Skip to content

Posts from the ‘Employers’ Category

Mastering Your Employee’s Performance Evaluations

Taking the time to conduct yearly performance reviews with your team is necessary to maintain peak performance of your organization. How will you make the most of performance appraisal season this year?

Conducting yearly performance assessments for your team is an essential tool to maintain the success of your business. Job appraisals can motivate colleagues to improve their performance through goal setting, while also providing a platform for employers to constructively assess colleague performance in relation to business needs and demands. Ready to kick-start your employee appraisal season? Adecco shares some of our favourite methods to motivate employees during appraisals to increase performance for the year ahead.

Set expectations early on

There should be no surprises during performance evaluations. Expectations should be clearly detailed within each employee’s job description and in the employee handbook. Revisit these expectations periodically throughout the year and especially in the months leading up to the employee’s evaluation to serve as a friendly reminder for those who may need an extra push to get back on track.

Utilize self-evaluations

Self-evaluations are an essential tool during the employee performance review process. Provide employees with a performance appraisal template well in advance of their scheduled formal evaluation to give employees time to fill out their self-assessments. This provides colleagues with the time to reflect on their performance over the past year and to give realistic ratings of their own performance. These self-appraisals can help remind managers of colleague contributions and they guide the creation of talking points for the appraisal meeting.

Start a conversation

Rather than creating a laundry list of feedback, start a conversation with your employee. Prepare talking points based on their performance to date and information shared in their self-assessments. Make sure to discuss career goals to ensure their needs are met and that you are fostering a work environment that promotes development.

Focus on coaching

To keep employees engaged and driven, highlight available coaching resources during the appraisal meeting. Ask your employee what they require from management to meet their performance and professional goals. Create an action plan to keep both parties accountable. By focusing on coaching practices during your appraisals, you are acknowledging your responsibility to develop and further your employees’ career goals.

Get to the point

One of the hardest parts of an employee’s performance assessment is confronting team members who are not pulling their weight. Although the conversation may be uncomfortable, speaking honestly about an employee’s poor performance and its impact on the organization is an effective way of addressing productivity gaps within your business. The performance appraisal meeting presents an opportunity to find out the cause of the problem and help employees create a plan to get back on track, which may include reassigning tasks or providing extra support or learning where necessary.

Focus on the give and take

As an employer, your takeaway from the performance appraisal session is clear. You will walk away with feedback on operations and management performance. But what does the appraisal give to your employee? Whether it’s monetary compensation, additional benefits or perks, or compensation for training and education, make sure to provide high-performing colleagues with a take-away for a job well done.

Create a follow-up plan

A full year may be too long to wait to discuss the outcomes of the appraisal meeting. Keep employees motivated by creating goals as well as a follow-up plan. This helps to keep both employee and management accountable for development, while increasing the overall performance of your organization.
By focusing on performance feedback, self-evaluation, employee recognition and goal setting, your employees will feel respected, valued and ready to take on another year of hard work within your organization.

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

 

Keeping your candidates on their toes: why you should be asking oddball interview questions

As a hiring manager, do you ever feel like you’re stuck in your own version of Groundhog Day, asking the same questions in interviews with candidates with similar qualifications, day after day after day? Don’t let your interview process get stale! Adecco is here with some of our favourite oddball questions to ask in a job interview to help you spice up your interview process and identify top talent.

When it comes to preparing questions for the interview process, recruiters have two goals: to identify the candidate whose skill sets match the position’s requirements and whose personality complements the organization’s corporate culture. Traditional questions such as “what are your strengths and weaknesses?” and “where do you see yourself in five years?” can still provide a valuable base for getting to know the candidate. But, as we’ve discussed before, behavioral interview questions give your interviewees the opportunity to show how they’ve approached certain situations in the past, helping you evaluate their potential fit with your organization.

Similarly, oddball interview questions can help you learn more about your candidates. Some of the top tech companies use strange interview questions in their hiring practice for this very reason. Here are a few of our favourites:

1. How many Big Macs does McDonald’s sell each year in the U.S.? (Facebook)
2. If you could be remembered for one sentence, what would it be? (Google)
3. How many children are born every day? (Apple)
4. If you had a choice between two superpowers — being invisible or flying — which would you choose? (Microsoft)
5. Design a spice rack for the blind (Intel)

The purpose of these interview questions is simple. Not only do these questions keep you from receiving the same practiced responses to traditional interview questions, they also force applicants to get creative and think critically about their answers. You can gauge how an applicant truly responds under pressure while getting an off-the-cuff response that reveals their true values, beliefs and logic. Questions can be positioned to identify candidates’ behavioral patterns, logical and critical thinking, beliefs and values.

