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Posts from the ‘Employers’ Category

Showing Appreciation for Your Staff During the Holiday Season

It might be a holly jolly season, but the holidays can also be a stressful period for your employees. Juggling work with a busy personal life can leave colleagues feeling less than merry. Spread some cheer this holiday with some festive staff appreciation tips courtesy of your staffing experts at Adecco!

 The holidays tend to throw a wrench into normal business routines and practices. Whether it’s the substantial increase in business, or the stress of balancing a busy work period with an even busier social calendar, the build up to the end of the year rarely feels like the most wonderful time of the year. Help your organization conquer this stressful period, while motivating your staff to continue working hard with a few festive staff appreciation hacks!

Give thanks

A simple thank you is the easiest form of staff appreciation. Show your team your true gratitude by acknowledging their hard work and dedication within your organization. Recognize the individual skills that make each colleague an asset to the company. After all, a little appreciation can go a long way in building staff confidence and loyalty to your company.

Be flexible with work hours

Part of the stress of the season is the balancing act between work and the increased personal obligations many of us have around this time. Alleviate this stress by offering employees flexibility with their work hours. Encourage your employees to take an afternoon off, a longer lunch break or the option to start later or finish earlier in the day. This gives your staff a little flexibility when they find themselves trying to balance their work/home life during this busy period.

Get festive with your staff

Consider the holidays as a time to build your relationship with your staff. Allotting as little as an hour a week to indulge in festive snacks, decorations or holiday music can lift the spirits of your colleagues. You can also introduce some friendly competition with a cook off or arrange a cookie exchange. Even taking a few minutes for a festive group picture can be a nice change of pace for your employees during the busy season.

Celebrate traditions

Each member of your team is different, coming from varied backgrounds and celebrating many different traditions. What better time than the holidays to celebrate these differences? Ask your staff to share their traditions and work to build them into your holiday celebrations. This will lead to a more inclusive holiday experience and work environment for all your colleagues.

A holiday party THEY want

It’s easy to make an executive decision on a staff party, but are you taking into consideration what your team would enjoy? Whether it’s great food, games or a relaxing day away from the office, take the time to talk with your employees about what they would enjoy for a holiday party. Not only will the holiday party be better received, employees will greatly appreciate the consideration.

 

Follow Adecco’s tips for staff appreciation during the holiday season and not only will you build a stronger relationship with your staff, you will also be setting your organization up for a successful new year.

How to Get Started with Succession Planning

As employers prepare for the many baby boomers heading towards retirement, succession planning is essential to avoid large knowledge gaps and business disruptions. To get you started, we’re sharing three strategies to start retirement-proofing your organization.

As baby boomers create their retirement plans, employers are faced with overcoming the challenges of the knowledge and skills gaps that will be felt within their organizations once this occurs. To address these challenges and facilitate organizational knowledge transfer and continuity, it’s vital to identify and develop your organization’s future leaders. Help ensure that your company stays ahead of the (retirement) game with the following strategies.

1. Be proactive

Early detection is key. In order to plan and identify skills gaps, you need to initiate conversations with employees approaching retirement age. Build the conversation into an annual review and set reminders to follow up with colleagues who weren’t certain about their retirement plans.

2. Identify your successor

The size of your organization should be a consideration when determining succession strategies. Larger businesses can opt to promote from within their existing talent pools, but small to medium sized businesses may have a smaller pool to pull from, and can be left with larger gaps as a result of employee retirements.

Promote from within

More than simply selecting and promoting a candidate based on seniority, it’s important to learn about a candidate’s ambitions, goals and future plans. This will ensure that you are selecting a professional who is motivated to stay and develop within the organization. Employing personality and career assessment tools within your talent management process can help uncover those essential soft skills and personality traits that are challenging to identify but important to finding standout employees.

Look outside your organization

Based on the size or experience of your existing talent pool, promoting from within may not be a viable option. Your staff may not be ready for a corporate role, or you may not have been provided with enough notice to develop your future potential leaders. In selecting an external candidate, look for applicants that come from a similar industry and corporate culture. Not only will it make the transition easy for the new employee, but it will also minimize the disruption to existing colleagues.

3. Develop potential leaders

Once you’ve identified the candidate, it’s time to begin grooming them for their future roles. For employees who are new to your organization, make sure to allow a healthy training period with the retiring colleague to ensure a smooth transition for the organization as a whole.

