinely care about their success which in turn increases your likelihood of a long-term relationship (assuming you want one!).

For Kameo News – https://kameorecruitment.com/news/

For Market Insights – https://kameorecruitment.com/market-insights/clients/



Our Recruitment Consultants have made the “White Ribbon Promise”! 💪

We are proud of each and every one of our recruitment consultants. Still, in August 2023 we felt a deep sense of pride for our Sales & Marketing Recruitment Manager, Dan, and our two newest recruits, Associate Recruitment Consultants Kyran and Freddy who all made the “White Ribbon Promise” – To never use, excuse or remain silent about men’s violence against women. 👏

Our sister company, Domestic Abuse Education, is a White Ribbon Supporter Organisation, and it is great to see that our Recruitment Consultants have decided to make a positive impact themselves under the Kameo banner too.

If you want to find out more about White Ribbon UK, please visit https://www.whiteribbon.org.uk/


Recruitment Consultants Make the White Ribbon Promise

Have you just stumbled across us?

In a nutshell, we are a Cambridge-based recruitment company that recruits across East Anglia, we specialise in Office Recruitment, Sales and Marketing Recruitment, IT Recruitment, HR Recruitment and Finance Recruitment.

According to research carried out by StandOut Cv in 2023 60% of UK employees claim that a poor work-life balance has had a negative effect on their relationships at home, are you one of them?

So, why are we struggling? And why is a healthy work-life balance so important?

See our list of 10 struggles so many face coupled with a solution for each!

Struggle one: Constant connectivity through emails, messaging apps, and virtual meetings blurs the boundaries between work and personal life.

Solution one: Set clear boundaries: establish specific hours and communicate them with your colleagues and superiors. Stick to these boundaries and avoided checking work-related emails or messages outside of those hours. 

Struggle Two: Competitive Work Culture, the fear of falling behind colleagues or competitors can push people to prioritize work over other essential aspects of life.

Solution Two: Say no. It’s okay to decline additional work or social commitments if you feel overwhelmed. Saying no can help you protect your time and energy for more important tasks and personal activities.

Struggle Three: Poor time management skills can lead to inefficiencies, causing work tasks to spill over into personal time or vice versa.

Solution Three: Create a to-do list or a task management system to prioritize your work tasks and personal activities. Focus on completing the most important and time-sensitive tasks first. 

See our time management blog. 

Struggle Four: Failure to streamline processes and move with the times. This may leave you feeling inadequate and below the mark in comparison to your peers or competitors.

Solution Four: Utilise technology wisely: Leverage productivity tools and apps to streamline your work processes and save time. Automation can help you become more efficient and reduce the time spent on repetitive tasks.

Struggle Five: Guilt & self-imposed expectations, do you impost unrealistic expectations of yourself? Are you striving to excel in both professional and personal spheres? When we put pressure on ourselves it can lead to feelings of guilt when unable to meet high expectations.

Solution Five: Practice self-compassion and acknowledge that it’s okay not to be perfect in all aspects of life. Set realistic expectations and recognize that achieving a balance is a process, not an immediate outcome. 

Struggle Six: Adequate rest throughout the working day.

Solution Six: Schedule short breaks throughout your workday to relax and recharge. Stepping away from work for a few minutes can improve focus and productivity when you return.

Struggle Seven: Unable to disconnect.

Solution Seven: Set aside time each day to disconnect from electronic devices and social media. Engaging in screen-free activities can promote relaxation and improve sleep quality.

Struggle Eight: Not making time for yourself, your hobbies & interests

Solution Eight: Schedule regular time for activities you enjoy outside of work, such as hobbies, exercise, reading, or spending time with loved ones. Engaging in these activities can help you relax and recharge.

Struggle Nine: Do you have a designated work space?

Solution Nine: Having a designated area for work helps signal your brain to focus during working hours and allows you to mentally detach from work when you leave that space.

Struggle Ten: Unable to identify the problem, e.g., you think you’ve got a great work-life balance. Have you raised that question with your family / loved ones? Blurred lines between work life & personal life (especially for those who are fully remote) may go unnoticed, and responses like “I just need to take this quick call” or “it can’t wait” don’t scream out “I’ve got my work-life balance under control”

Solution Ten: Seek support from others: Communicate your work-life balance goals with your family, friends, and colleagues. Having a support system can encourage you to maintain your boundaries and help you find solutions when challenges arise.

What are the benefits of a healthy work-life balance?

  1. Improved productivity
  2. Reduced absenteeism
  3. A happier, less stressed workforce.

How can your business promote a good work-life balance?

  1. Lead by example – demonstrate the value of a good work-life balance!
  2. Offer flexible arrangements –  flexible hours, or compressed workweeks, telecommuting etc This allows employees to manage their work responsibilities while accommodating personal commitments.
  3. Create a positive work environment – share successes, promote well-being, emphasis work-life balance, and discourage overworking (and when required, off that time back). Can you offer a wellness programme? If not, utilise FREE options to encourage staff to de-stress, slow time and take time-out.

Remember, achieving a healthy work-life balance is an ongoing process that requires conscious effort and adjustment. Be kind to yourself, and don’t be afraid to reevaluate and make changes as needed to find the balance that works best for you.