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.
Posts from the ‘Employee Relations’ Category
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.
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.
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.
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
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.
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?
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.
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.