Take inventory of skills

Begin by creating detailed job descriptions and skills lists for all existing employees approaching retirement. Consider the colleague’s full range of hard and soft skills or personality traits that have helped the colleague become so successful in their role. Try to gauge the skills your organization will require down the road based on the company’s development trends. This will help you gain a realistic understanding of the training required to get your successor up to speed.

Invest in career development tools

Developing your candidates is an investment and so, as an organization, you should be prepared to invest in career development tools such as training and online courses to help your candidate reach their full potential. Compare their current skills status to the inventory of skills created for the retiring individual to help build a training plan.

Create a mentorship program

Although skills can be gained through extra education or additional training, job knowledge can be trickier to transfer. Creating a mentorship program provides a direct opportunity for knowledge sharing amongst the retiree and their successor. Not only is mentorship critical for knowledge transfer, it enables the promoted mentee to receive feedback on career and interpersonal skills, ultimately increasing their self-confidence and placing them on track for success in their new role.

Without succession planning and a knowledge transfer strategy in place, your business faces the risk of losing critical organizational knowledge, potentially causing disruption to your day-to-day business operations and your company’s overall success. For more tips on succession planning, or for help in finding your team’s next successor, contact your local Adecco branch today!

Lēad Blog is part of Adecco and Roevin Canada. Hire your perfect team, or get more staffing advice from our experts.

2019 Compensation Trends

As the end of the year quickly approaches, it’s time for employers to look towards 2019 with an eye on emerging salary trends. From attracting and securing top candidates to remaining competitive within your marketplace, having the salary trends that will affect you most right at your fingertips is key. With these trends — and Adecco’s 2019 Salary Guide, where we’ve provided benchmark salaries for over 150 job titles — we’re here to help guide your organization into a prosperous new year.

When it comes to compensating your employees, it’s essential to consider the trends impacting the labour market in general and your organization’s competitiveness in particular. Whether it’s the newly-negotiated USMCA, the candidate-driven labour market or provincial- and industry-specific trends caused by varying economic factors, staying on top of these emerging trends will help you better predict what’s required to remain competitive in a candidate market.

Below, we’ve gathered some of the top salary trends for 2019, which are underscored by the expected increase in Canadian salaries by around 2.6%, predicted by the Morneau Shepell annual survey of trends in human resources. This rate is consistent with salary rate increases in 2018 and the current inflation rate.

The Candidate Market

Despite the slight rise in the Canadian national unemployment rate in 2018, which crawled up to 6%, the labour market continues to be candidate-driven. By the end of Q2 2018, Canada’s job vacancies stood at 547,300, an increase of 87,100 (18.9%) year over year. With a small candidate pool and growing need for applicants, companies face greater competition to attract and retain top talent, resulting in the need for employers to reassess their compensation strategies to remain competitive within their respective industries.

Defining Compensation

Compensation continues to shift due to strong competition within labour markets. Traditionally, compensation packages included salary, vacation pay, benefits and retirement plan contributions. Today, employers that face strict budgets are forced to get creative with their compensation strategies, turning to perks and incentives such as flexible work hours, telecommuting, workplace wellness programs, advancement opportunities and profit sharing to secure top candidates. By making a healthy work/life balance part of their compensation package, these employers take advantage of cost-effective alternative compensation strategies to remain competitive.

Provincial Trends

Within the provincial breakdown of salary increases, BC and Alberta lead the nation in average salary increase at 2.8% and 2.7% respectively. Quebec is projected to be right around the national average at 2.6%. Ontario falling slightly behind the average at 2.5% is perhaps a reflection of Premier Doug Ford’s amendment to Bill 148, freezing the Ontario minimum wage at $14 until 2020. Other provincial salary increases range from the 2.0% to 2.6%: Newfoundland (2.0%), Manitoba (2.3%), New Brunswick (2.3%), Saskatchewan (2.6%) and Nova Scotia (2.6%).

