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Posts from the ‘Employee Relations’ Category

Workplace Resolutions for Success

After a holiday season full of food, friends and gluttony, it can be challenging to get your employees back into productive mode. Snap your team back to reality with some simple resolutions sure to kick-start your organization’s new business year.

Whether it’s personal or professional, most people will agree that a new year creates the sense of a new beginning. So why do we return to work feeling sluggish and unmotivated? If you’re looking to overcome that holiday hangover, get your employees back on track with professional resolutions that will guarantee success in 2019.

Focus on development opportunities

Keep the feeling of professional success alive by initiating a conversation with each member of your team to discuss their career goals. During your meeting, select a realistic development goal for the year. Not only will each colleague feel valued, but they will be motivated to work towards a successful future within the organization. Be sure to set reminders to follow up throughout the year and don’t be afraid to alter development goals as you go.

Place an emphasis on training

Even senior-level employees can learn a thing or two! Whether the training is to help your team work towards their career goals or for specific programs that will contribute to their productivity, create a syllabus of training courses for each team member to complete. Provide timelines and incentives to help keep your colleagues on track.

Facilitate communication

A new year is the perfect time to strengthen communication habits within the workplace. Develop an open-door policy that makes colleagues feel comfortable and welcome to participate in constructive communication. Encourage your team to provide feedback on daily operations and make recommendations on how to improve business practices.

Support a healthy active lifestyle

It’s one of the oldest resolutions in the book, but it may just lead to healthier and happier employees. Consider partnering with fitness centres or offering a monthly stipend towards physical health memberships. Not only will you see a noticeable decrease in lost time, but employees will feel more motivated at work. A win/win for your organization!

Lead by example

If you are feeling sluggish getting back to the grind, your employees will follow suit. Set goals for yourself and get to work. If your employees are lagging, don’t be afraid to get your hands dirty. Jump into action and work alongside your team until they are back to full productivity.  Your efforts will not go unnoticed and can motivate your employees to get back into their routines.

Make 2019 your organization’s best year yet! For support in recruiting your dream team, 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.

 

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.

The Pursuit of (Workplace) Happiness

It’s no surprise that employees appreciate a “happy” workplace, but the benefits to employers are sometimes overlooked. In this article, we take a look at the positives of creating and maintaining a happy workforce. 

We all know that employees want to work in a place that makes them happy – who wouldn’t? But what might get overlooked is that employee satisfaction can also have a significant impact on organizational performance. From productivity to brand promotion, a happy employee makes your organization better  by just being happy.

But what affects an employee’s happiness? It might be surprising to note that salary isn’t the only factor. In fact, a Glassdoor study found that, at all income levels, compensation was the least significant workplace priority for workers — lower than culture and values, senior leadership, career opportunities, business outlook and work-life balance.

It’s clear that employers have a significant effect on employee satisfaction, and it’s often through factors other than compensation. While it may be daunting, it’s also increasingly obvious that employers must consider employee engagement as an official part of their corporate mission.

At Adecco, we’ve taken this to heart. We know that employee satisfaction is a fundamental part of our success, so annually, we measure it through the Great Place to Work® survey. And for the second year in a row, we are proud to be recognized as a Great Place to Work. Given our experience, we believe employers will benefit in the following ways when they focus on creating and maintaining a happy workforce.

Better employee retention

With frequent turnover, an organization can face considerable hiring and on-boarding costs. From job postings to interviews, on-boarding to training, the costs of replacing an existing employee can add up! These expenditures combined with a competitive candidate market can make turnover challenging for any organization. Happy employees are more likely to stay and grow within the company — increasing their value and reducing your costs. Encourage open dialogue with your employees so to continually assess employee engagement and make adjustments as needed.

Improved productivity

Cultivating a work environment to promote employee satisfaction can have a dramatic improvement on your staff’s productivity. A study conducted at the University of Warwick found that happiness led to a 12% improvement in productivity. And with employee engagement falling in Canada, it’s clear that there are productivity gains to be made by championing employee satisfaction in the workplace. With happier employees more likely to come into work everyday and fully engage with their tasks, employers can expect increased productivity and less lost time from sick days. Plus, with increased levels of energy and creativity, happy employees are also more likely to go above and beyond during peak business periods, resulting in overall greater company performance. At Adecco, we firmly believe that one of the ways to improve employee satisfaction is by cultivating a culture of transparency. Whether it’s through our quarterly company-wide call, weekly president’s message, or in-person visits from the leadership team across our branches, we’re dedicated to connecting people to important company information so they feel included in our organization and well-prepared to perform their jobs.

In-house brand ambassadors

Happier employees increase the success of your brand for one reason: they become brand ambassadors! The goal is to have employees who are invested in the success of your organization thereby helping to increase sales and maintain better client relationships. You can encourage loyalty by highlighting each employee’s contribution to business success. At Adecco, we’ve seen a positive effect on engagement through setting aside time in every one-on-one review to identify the business impacts of tasks. By doing so, our Operations team can map their contribution to company success, which fosters each employee’s motivation while also providing a way to prioritize tasks according to value.