Getting creative with your interview questions not only helps get honest answers out of unsuspecting candidates, but it also proves to your prospective candidate that the position is with an organization that thinks outside of the box, making you look great while helping to identify the best applicant to join your team.

Need help selecting the best candidates for your open roles? Our experienced recruiters are ready with some interview tricks of our own! To get started, contact your local Adecco branch today.

Make Workplace Health and Safety your Priority

As an employer, it’s your responsibility to keep employees safe at work. By creating and implementing a strong health and safety policy within your organization, you will maintain a happy and healthy workforce for years to come.

Occupational health and safety refers to the health, safety and overall well-being of people at work. Injuries at work are not only costly for employers, but also have a detrimental impact on productivity and can harm the public perception of your organization. With North American Occupational Safety and Health week only days away, it’s time to reflect on your organization’s workplace health and safety program. To help you get started, we’ve provided some techniques that you can implement to make your work environment a safer place.

1) Have a health and safety policy in place

Under Canadian health and safety legislation, all employers are required to provide their staff with a written occupational health and safety policy to minimize risks and keep employees safe. When writing your health and safety policy, include safe work procedures, identify potential hazards and outline rights and responsibilities of all levels of staff. Keep your policy up to date by scheduling an annual review or review it whenever job functions change. Make sure it is written in that all levels of staff can understand and have it signed by upper management to acknowledge your organization’s commitment to health and safety in the workplace.

Training on forklift: Occupational health and safety

2) Proper training of new employees

Strong workplace health and safety begins with thorough training. Along with training on specific job functions and the tools and equipment required on the job, incorporate a health and safety orientation into your new hire training sessions. Create a checklist to ensure you’re addressing all the necessary topics and make sure to cover rights and responsibilities, workplace hazards, safe work procedures, and emergency response procedures. You can also create a training manual for new staff. Be sure to update with new policies and practices as they emerge. And don’t limit training to new hires! Even the most tenured staff member can benefit from a routine refresher training session to improve the quality of safe work in your organization.

3) Build a health and safety committee

Your company’s occupational or joint health and safety committee is responsible for putting your health and safety policy into practice. The committee should combine members from upper management and all levels of staff to work together and resolve potential hazards or safety concerns within the workplace. When creating your committee, an equal ratio of management to staff should be selected. Your industry’s health and safety legislation will dictate how many members are required for your committee. Members should be adequately trained on workplace health and safety. For more information on building your health and safety committee, take a look at the additional resources provided by the Canadian Centre for Occupational Health and Safety.

4) Conduct monthly health and safety inspections

With your joint health and safety committee in place, schedule monthly inspections to actively look for ways to increase health and safety within the workplace. Test all emergency response systems including fire detectors. Check the fire extinguisher to make sure the pin is intact and the seal is unbroken. Keep an eye out for obstructions to emergency exits. Be mindful of seasonal changes that may affect your staff’s safety, such as wet floors from melting snow or cold drafts from windows. Acknowledge these potential hazards and put measures in place to correct them before they cause accidents.

5) Have an accident investigation program

Any incident in the workplace that either resulted or could have resulted in injuries, illnesses, health issues or fatalities should be considered an accident that needs to be investigated. Investigations are an important step in identifying the cause of the accident and being able to eliminate hazards that can cause repeat injuries. Accident investigators should assess the scene to make sure it is safe, speak with witnesses, identify the root cause and provide recommendations for corrective actions. Find more on creating your accident investigation program here.

Jackets for workwear: safe work

6) Personal protective equipment

Educate employees on the importance of wearing personal protective equipment (PPE) and provide adequate signage around areas that require employees to wear PPE. Put in place a PPE policy that outlines what’s required as well as when and where it must be worn. Providing compensation for PPE will ensure that employees purchase items such as steel toe boots that are comfortable to wear over long periods. Don’t forget to lead by example and follow the PPE rules you have put in place.

7) Provide annual maintenance on all equipment and machines

Regardless of the performance of your equipment and machines, routine maintenance is recommended for a reason. Regular maintenance helps to eliminate injuries caused by malfunctioning equipment or machines. A lockout/tag out program should be in place for machines that require maintenance to identify them and keep them from future use until the machine has been assessed and repaired.