Industry Trends

Although on average, employers have acknowledged 2019 plans to increase salary ranges by 1.9%, different industries can expect varying 2019 compensation trends. Higher salary increases will be seen in industries such as real estate, rental and leasing (3.8%), with industries such as professional, scientific and technical services following closely behind (3%). Other industries that can expect to see a slight raise in salaries include education services (3%) and public administration (2.8%). These increases may be in response to below average increases over the past few years, finally catching up to other sectors in 2019. Sectors such as finance and insurance, manufacturing and retail trade are expecting a steady increase (2.7%). Industries that are anticipating lower than average increases include information and cultural industries (1.5%), health care and social assistance (1.7%), and arts, entertainment and recreation (2.1%).

Looking to stay on top of changing compensation trends? Let Adecco’s 2019 Salary Guide break it down for you. With benchmark salaries of over 150 job titles, you’ll be able to assess salary competitiveness in your industry and province. Click here to receive your free digital copy.

Lēad Blog is part of Adecco and Roevin Canada. Hire your perfect team, or get more staffing advice from our experts.

 

The Growing Skills Gap in Additive Manufacturing

Additive manufacturing (AM) is set to enhance innovation while providing financial benefits and efficiency improvements across the engineering landscape. Yet, despite this vast potential, the skills gap in AM — and STEM more broadly — poses a threat to the competitiveness of Canadian organizations worldwide.

Additive manufacturing (AM) broadly describes the technologies that build 3D objects by adding layer upon layer of material. This includes 3D printing, rapid prototyping, direct digital manufacturing and layered manufacturing. A growing trend in engineering fields, AM is a cheaper, waste-minimizing form of manufacturing that gives designers improved control over components manufacturing.

As AM takes hold in manufacturing processes, it will become increasingly important for Canadians to learn and adopt these practices in order to stay relevant and competitive on a global stage.

Competing in a global arena

The Canadian government has already taken steps to promote AM within the Canadian marketplace. In the past few months, the federal government has invested millions of dollars into additive manufacturing facilities, creating more jobs for Canadians and protecting our global competitiveness.

The May 2018 announcement of a $14 million investment from the federal government plus an additional $7 million grant from the government of Ontario to advanced manufacturing company Burloak Technologies puts that company on the path for global AM leadership. Similarly, the announcement of up to $21.1 million for TEKNA Plasma Systems Inc. from the federal and Quebec governments will allow TEKNA to increase their manufacturing capabilities to remain competitive globally. The projects are set to create 295 and 170 jobs for Canadians, respectively, while promoting AM within the industry.

Overcoming the skills gap

For organizations to stay competitive within their field they must review their workforce structure to take advantage of new technologies and to ensure they’re not left behind. Unfortunately, as the additive manufacturing field grows, there is strong competition for a limited talent pool. Few candidates, paired with constantly evolving AM technologies, materials, and practice, mean employers face growing gaps within their workforce.

To stay competitive globally, and help bridge the skills gap, employers should focus on promotion — evangelizing the benefits of AM will help draw attention to both the innovation itself and the skills required by this new technology. Other ways to help find and develop the talent necessary to take full advantage of AM include:

Training/re-training – Promoting from within can be a great way to help boost colleague moral while bettering your workplace culture. Consider offering online training programs or providing existing employees with financial assistance to develop their knowledge of additive manufacturing technologies.

Education initiatives – Organizations may consider visiting local elementary and secondary schools to promote the STEM fields to today’s youth, and at the same time encouraging the next generation of workers to explore careers in additive manufacturing that they may otherwise disregard.

Apprenticeships – There are many benefits available to employers by partnering with post-secondary institutions to offer apprenticeships for students or graduates within STEM fields. Not only do apprenticeships yield a positive return on investment by creating employable, trained candidates, they also help your organization build a relationship with educational institutions and students in these fields, effectively pipelining new talent for future employment.

The lack of suitable candidates in this field highlights the increasing importance of education, training and skills as AM technology continues to transform many industries. Interested in a STEM position to join the revolution? Talk to your local Roevin office today!

Lēad Blog is part of Adecco and Roevin Canada. Hire your perfect team, or get more staffing advice from our experts.

Coping Strategies for Your Department’s Busiest Times

How your business manages workplace stress can have a big impact on your productivity, employee engagement and even retention. During your busy season, when the demands on your department can peak, having a set of stress relief strategies ready to go will help you tackle your busy season with confidence. In this article, Doug Hamlyn, VP, Finance, of Adecco Canada and Roevin, describes some of the best ways to help your employees manage workplace stress.  

