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Posts from the ‘Employee Relations’ Category

Cannabis – A Shift in Perception

With the legalization of cannabis only a couple months away, many Canadians still have reservations about its accessibility and the effects its consumption will have on the workplace.

In the past few years, Canadians have experienced a growing reliance on the use of cannabis for medicinal purposes. Its usage for treatment of pain, relief of cancer symptoms, and epilepsy has paved the way for the legalization of cannabis and has slowly altered the way the general public perceives the historically illegal substance.

Though studies show the majority of Canadians agree with its legalization[i], recreational use of cannabis still has its critics. Here, we examine three areas of concern related to the legalization of cannabis and its impact on the workplace.

Managing a “high” workplace

Though employers must accommodate employees who have prescriptions to use medicinal marijuana, the imminent legalization of cannabis brings up concerns about controlling recreational use at work. Employers have the right to set limitations on the consumption of cannabis on work property in line with a drug-free workplace policy. The policy should outline disciplinary action for offenders in attempts to prohibit impairment on the job.

Managing the credibility of employers and employees

Regardless of the pending legalization, or the use of cannabis for medicinal purposes, there is still a stigma surrounding the consumption of cannabis. Once legal, employers should make attempts to change policy vocabulary. For example,  the substance should no longer be defined as “illegal” to recognize the legislated reality and to help shift perceptions away from traditionally negative views of recreational consumption by employees.

Negotiating differences in perceptions across demographics

Cannabis purchases vary based on demographics, with 25-44 year-olds accounting for 40% of the purchases while the 45-64 year-old group accounts for only 23% of cannabis purchases.[ii] Though this number has grown, the large gap in consumption between the age groups indicates greater acceptance towards cannabis from the 25-44 year-old demographic. By instituting a drug-free workplace policy, employers can accommodate the varying perceptions of cannabis across your workforce.

Regardless of the varied perceptions, the legalization of cannabis is imminent, and with it, proposed preventative measures instituting proper control of substance distribution and consumption will be introduced that seek to allay negative perceptions of the legalization of cannabis. Employers can also respond to shifting perceptions with clear workplace policies for their employees.

To view more of our blogs and articles, visit our Employer resources page on our website.


For more information on how this budding industry will affect organizational policy and job opportunities, stay tuned to our series examining the legalization of cannabis in Canada.

[i] http://www.macleans.ca/society/majority-of-canadians-support-marijuana-legalization-says-survey/

[ii] http://business.financialpost.com/commodities/agriculture/canadians-spent-c5-7-billion-on-cannabis-in-2017-statistics-canada

 

Attracting and Retaining Your Talent

It’s no secret that the key to any company’s success lies in the ability to maintain a committed and motivated workforce. With professional networking sites, such as LinkedIn, becoming the norm in recruitment strategies, it has become increasingly challenging to avoid turnover.

Here are some tips to help you in the areas of employee attraction and retention.

Attracting Talent

Fair compensation

One of the biggest mistakes an employer can make is to base their position’s salary on budget —not market rates. To ensure your pay rates are competitive within your market, consult Adecco’s 2018 Compensation Guide. Don’t forget competitive compensation encompasses more than just the base salary! Make sure you offer a flexible benefits program so your employees can pick a plan that satisfies their individual needs.

Referral bonuses

Good people know good people! Why not capitalize on that? To supplement your recruitment efforts, try offering the incentive of a referral bonus to . A gift card, paid vacation day or cash bonus encourages employees to refer only the best candidates.

Your online reputation

With online search engines leaving little to the imagination, building a good company reputation is essential for your hiring process. Bad reviews, scandals, news stories and complaints can scare off that potential candidate before they even step foot through your door. Make sure you monitor your online reputation to ensure your talent pool isn’t being influenced.

Clear and Concise Job Descriptions

Making sure you have job specs in place that carefully detail the role and responsibilities of the position ensures that the potential candidate understands the role’s expectations from the get go. A detailed job description also allows the candidate you’re interviewing gage what they will be accountable for delivering and what how their performance will be measured.

Retaining your staff

Job Training

There is nothing more challenging than being thrown into a new position with little to no training. Regardless of what’s listed on that new employee’s resume, a new company brings new technologies, software and office practices. Providing a thorough training session for new hires will help instill confidence in their new role. Pressed on time? Consider curating a department manual. This can be used as a supplementary training aid, as well as a reference guide of expectations and proper procedures for the entire department.

