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Posts from the ‘Compensation’ Category

What’s a Job Application Got to Do with It?

Do you think of each applicant in your database as a client? If you don’t, it’s time to start. But where to start? Where else but at the beginning of your organization’s relationship with any potential employee: their job application. But why treat an applicant as a client? Why think of them as a customer of any kind, especially when they’re the one asking you for money? Such thinking is precisely the problem. Read more

The Hunger for Professional Development

Last summer, we discussed psychological safety in the workplace, addressing head on how workplace bullying can affect the mental health of employees, the responsibilities employers have in protecting their employees from such harassment, and the steps they can take to ensure their workplaces are psychologically safe for all. This blog has also discussed the concept of total compensation, which involves customizing a compensation package based on an organization’s corporate culture, and which typically includes a mix of cash, benefits, retirement plans, as well as other programs, such as onsite daycare to show family support and foster employee loyalty and discounted gym memberships to ensure employee health and productivity.

The common thread between all of these ideas is that employees require more than cold, hard cash to drive an organization to success; they need to feel appreciated and cared for by their employer. However, meeting those needs involves more than providing compensation, recognition, and rewards. Employees need to feel, not that their employers are doing them favours or simply abiding by the law, but that they see them as integral parts of the whole. That’s why true employee morale – and all the benefits that come with it for individual workers and the organization – stems from the very basic human desire to feel like they belong. Professional development, because it conveys gratitude and empowers employees to be their best, helps foster that sense of belonging. And although this blog has talked about the components of effective professional development efforts before, it’s time now to consider the time, energy, money, and decision-making that come with those efforts. Read more

The Cost of a Dire New Hire

About a year ago, we wrote about the red flags found in a dire new hire – those disillusioning revelations that make employers second guess their interviewing skills and ability to judge character – and what steps can be taken to remedy the situation. In this article, we’re reinforcing the need for solid screening and interviewing practices by attaching a price tag to the problem – which adds up to a lot more than you might think. Read more

Building an Olympian Workforce

With the 2014 Winter Olympics in Sochi, Russia revving up, people are not only marveling at the abilities of Canada’s athletes, but also at the level of resolve it took for them to make it there. It begs the question, however, about what qualities drive them to such success? And how can employers harness such qualities to go for gold in the arena of business? Read more

Of Job Titles and Jokes

Forget what’s in a name. What’s in a job title? Recently there’s been a bit of a war going; a war of words – about words. On one side are the traditionalists who prefer conventional-sounding job titles; on the other are those who advocate more “creative” job titles, which can include terms such as “Guru”, “Rock Star”, “Ninja”, “Mastermind”, “Wizard”, and even “Jedi” (despite copyright infringement). So who’s right? Are the traditionalists rational, no-nonsense straight-talkers, or fastidious old fuddy-duddies? Are the creative types energetic, cutting-edge iconoclasts, or juvenile, arrogant upstarts? Both sides have their points, but their debate shines a light on some larger issues when it comes to assigning job titles to employees. Read more

Dear Adecco: Small Business Owner Tips #3 – Total Compensation

If you’re a small business owner, you know how costly it can be to offer your best staff members the kind of total compensation they deserve. But all is not lost. Even for the smallest of businesses, there are other forms of compensation far less costly – and more effective – than cash that can help you retain your top performers, and we explore these alternatives in our third installment of Dear Adecco.

Remember: Even though the exchanges in this series are contrived, they address very real concerns that many a small business owner and supervisor think about every day. Read more