8) Keep the workplace clean

A clean workplace means a healthy workplace. Air quality and tripping hazards are just a couple of reasons why cleanliness at work is essential to occupational health and safety. Maintain proper housekeeping at work by having all employees clean their work space before leaving every day to minimize potential hazards. Wipe down floors that may have been affected by spilled oil or grease and return equipment to their proper storage to avoid accidents such as trips, slips and falls.

9) Reward good health and safety practices

Motivate employees to maintain proper health and safety practices by rewarding or acknowledging colleagues who consistently follow safety procedures. A recognition program reiterates to employees that their actions are being monitored while also making it clear that health and safety is the responsibility of everyone. A recognition program encourages fellow employees to make conscious, safe decisions in the workplace.

By implementing proper health and safety procedures within your organization you will reduce accidents and maintain a happy and healthy workforce. For more reading, we’ve provided even more helpful tips here.

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

 

Establishing your corporate social responsibility program

A well-executed corporate social responsibility program integrates a company’s commitment to global well-being into their business plan, creating a business model that is both profitable and  charitable.

Implementing a corporate social responsibility program within your organization is a win-win. While implementing programs that benefit your community, CSR programs can also create positive brand association for your business. Check out Adecco’s guide to establishing your corporate social responsibility program for help understanding corporate social responsibility and developing your own CSR program.

What is corporate social responsibility?

Simply put, a corporate social responsibility program helps hold companies accountable for the economic, social and environmental impact they have on society. A company’s CSR efforts work to improve local and global communities and can include donating funds or resources, volunteering, and initiating environmental practices.

Benefits of corporate social responsibility: technical financial graph on technology abstract background

What’s in it for your business?

If executed successfully, the benefits of corporate social responsibility for your organization are vast. Consumers are becoming better educated about where they spend their money, increasingly basing purchase decisions on more than the product or service themselves. In fact, 87% of consumers will make a purchase because the company advocated for an issue important to them. Undoubtedly, giving back to society helps make the world a better place, but it also improves public image of your brand, increases employee attraction and retention, and fosters relationships with investors.

Corporate social responsibility and success

What do some of the top Fortune 500 companies have in common? A successful CSR program that boosts their public image while contributing to the global community.

Starbucks lives and breathes CSR in every aspect of their business. They are committed to sourcing ethically-produced products, strengthening local communities and reducing their environmental impact through green stores, packaging and energy efficiency.

H&M has incorporated corporate social responsibility into their business by committing to fair living wages for workers in factories and creating sustainable fashion. Also, through their partnership with WWF, H&M focuses on responsible water management.

Ready to start your corporate social responsibility program?

Consider these helpful tips:

  1. Select a cause that fits within your corporate culture and organizational values. This will ensure your CSR efforts are authentic to your business. For example, if your business is in the food industry, create a program that provides food to those who need it or purchase your ingredients from local farmers.
  2. Create a plan of attack and identify metrics to hold your business accountable. Building your corporate social responsibility program into your business model will help to keep your business decisions in-line with your CSR values.
  3. Involve your employees and customers in donations or volunteering efforts. Getting your staff and audience involved emphasizes your dedication to the cause and reiterates your corporate social responsibility values.
  4. Publicize your corporate social responsibility accomplishments. This will highlight your commitment to making the world a better place, helping draw attention to the cause while also promoting positive brand recognition among your customers and colleagues alike.

Here at Adecco, we value the importance of a corporate social responsibility program to leave a positive impact on our global community. Our Win4Youth program unites employees, clients and associates in fitness to support Plan International’s efforts to improve young people’s lives through education and employment. Learn more about the Win4Youth program and start tracking your kilometres and activity hours at http://www.win4youth.com.

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

 

Flexible Work, Different Work Weeks

It’s no surprise that flexible work weeks reap great advantages for employees, but did you know that employers can also gain from flexible work arrangements? From promoting a positive work life balance to candidate retention and attraction, read on for how flexible work can benefit your organization.

Flexible work weeks have become a sought-after element of comprehensive benefits packages for employees. The ability to schedule their week as they feel fit enables employees to maximize their work-life balance while reducing the stress associated with commuting, child care and other demands. Given the benefits that flexible work arrangements offer employees, are you ready to let different work weeks make a positive impact on your workforce? Check out Adecco’s guide to flexible work and elevate your organization’s productivity today.

Three common types of flexible work:

Compressed work week

Simply put, compressed work weeks involve working more hours in fewer days, commonly consisting of four ten-hour days. The additional day off, often observed on Mondays or Fridays, gives your staff a longer weekend and a greater work-life balance.