Positive Work Culture

Spending 40-hours a week at work is taxing on even the best employee. Ensuring your employees have a great atmosphere to spend most of their waking hours demonstrates just how much you value them. Celebrating holidays, organizing luncheons and implementing casual dress days are just a few ways to develop a culture that keeps employees motivated.

Employee incentive programs

Incentive programs keep employees motivated. A common incentive is the profit sharing program.  This incentive allows an employee to be rewarded based on the company’s success. Working within a budget? Don’t be afraid to get creative! Try offering a paid lunch, a gift card for coffee or to the movies, and watch employee productivity increase!

Feedback

Every employee appreciates constructive feedback. Not only does it open a dialogue, it also confirms the employee’s value. Make sure to reward a job well done with special acknowledgement to not only keep employees motivated, but also boost job performance.

Development and growth opportunities

Professional development is a driving motivator to many employees. They want to be assured they are in a position that’s linked to growth opportunities. To assist employees with their professional development, hold annual or bi-annual reviews, set realistic career goals and create action plans. Finally, make sure employees are aware when an internal position is available to give them an opportunity to apply.

Work/Life balance

At the end of the day, work family is not real family. Employees have a life outside of their cubicle and it’s important to consider what you can do to better that life. With modern technology, it is becoming increasingly common for companies to implement flex hours, or virtual work options. These options give employees the flexibility to manage their personal life, while maintaining productivity in their professional one.

Looking to increase your success at attracting and retaining talent? Adecco is here to help! Contact your local Adecco Branch to speak with one of our specialized recruitment consultants!

For more information and articles, visit our Employer resources page on our webs

5 Tips to Retain Your Talent Pool

With the labour market becoming increasingly competitive, employers are finding it challenging to retain their talent. Employees are keeping an eye out for better opportunities, or are contacted by headhunters with offers too good to refuse.

At Adecco, we know that great employees are hard to find. To help navigate you through this reality, we’ve got five main employee retention tips..

  • Provide internal growth and development opportunities

No employee wants to be stuck in a so-called “dead-end” job. Internal growth and development starts from day one! Establish a strong on-boarding training resources. Consider setting a review schedule to meet individually with your staff to set goals and create action plans that help them progress. This will also help to continue to motivate them and feel appreciated.  Promoting internal growth and development highlights your belief in their success.

  • Create a positive workplace culture

The average Canadian spends 90,000 hours at work during their lifetime.[i] That’s approximately one third of someone’s life! This is why colleagues are often referred to as a second family or work family. Make sure to foster these relationships. Hold luncheons, celebrate birthdays and holidays, hold contests and team building events. These may seem like small incentives, but they can have a big impact in making the workplace more enjoyable and inclusive.

  • Foster open communication between management and staff

It is often said — Employees do not leave companies, they leave managers.  Create an open-door policy for management within your office to make them more approachable to staff members. Encourage employees to express any concerns or ideas they may have to make the office better. Start a dialogue! Hold weekly meetings to discuss workplace issues, highlight business successes, and, bridge conversations between management and staff members.

  • Work/life balance

With an increased presence of technology in the workplace, the way we work is continuously evolving. From freelancing, to flex hours, to working from home — the ability to connect to the office virtually on a multitude of platforms enables employees to have more freedom than ever before. Consider providing your staff with laptops, and letting them to work from home one day a week. Or, offer a “flextime” option  and let them work a set number of hours a week on their own schedule.  You may even consider paying them hourly and allowing them to leave once their workload is complete. When an employee has the flexibility to manage their work with their personal life many witness an increase in productivity and a happier employee!

  • Consult job stat sites/compensation guides

If you don’t offer competitive pay and benefits, you’re already out of the game. Financial compensation is a huge motivator for employees. They know their worth and if another company meets or exceeds that value, it won’t be long before you receive a resignation letter. Consult reputable job stat sites/compensation guides to determine fair financial compensation from the get go. Don’t forget; compensation is not just salary. Benefit packages can be equally enticing to an employee. Make sure you have a benefit plan that is as diverse as your staff to support all their needs.

If you would like to view Adecco’s Compensation Guide, contact your local Adecco branch to receive your complimentary copy of our 2018 Compensation Guide. Stay tuned for the digital version coming out in early December.

