“We hold these truths to be self-evident” — well maybe in the case of the US Declaration of Independence, but not necessarily in the case of what it takes to start, build and scale-up companies to reach critical mass.

Why is it that in most cases, entrepreneurs who start companies rarely make the transformation into being the CEOs that grow the enterprises to critical mass? Or that so many start-ups fail, after tremendous initial growth and promise? After going through several tours of duty as an entrepreneur and business founder, before morphing into CEO and Chairman roles in growing, complex venture-backed enterprises, and then finally joining the “dark side” by becoming a venture investor myself , it has become clear to me that it takes very different competencies and guiding principles to succeed at each stage. What is “common sense and self-evident” at each stage, could be “poison” to the next (and vice versa). These transition points represent significant risk for shareholders (including the original founders) of the company, unless there is a strong commitment from leadership to make the necessary adjustments and changes, so that the organization is enabled and empowered to realize on its potential at all times.

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As a thought starter, I have summarized some of the observations and guiding principles that I have found useful in my own personal journey. While it is impossible to capture all of these experiences in one big post, I thought that I would start by posting a one page outline of the major topics in the NFQ Entrepreneur's Playbook, and invite comment and discussion. Depending on the level of interest, and time permitting, I would be happy to elaborate with experiences and more detailed thoughts on any of the topics that are outlined here, in future posts. Enjoy, and use these in good health !!!

Oh ... and in case you were wondering, NFQ stands for Never Fu@#ing Quit !!

Companies that keep the best people on their team know that every employee's healthy work-life balance is different.

Opinions expressed by Entrepreneur contributors are their own.

In the spring of 2020, millions of people were losing their jobs as the pandemic shuttered entire industries and sectors. Individuals who remained employed craved , so they hunkered down in gratitude, hoping that they wouldn't be one of the unlucky ones to become unemployed. Fast-forward to June 2021, and everything is different. The dire situation from last year has rebounded so rapidly that it's hard to comprehend the incredible resurgence in available jobs.

During the third week of June, a new kind of headline started appearing on news websites. In what Texas A&M University professor Anthony Klotz predicted as 'the ,' American workers are resigning from their jobs in numbers not seen in the last 20 years. According to a Labor Turnover Survey (JOLTS) from the U.S. Department of Labor, job openings soared to 9.3 million, shattering previous records.

Why are so many people quitting their jobs?

The consensus of everyone researching this phenomenon is that people have learned that life is fragile. And short. All over the world, individuals are re-examining their lives. In particular, the pandemic created an existential movement for Americans. People who were formerly happy to have a stable job have started to question what they want to do with the rest of their lives. Above all, Americans have a renewed sense of the importance of family and . Overwhelmingly, employees want flexibility, which goes a long way towards creating a healthier work-life balance.

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As an employer, you can make sure that your valuable employees have a work-life balance to make them want to stay put.

Related: Professor's Prediction Goes Viral: 'The Great Resignation Is Coming'

Rethink American work culture

American culture rewards hours worked over and perceives those who desire a better work-life balance as weak. Some employees may be hesitant to open up about what work-life balance means to them. So, you must take a critical look at what work-life balance currently looks like within your business and determine what changes need to be made. If you have created a culture in which employees fear taking time away from work, prepare for a massive departure if you don’t make changes soon.

As you consider ways to help your employees achieve a healthier work-life balance, you should talk to them and find out what they need. To do this, you can ask them to fill out a survey about different areas of your company's balance-related factors. Topics should include flexible scheduling, hours worked, support for employees who are parents, and more. Keep in mind that different employees will define work-life balance differently. So it’s all about finding a win-win for you and them.

Focus on employees’ productivity, not hours spent in a chair

Employee perks that offer value to employees can be a huge factor in determining whether or not they stay with your company. A service that has a minimal cost to you may be considered valuable to your employees. For example, having a massage therapist come to the office a couple of times per month won't cost much, but your employees will appreciate it.

As a leader, your main goal is for employees to complete their work. You're probably not invested in the details of how a task gets done as long as deadlines are met. Focusing on productivity and task completion instead of how many hours someone sits in a chair will result in expediency. Encourage your managers to reward a job well done, regardless of whether or not it took ten minutes or ten hours. Work expands in the time allotted. If employees fear finishing their work sooner than others, they may very well slack off instead of work.

Related: The Great Resignation: How to Quit Your 9-5 and Start a Consulting Business

Offer flexible and remote scheduling options

For years, many companies assumed that people would not be as productive when working from home. The pandemic shattered that myth, and businesses were delighted to find that some people are even more effective when working out of a home office. While this type of flexible scheduling doesn't work for every business, finding ways to give your employees the flexibility they need will help you retain them.

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However, it's not just about working from home. Flexible scheduling is something you can do even if you need your team in the office. For example, if a parenting employee has a sick child, you can consider offering them the opportunity to work alternative days or hours to make up their time. Human beings aren't machines. Besides the requisite bathroom breaks, employees can benefit from more breaks throughout the day. The human body was designed for movement, not sitting and staring at a computer screen for eight hours.

There was a time in the American business world when employees had to prove their dedication to the company by foregoing time off and vacations. The standard for many companies continues to be two weeks of vacation or PTO per year, but is that enough? If your company can afford to give your employees more time, it would behoove you to do so. One way to ensure that employees take their vacations is to have a 'use it or lose it' policy. This means that it essentially expires if they don't use their vacation by the end of the year.

Lead by example and review workloads regularly

Your employees will emulate you. Because of this, you have to be a good role model when it comes to a healthy balance. If you respond to emails on the weekends and while you're on vacation, they will get the me

The Entrepreneur&#39;s Playbook PDF Free Download

The Entrepreneur's Playbook PDF Free Download