Pros

Not only does a compressed work week offer your employees larger periods of time off, it also enables employers to extend their operation hours. Plus, employees are said to have greater job satisfaction, reducing employee turnover.

Cons

Long work days can lead to exhaustion and fatigue for your staff, affecting the overall productivity of your business.

 

Flexible work hours

With flexible work hours, employees are given the freedom to coordinate their daily schedule to accommodate their personal needs.

Pros

If executed successfully, flexible work hours enable employers to increase headcount without adding work stations through communal seats and computers. Flexible workers in general work longer hours, achieve more and are more satisfied with their work.

Cons

Although flexible work hours can yield benefits to your business’s bottom line, it has the potential to complicate communication. With employees working different hours, it can be challenging to find a time to schedule a meeting, thus hindering communication on joint projects.

 

Telecommuting/working from home

Telecommuting or e-commuting involves work performed from a remote location, often a home office. Employers may allow workers to telecommute a few days a week, or, based on the needs of the business, full-time.

Pros

Telecommuting, at its best, has the potential to enhance productivity among your employees. Working from a home office enables employees to complete their workload within their peak periods of productivity while maintaining a strong work-life balance.

Cons

Employees who telecommute lack opportunities to collaborate with colleagues, miss out on social activities and may find it hard to divide their professional work from their personal lives, all potentially affecting productivity and your business’s bottom line.

As an employer, it’s clear that offering your employees flexible work can be advantageous. Enabling a flexible work week has the potential to reduce tardiness and absenteeism, decrease turnover and attract top talent. It also facilitates employment for workers with children and workers with disabilities, ensuring your business has full access to top candidates regardless of their personal situations.

With proper execution, flexible work can accommodate the needs of your colleagues and business alike, helping to make your organization a great place to work.

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

 

Managing Diversity

In this era of advancing technology and globalization, excluding diversity from your workforce can leave you missing out on great talent. But managing a diverse team presents its own set of challenges. To help in your efforts, check out Adecco’s six tips for managing diverse teams in today’s workplace.

The benefits of a diverse team are virtually endless. For example, a multigenerational workforce can provide a high level of on-the-job knowledge along with varied approaches to business, technology and social media. And a multicultural workforce creates more understanding and respect for cultural differences among colleagues, customers and partners alike. In all, having a diverse workforce brings multiple talents and ways of thinking to your organization, strengthening your decision-making abilities and giving you a competitive edge.

You may wonder how you can create a diversified workforce that benefits, rather than hinders, your team’s productivity. Read on for our six tips for managing diverse teams.

1. Emphasize open communication policies

Communication is key to managing diversity at work. Be clear and concise in all communication from upper management especially when discussing workplace policies, promotion criteria and non-discrimination policies. Promote an open-door policy with management and encourage employees to express any concerns or issues before it develops into a conflict.

2. Establish expectations early

Start by ensuring that expectations are clearly communicated to all employees. Setting out an individual’s responsibilities and role within the organization up front helps establish a baseline expectation so everyone understands what they’re accountable for. At the same time, it’s important to be sensitive to your staff’s needs. Ensure that accommodations are made for employees who need it. Equitable treatment of your employees accounts for their differences and aims to help them succeed.

3. Invest in diversity training

Despite your best efforts to foster an inclusive environment, investing in diversity training can empower your personnel to respect their differences and work together as a team. Diversity training can improve employee collaboration while reducing conflict, allowing you to build a team that is open to new ideas from all colleagues.

4. Manage conflicts

Conflict in the workplace is inevitable. Address issues head-on to avoid escalation of tension and be especially sensitive to complaints about discrimination. Work to find a solution that addresses the conflict swiftly and fairly to help keep employee relationships healthy and strong.

5. Capitalize on team-building activities

Team-building activities are a great way to connect colleagues. Through these exercises, your employees learn how to collaborate in a relaxed setting while improving communication within your team. Investing the time to incorporate team building into the workplace will enhance your team dynamic while maintaining a healthy diverse workforce.

6. Celebrate your diversity

Cultivate an environment that promotes inclusivity by celebrating the differences of your colleagues. Acknowledge cultural holidays and other celebratory days (such as International Women’s Day on March 8 and Canadian Multiculturalism Day on June 27). Use these events as an opportunity to educate your staff on different values, beliefs and backgrounds. Celebrating diversity will help forward inclusion in your organization.

Integrating diversity into your organization can turn your workforce into a dream team. Let us help you build it. 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.