Unfortunately, there is no way to eliminate turnover altogether, however, when it comes to retention a little effort does goes a long way. When an employee feels satisfaction in their job and receives recognition, they are less likely to peruse job boards or return that call from the headhunter. By hiring your employee, you have bought into them, now give them a reason to buy into you!

For more information and articles, visit our Employment resources page on our website.


[i]  The Globe and Mail, 2017

https://beta.theglobeandmail.com/life/top-five-tips-for-creating-work-with-purpose/article36352867/?ref=http://www.theglobeandmail.com&

 

Persistence and You

By Andrea Mancini, Adecco Canada National Account Executive


Success is all about persistence and doing the right thing for the long term.
-Bruce Rauner

 

In a world where it often feels like all your problems could be solved with one app click, I have found that the formula for success requires more effort and good old-fashioned persistence. Any successful sales champion will tell you that they did not reach the top of their game by hoping for success to knock at their door. Instead, they’ll probably tell you that sales success requires patience, confidence and grit–all qualities that are part of being persistent.

You either have what it takes to make it in sales or you don’t. Why? Because sales requires you to face yourself and your brand every single day—a difficult task when your brand is intangible. Sales also draws on your own innate characteristics. However, while you cannot “teach” sales, you can develop your innate skills and combine it with a positive, persistent attitude, to become a sales champion that is resistant to any economic conditions.

Here’s how:

Don’t take it personally
You will hear “no” many times in your pursuit to be a sales champion. The key is to hear it, acknowledge it politely, and remember, it’s not personal. The receiver is not saying “no” to you, they’re just saying “no, not now.” And there could be many reasons why they’ve responded this way. Your job is to persist and find out; why not now. It could be because you haven’t given them a reason to say yes.

Knowledge is power
Understanding a prospective client is fundamental to being able to present them with something they’ll want to say “yes” to. Be persistent and thorough when approaching a sales lead or prospect. Your job is to explore and understand who they are even before you get your foot in the door. What are their objectives, what is new in their world, why would they want to talk to you and allow you in their space?

So what?
With the rise of customer sophistication combined with all of your competitors knocking on your client’s door, you need to give them a reason to let you in. You need to persuasively present a compelling value proposition that demonstrates that you understand how you can add value and make it easier for the buyer. Otherwise, you’ll be faced with a literal or figurative “so what?” Until you can answer that question, be persistent.
A useful exercise is to refer back to how you buy. Take the example of buying new shoes. If you go into the shoe store knowing that you need running shoes, but the salesperson keeps showing you a hiking boot, they can describe its benefits all they want—that it’s on sale, made of good quality leather, how fashionable it is—but all you want is someone to point you to the best running shoes, at the best price, so you can run that 5k. Know what your buyer is buying and you’ll be able to anticipate and meet their expectations.

Be Authentic
We all know that buyers buy from people they trust. And the way you build trust is to be persistent in communicating your interest in helping your buyer, have the knowledge to back it up, and be yourself. Posturing, “sucking up”, or “buying” your client may work in the short-term, but you may suffer negative consequences in the long-term. Trust your abilities and your main objective to help your client and everything will eventually fall into place..

Grit with a cherry on top
Don’t underestimate the delicate balance of being persistent while remaining kind and professional. In my early years of selling, when I asked my prospects why they agreed to meet with me, they would affectionately comment that it was because “ you wouldn’t stop calling.” I took that as a semi-compliment, interpreting it as: “ you were persistent but not pushy, and I don’t know why but I like you, so now what are you going to do for me?” The art of not being pushy but still commanding attention comes from practice and the confidence that you have done your homework, you know why you want to sell something to a prospect, and, you love the chase!

Persistence is achieved by having an unwavering faith that your efforts are going to translate into a win one day. This requires patience, confidence, and a support system you trust. The process will require practice and possibly even reinvention, but if you stay positive and remain persistent, your goals will be within reach. Happy winning!

 

As a National Account Executive for Adecco Canada, Andrea Mancini’s primary focus is sales and contract negotiation for medium and large sized organizations. Her diverse background in the staffing industry has positioned her to create holistic solutions for her clients. Her many roles include Recruitment Management, Business Development, Field Manager, and National Sales. For over 10 years, Andrea has created long lasting client relationships by helping companies in the changing world of work. Many of her solutions have included implementing successful Master Vendor programs, creative Permanent Placement initiatives, and Large Volume solutions for employers of choice.  As a result, Andrea is a three-time recipient of prestigious sales awards in the staffing industry.