When I hear the word “stress,” I think of steel beams and concrete columns and the tests they undergo to make them crack. Though this definition comes from my early career as a civil engineer, in a very similar way, I view work stress as the mental or emotional strain that we are subjected to from difficult or demanding work situations.

I have spent most of my career working in finance departments where stress in its many forms typically happens during quarter-end, year-end or budget season. The usual suspect is the classic ‘having too much work and too little time,’ but can also come from those unexpected events that we hadn’t factored into our timelines. Now, with these unexpected audits or projects on top of an already-full workload, we have plans and priorities that don’t align and family and work conflicts where compromise may not be an option. And if you add to that a manager who isn’t solution-focused, you can get a perfect storm of workplace stress.

As managers, it’s our job to find a way to deliver the results our business requires with minimal stress along the way.  Here are some ideas to help alleviate the pressure of peak season stress:

1. Plan ahead

Stress often comes from not having a plan, so give your employees a clear idea of how they’ll get through the busy season. Use the deadlines and workload you already know to develop your plan. Ensure that you also include buffer zones for last-minute or unexpected demands. You should also factor in your employees’ external commitments to get as realistic and attainable a plan as possible. With proper planning and scheduling, you can give your employees that extra bit of confidence that their time and workload is recognized and accounted for.

2. Vacation blackout period

At the hiring stage, make sure to communicate that there are times of the year when employees cannot take vacation. By setting these expectations ahead of time, you help ensure that all resources are available for your busy period.

3. Remain flexible

Determine which deadlines are firm and which are flexible. You may even have some leeway with external audit dates if you ask and have a valid rationale for delay. In addition, make sure you’re flexible with how you allow people to finish their work in lieu of ‘burning the midnight oil.’ For example, allow your employees to finish their work at home, start earlier, etc.

4. Sharing resources

Use external temporary resources to manage routine tasks and free up senior staff to tackle budgets or year-end functions. Make sure all your resources are cross-trained so that they can share assignments for increased staffing flexibility.

Thinking about expanding your temporary workforce? Explore your options with Adecco.

5. Say no

No is a powerful word. While you usually can’t say no to your boss or to your company’s fixed deadlines, think about the discretionary requests that you can say no to, such as attending a meeting when someone can update you later or taking on a new task that would be a better fit for a different department. For non-critical requests that you’d like to take on but don’t have the time for right now, consider saying “not now” and setting a date for the future.

6. Celebrate

Recognizing your team’s accomplishments can go a long way towards diffusing stress. Even if it’s just taking your staff for a coffee when a deadline is met or ordering in lunch if you can’t get away, small celebrations help demonstrate your appreciation for your staff’s hard work. Plus, these much-needed breaks give your staff some breathing room to help them see the bigger picture (and the eventual return to normalcy).

7. Stay healthy

Encouraging your staff to take steps to prioritize their health will benefit everyone, which is especially true if your busy season coincides with flu season. Encourage your employees to maintain healthy sleep schedules and their physical fitness to ensure that they are ready to tackle their tasks head-on when they’re at work, and to improve their at-home lives at the same time.

As we continue to do more with less, managing through busy periods will always be a challenge. But if you engage everyone in setting a work plan that takes into account each person’s unique and important commitments and their normal working hours, you can minimize the stress they will endure during these periods.

 

Doug HamlynDoug Hamlyn, B.Eng. and MBA, is the Vice President, Finance for Adecco Canada and Roevin. With 10 years in large, multinational public and private staffing companies and experience in the Canadian, U.S. and South African markets, Doug brings senior financial leadership to Adecco’s executive team. Along with his Finance, Real Estate, IT and Occupational Health & Safety teams, Doug’s focus is on regulatory compliance, business controls, process improvements and client support.

Lēad Blog is part of Adecco and Roevin Canada. Hire your perfect team, or get more staffing advice from our experts.

 

Small Businesses and the Growing Competition for Talent

Small and medium-sized business owners face many hurdles when competing against large corporations. Don’t lose that dream candidate to a major competitor! Let our tips help you transform your company’s team for future success.

Small and medium-sized enterprises (SMEs) often face considerable competition, and recruiting quality candidates is no exception. On-boarding and training new hires can be a costly endeavour and candidate attraction can be difficult with limited brand recognition. In celebration of this year’s Small Business Week, we’re highlighting some of the challenges that SMEs face when recruiting and offering our tips for finding success. Read more