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Posts from the ‘Employee Relations’ 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.

 

The Impact of Health and Wellness on Productivity

It’s no surprise that the more an employer invests in their workforce, the more productive and loyal their workforce will be. To reach optimal productivity levels, organizations should consider exploring health and wellness initiatives that support their employees’ physical and mental well-being.

Regardless of your organization’s size, a focus on health and wellness can increase productivity while diminishing lost time from work. Not to mention, implementing specific benefits can act as an incentive when attracting and retaining top talent within your organization.

Here are some ways you can increase the overall wellness of their workforce.

1. Incentives and organized programs

 It’s proven that increased physical activity leads to improved sleep, reduced stress and more energy, so encouraging it through incentives and organized programs are a great starting point to get the ball rolling. Consider a reimbursement plan for sports activities or fitness memberships, or even, start a corporate-wide sports team or running group. These simple measures can have positive short-term effects on your workforce’s well-being.

2. Encourage time off

Organizations offer time off to provide employees with a mental break from the day-to-day stress of their jobs. However, 27% of Canadians go without vacation for a year or more, while 17% say their work schedule doesn’t allow them to take vacation. Encourage employees to take full advantage of their allotted time off and offer solutions — such as cross training — to ensure they don’t feel overwhelmed by the workload they’ll be faced with upon their return.  And when they do go off, allow employees to feel supported in their decision to disconnect and recharge.

3. Additional benefits coverage

Some employees may prefer a holistic approach to medicine, therefore, incorporating alternative medicine options within your benefits program can help promote a sense of well-being. Including coverage for osteopathy, massages and acupuncture can go a long way in helping your employees increase mental and physical well-being. As well, coverage options such as nutritionists, dieticians and smoking cessation can drastically improve the health of your employees — while reducing employee healthcare costs.

4. Assistance resources

Focusing on an employee’s wellness also means allowing them to have access to resources to take matters into their own hands. Consider supporting strong mental and physical health through employee assistance programs, which provide resources and support for employees who may be suffering from personal issues such as substance abuse, family issues, stress, depression and anxiety. This type of program ultimately enables employees to achieve peace of mind and be their best self at work.

Simply put, the implementation of specific corporate programs and benefits which promote employee health and well-being sets an organization up in a healthier, happier and more productive landscape.

For more information or assistance on how to start making the link between health and wellness, and productivity, 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.

Mental Health and the Workplace

The average professional spends 90,000 hours at work within their lifetime. With such a substantial portion of lives spent at work, employers need to be cognizant of how the workplace can trigger mental health issues, and in response, focus on creating an environment that fosters strong mental health amongst their workforce.

Mental health and our role in the workplace often co-exist. To many, their professional lives foster a social network and ensue a sense of purpose and accomplishment. However, being constantly connected through technology can make those 40-hour work weeks feel more like 24/7 — leaving little time to focus on self-health and self-help. Currently, 1 in 5 Canadians experience a mental health problem or illness each year.

As an employer, the benefits of promoting mental health awareness is twofold. Employees reap the benefits and your business profits do as well. When we think of lost time at work many relate it to physical injury or illness, but the reality is that 30% of disability claims are related to mental health problems. In Canada, the total cost of mental health problems and illnesses is $50 billion per year. Employees affected by mental health issues experience higher absence rates and decreased productivity, leaving companies with an increased turnover rate — making it hard to meet deadlines and achieve corporate goals.

Creating a foundation to support good mental health does not have to strain your business’ resources. It’s as simple as implementing specific strategies.

Identify and educate

Mental health illnesses are not always easily identifiable and can often be misinterpreted by individuals and companies.  An employee who frequently misses work, has decreased work performance and shows changes in their behaviour can often be tell-tale signs of a mental health illness.  In these cases, educating leaders on how to engage in conversations around mental health can help employees feel that they’re in a safe environment, open up about their issues and seek the appropriate support.

Resources and support

As an employer there are many ways to support an individual who may be facing a mental health illness.  To start, make educational tools on mental health issues available.  This could range from education materials to online self-assessments that are geared at helping individuals detect the signs and promote early intervention.  As well, providing benefit plans and compensation structure support such as therapy coverage and mental health days can provide employees with the resources to seek the help they need.

Action plans

Develop and implement policies and procedures to allow employees to feel safe to come forward and to breakdown any stigmas associated with psychological issues.  If a colleague exhibits signs of stress and anxiety, have an action plan in place to assist. Communicate without judgement, consider emotional triggers while being supportive and clear. Also, providing training for colleagues can help to erase the stigma around mental illnesses in your workplace.

Despite our best efforts in fostering a supportive work environment, mental health issues are not always preventable. A wide range of factors from biological to psychological to environmental can contribute to the development of mental illnesses. With so much time spent at work, employers need to focus on the signs and have resources readily available in order to help.

With a little effort, your workplace can have a large impact in maintaining the positive mental health of your workforce.

If you or anyone you know is in need, it’s important to seek the appropriate help. For information on the resources available throughout Canada visit mental health resources.

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.

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