Andrea holds an Honours B.A. in Media Communications from Brock University.

Millennials Want More… Corporate Social Responsibility!

By CEO for One Month, Alana Couvrette

Millennials sometimes seem to get a bad rep as a narcissistic, entitled and self-centered generation. But is this fair to say? I don’ t think so…

For example, millennials expect more from their employers than a paycheck. They have a genuine desire to give back to communities, near and far. For them, purposeful work and the ability to create a positive impact take precedence on profit and salary. In fact, in a recent survey, it was revealed that 45% of student about to enter the workforce would even take a pay cut “for a job that makes a social or environmental impact.” They seek to work for organizations who enshrine good values and ethics into their business model.

Organizations, like Adecco, have taken note of this trend. They know that having an organization-wide aspiration to making a positive difference is part of their value-proposition for attracting and retaining the millennial talent pool.
However, trumpeting your values and ethics isn’t enough. You can’t just talk the talk… The young talent pool is eager to roll up their sleeves, get their hands dirty and participate in the efforts to improve communities near and dear to them. Organizations need to be able to offer opportunities for employees to truly engage in the change that they wish to make. Millennials seek diverse volunteerism opportunities.

At Adecco, our core values-passion, entrepreneurship, team spirit, responsibility and customer focus- permeate the whole business. As Adecco Canada’s CEO for One Month, I noticed this right away and can testify to their relevancy in our work. These values are also conveyed through our global employee engagement program, Win4Youth. This program encourages participants to clock up kilometers (through cycling, swimming or running) which are turned into donations to help disadvantaged youngsters find employment.

On June 22nd, 2017, Adecco Canada hosted their annual Solidarity Day, a day dedicated to Win4Youth. We spent the afternoon as a team running around Toronto completing a scavenger hunt filled with wacky photo ops and funny tasks. Maybe it’s just me but I didn’t even notice that we each accumulated around 9 kilometers. Multiply that by the total number of employees in the office and you’ve got a healthy donation! Curious to know how the day went? Watch this short video I made!

Still think millennials are self-centered? Deloitte’s Millennial Survey found that 7,800 young leaders from 29 different countries believe that the business world is getting it wrong. Close to 75% say that they feel businesses are “focused on their own agendas rather than improving society.”

Who’s looking self-centered now?

[1] https://www.forbes.com/sites/jeannemeister/2012/06/07/the-future-of-work-corporate-social-responsiblity-attracts-top-talent/#39aca2c33f95

[1] https://www.fastcompany.com/3046989/what-millennial-employees-really-want

The Permanence of Temporary Labour: Learn the Benefits & Advantages

Temporary workers. Contractors. Freelancers. Associates. No matter what they’re referred to, contract workers are a large and important part of many businesses, industries and Canada’s workforce as a whole.

Let’s take a moment to consider the benefits and importance of temporary labour to Canadian families, businesses and the economy.

Temporary labour:

  • Helps industries meet production quotas and seasonal ramps. Many industries (including Agriculture, Hospitality, Logistics, Manufacturing, IT and the Broader Public Sector) rely on a mix of permanent and contract workers to meet seasonal peaks and ramp ups based on client or market demand, as well as to hire for project-based assignments. Without temporary workers, entire industries and businesses wouldn’t be able to meet these demands. High volume hiring during peak periods creates jobs for over 2 million Canadians and lets businesses grow and compete—further creating employment opportunities when businesses are able to expand.
  • Provides flexibility all around. Not only do businesses require flexibility in scheduling to accommodate periodically extended hours, shift-work, off-hour projects, fluctuating production plans and changing demands, but workers increasingly prefer flexibility in work schedules as well. Study after study has found that younger workers favour flexible work hours, but employers are learning that employees of all ages prefer more flexible schedules too! Parents need the flexibility to schedule their work around PA days, school vacations, doctor’s visits and extracurricular activities. Freelancers love the option of working periodically in between personal or side projects. Many employees are also pursuing continuing education and training, and need the flexibility to accommodate class times, work and school assignment deadlines. And Gen X’ers know far too well the demands that come with being the sandwich generation; taking care of children and aging parents while working a typical 9-5 has many feeling strained. Employees of all generations want flexible work hours with the ability to ramp up and down as their needs change, achieve work-life balance and choose their own schedules. And businesses need the flexibility to meet their varying scheduling and seasonal requirements. Contract hiring fulfills both of their needs.
  • Exposes employees to varied workplaces and industries. When looking at a stack of resumes (or results from a keyword crawler), Hiring Managers focus on 3 sections: the applicant’s experience, technical know-how, and their “soft skills”. Working for different employers, across varied industries and holding several job titles is a fantastic way to strengthen all 3! Accepting contract roles gives employees a first-hand feel for diverse businesses and roles—all the while growing their experience and skills, and reducing “employment gaps” on their resumes. Taking on a contract assignment also lets first-time or transitioning workers “try on” different positions and responsibilities before deciding which fit their needs best. This can be especially beneficial for individuals with unique and sought-after skills who want to try out multiple employers before committing to one that will give them exactly what they’re looking for. It also allows workers an opportunity to get in with a particular employer who may not be hiring on a permanent basis at the time. When that employer does have an opening for a permanent position, the contractors who have already proven their skills and know their operations are often thought of first to fill the role. In fact, over 1,200 of Adecco’s temporary Associates were hired on a permanent basis by our clients last year alone. Temporary employment lets job-seekers prove their skills and gives employers an opportunity to evaluate the best candidates before hiring the most suitable for longer term assignments.
  • Offers employees skills training, experience, mentorship, and benefits. When the temporary labour that businesses need is supplied by a staffing firm, the benefits to both clients and temporary staff are magnified. Temporary staff receive expert guidance from professional Recruitment Consultants on their resumes, cover letters, interview tips, personal branding and presentation skills. They act as the human link between clients and candidates in a sea of online applications. Once candidates are on or between assignments, they get access to not only on-the-job training but also online training seminars and software tutorials they can complete on their own time and upgrade any skills they want—all at no cost to them! Adecco offers 400 of such training modules online to our Associates, ranging from technical software courses and customer service skills, to Health & Safety legislation and procedures. Our Associates can continue to work while they complete courses that strengthen their skill sets and resumes. In addition to the complimentary benefits mentioned above, our Associates can also participate in our robust Group Benefits Plan (once they’ve completed the required number of hours), which entitles them to extended health, dental, drug and insurance benefits. The benefits of working with a staffing firm extend beyond the job experience and skills development temporary workers receive.  Hiring managers can focus on business while the firm takes care of employer responsibilities, oversight, payroll and guidance of their temporary workforce.
  • Presents employment opportunities to vulnerable populations. Contract and temporary employment gives new Canadians an opportunity to land respectable work opportunities, gain work experience and start providing for their families quickly. It gives motivated parents re-entering the workplace after parental leave or life changes an opportunity to start earning a salary once again and edge into longer-term positions. It lets seniors find part-time work, graduates land their first jobs and students get supplementary work while they’re in school. Temporary employment positively impacts every generation, demographic, and facet of Canadian life.
  • Gives Millennials what they’re looking for. Millennials make up over 37% of the Canadian labour force, and they’re increasingly more open to jumping between projects, companies, and industries for experience and variety. They’re also much more likely to pursue “side-hustles” and passion projects—such as graphic design, baking, yoga instruction or writing. Temporary positions fit in nicely with their varied schedules, changing priorities, love of travel and a strong desire for work that fits in with their lives. And when young job seekers or recent grads are challenged in finding a permanent job in a timely manner, working on a temporary or contract basis fills in the gap of not working at all.

With all the benefits that temporary labour provides to business and the economy, employees and their families, it’s no wonder that it’s the preferred career path for millions of Canadians. A large contingency of temporary or part-time workers in Canada voluntarily choose part-time work due to all the reasons discussed above, including a preference for added flexibility or seasonal work, better scheduling around classes for students, and greater work-life balance. In fact, a CareerBuilder/Inavero survey (presented at the 2016 ACSESS Conference) found that 76% of temporary employees work temporarily by choice! Canada’s businesses and industries need temporary labour, and Canada’s workforce loves its advantages. We hope that’s a permanent match.