Improved collaboration

Improving collaboration within the organization is often on the strategic to-do list. What can be overlooked, however, is the effect of a stressful work environment on this goal. It can be easy to let the stress of peak business periods go unchecked and permeate the workplace, but this can weaken the relationship between management and staff, and foster departmental silos. Prioritizing a work environment that engages colleagues and keeps them motivated to come into work every day encourages collaboration amongst employees and inspires creativity and problem-solving. At Adecco, we take full advantage of opportunities to encourage camaraderie amongst our employees. Whether it’s through our open work spaces that allow for continuous sharing and collaboration, or the social committees who organize events that allow colleagues to get to know each other and have a little fun at work — we are dedicated to promoting collaboration throughout the organization.

A happy workplace is equally beneficial to the employee and employer. By creating a happy work environment, you are creating a work culture equipped to reach new levels of success, while ultimately achieving a better place to work.

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

 

How to Boost Your Workforce Mobilization Strategy

Workforce mobilization is an essential tool in an organization’s ability to quickly and effectively adapt to changing business needs. A successful mobilization strategy identifies, develops and leverages employee capabilities — empowering them to seamlessly take on new roles and responsibilities to support the organization’s changing needs.

To help you achieve a mobilized workforce ready for success, consider the following four tips.

  1. Delegate a colleague to prioritize talent mobility

Talent mobility is such an important part of an organization’s ability to adapt to changing market conditions that it should be a top priority. To maximize the effectiveness of your talent mobilization strategy, it’s best to appoint a colleague whose top responsibility is facilitating talent mobility. This will enhance the strategy’s visibility and accountability throughout the organization.

  1. Enhance talent management skills

To maximize your workforce mobilization potential, it’s essential to reflect on your talent management strategies and make changes where necessary. Ensure that management has ample opportunity to practice their coaching skills and career conversations. Provide colleagues with cross training opportunities. Encourage one-on-one training during slow periods. These tactics will provide management with the leadership skills needed to empower employees to meet their personal and professional goals, while promoting the organization’s ability to meet changing business demands.

  1. Maximize performance reviews

Performance reviews provide an ideal opportunity for employers and staff to further talent mobilization strategies. Management should reflect on the employee’s performance over the last year while comparing transferable skills to growth opportunities and career development. Not only does this promote better analysis of employees’ capabilities to assist in workforce mobilization, it motivates them to further their professional development.

  1. Empower employees

Encourage employees to be proactive and take control of their career development. Offer guidance on professional development and provide resources for colleagues to better understand the responsibilities of various open positions. By empowering your employees, you are reaffirming their value to your company and encouraging a more dedicated workforce.

When you achieve a mobilized workforce, the benefits are endless. Not only have you provided your staff with the tools they need to meet their career aspirations, you have enhanced your internal recruitment pool. By effectively mobilizing your workforce, you gain the ability to deploy talent based on business needs without the restriction of your talent allowance.

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

 

The Untapped Benefits of a Corporate Referral Program

Finding your next great hire in today’s competitive talent market can be time consuming and costly. With the plethora of sourcing tactics recruiters explore, sometimes the one staring us in the face is ignored — referrals from your existing employees.  A well managed corporate referral program can help you tap into a different talent pool and provide many other benefits.

Cost and time savings

Recruitment can add an impactful expense to a company’s bottom line.  Having employees advertise on your behalf will allow you to reduce your publishing and marketing costs and give you the gift of added time to focus on screening, interviewing and on-boarding. Plus, you can diminish your time-to-hire since you can cut out some recruitment steps. Granted, it does cost you, but after running a costs and benefit comparison, you may be pleasantly surprised.

Fit

No one knows or understands your company’s culture better than your existing employees. Employees are likely to recommend candidates with similar interests and values — augmenting your company’s culture and team chemistry. An employee who refers a friend of family member is an employee who is committed to your organization and will share their experiences which will allow your potential new hire to get a better grasp on the company culture and the position’s expectations.

Increased quality and engagement

Ever worry about how your newest hire will work out?  According to LinkedIn Corp.’s 2017 global recruiting trends report, 48% of employers feel employee referrals are the best source of quality hires. And, since your newest hire already knows at least one person in the organization, it has a direct impact on engagement and positively impacts the on-boarding process.

Retention tool

With networking sites such as LinkedIn increasingly affecting employee retention, , it’s vital to find creative ways to keep employees motivated.  A referral program allows employees to contribute to a company’s future and growth.  It also leaves them feeling prideful when their referral gets the job — making them feel trusted and valued.

With only 9% of employers allocating employee referral programs into their recruitment budgets, we can see that this is still an untapped resource in a competitive talent market. With all the benefits this program offers, now it is the time to act.  Looking for assistance to launch a corporate referral program? Contact Adecco today for tips to get you started!

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

 

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