Skip to content

Posts from the ‘Employers’ 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.

 

Training Trends: Looking at Microlearning

We live in a fast-paced world where traditional intensive training isn’t always possible. With a microlearning approach to training, your employees can get quick coaching on the skills they need, all while saving time and taking advantage of the latest strategies for retaining knowledge.

What is microlearning? Simply put, it’s fast learning. Increasingly used in the corporate sector, microlearning is a training format that relies on small moments or sessions of learning. It provides only the relevant information learners need for the task at hand. In other words, it’s on-demand learning that gives learners the skills they need, as they need it.

But what’s in it for your organization? Read on to learn how microlearning can transform your team, business and bottom line.

The Benefits of Microlearning

Better knowledge retention

Did you know that studying in short concentrated bursts has been proven to be the most effective method of learning? To take advantage of this finding, rather than have employees sit through seminars or training sessions full of irrelevant information, use the microlearning approach and provide learners with small snippets of focused information. Not only does this strategy give learners brief, targeted information nuggets that they can return to, it serves as a fun and engaging form of learning.

On-demand learning

With microlearning, colleagues can access knowledge whenever and wherever they are and can complete it at their own pace. Enabling portable learning that can be done anytime with nothing more than a cell phone and internet connection, microlearning does not require a large time commitment to be effective.

Cost efficient

Traditional training can be a significant component of your budget. Whether you’re hiring trainers or sending staff off-site, relying on conventional forms of education can be costly, not to mention time consuming. Microlearning can cost up to 50% less than traditional courses, while also saving your employees productivity-draining disruptions to their work schedules.

Implementing Microlearning Within Your Organization

Ready to incorporate microlearning into your organization’s training program to further develop staff while enhancing business practices? We’ve got you covered with Adecco’s four steps to implementing microlearning within your organization.

Step 1: Identify knowledge gaps

Create a detailed syllabus of required learning for all employees in your organization. Be sure to include company-mandated training requirements (health and safety policies, for example) as well as supplementary training that can enhance your employees’ skill sets. And, remember to include department- or function-specific requirements to meet your employees’ varied training needs.

Step 2: Gather resources

Whether you choose to work with e-learning software or decide to assemble content in-house, make sure you are gathering interactive content that will capture the attention of your team. Select a mixture of video clips, infographics, PDFs, webinars, etc. that will provide interesting learning opportunities for colleagues.

Step 3: Make modules accessible

Easy access is key to the success of microlearning. Focus on the usefulness of the courses for your readers by making it easy for them to select what they need from a library of courses and then consume the content whenever and wherever they are.

Step 4: Encourage and reward

Once lessons are made available, encourage colleagues to engage with the content. Filling self-identified skills gaps may be the objective, but company-provided incentives may be the motivation your employees need to complete training.

By incorporating microlearning strategies into your training plan, you can provide your employees with a valuable resource that promotes self-sufficiency while taking advantage of cost savings and efficient delivery.

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

 

Showing Appreciation for Your Staff During the Holiday Season

It might be a holly jolly season, but the holidays can also be a stressful period for your employees. Juggling work with a busy personal life can leave colleagues feeling less than merry. Spread some cheer this holiday with some festive staff appreciation tips courtesy of your staffing experts at Adecco!

 The holidays tend to throw a wrench into normal business routines and practices. Whether it’s the substantial increase in business, or the stress of balancing a busy work period with an even busier social calendar, the build up to the end of the year rarely feels like the most wonderful time of the year. Help your organization conquer this stressful period, while motivating your staff to continue working hard with a few festive staff appreciation hacks!

Give thanks

A simple thank you is the easiest form of staff appreciation. Show your team your true gratitude by acknowledging their hard work and dedication within your organization. Recognize the individual skills that make each colleague an asset to the company. After all, a little appreciation can go a long way in building staff confidence and loyalty to your company.

Be flexible with work hours

Part of the stress of the season is the balancing act between work and the increased personal obligations many of us have around this time. Alleviate this stress by offering employees flexibility with their work hours. Encourage your employees to take an afternoon off, a longer lunch break or the option to start later or finish earlier in the day. This gives your staff a little flexibility when they find themselves trying to balance their work/home life during this busy period.

Get festive with your staff

Consider the holidays as a time to build your relationship with your staff. Allotting as little as an hour a week to indulge in festive snacks, decorations or holiday music can lift the spirits of your colleagues. You can also introduce some friendly competition with a cook off or arrange a cookie exchange. Even taking a few minutes for a festive group picture can be a nice change of pace for your employees during the busy season.

Celebrate traditions

Each member of your team is different, coming from varied backgrounds and celebrating many different traditions. What better time than the holidays to celebrate these differences? Ask your staff to share their traditions and work to build them into your holiday celebrations. This will lead to a more inclusive holiday experience and work environment for all your colleagues.

A holiday party THEY want

It’s easy to make an executive decision on a staff party, but are you taking into consideration what your team would enjoy? Whether it’s great food, games or a relaxing day away from the office, take the time to talk with your employees about what they would enjoy for a holiday party. Not only will the holiday party be better received, employees will greatly appreciate the consideration.

 

Follow Adecco’s tips for staff appreciation during the holiday season and not only will you build a stronger relationship with your staff, you will also be setting your organization up for a successful new year.

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.

2019 Compensation Trends

As the end of the year quickly approaches, it’s time for employers to look towards 2019 with an eye on emerging salary trends. From attracting and securing top candidates to remaining competitive within your marketplace, having the salary trends that will affect you most right at your fingertips is key. With these trends — and Adecco’s 2019 Salary Guide, where we’ve provided benchmark salaries for over 150 job titles — we’re here to help guide your organization into a prosperous new year.

When it comes to compensating your employees, it’s essential to consider the trends impacting the labour market in general and your organization’s competitiveness in particular. Whether it’s the newly-negotiated USMCA, the candidate-driven labour market or provincial- and industry-specific trends caused by varying economic factors, staying on top of these emerging trends will help you better predict what’s required to remain competitive in a candidate market.

Below, we’ve gathered some of the top salary trends for 2019, which are underscored by the expected increase in Canadian salaries by around 2.6%, predicted by the Morneau Shepell annual survey of trends in human resources. This rate is consistent with salary rate increases in 2018 and the current inflation rate.

The Candidate Market

Despite the slight rise in the Canadian national unemployment rate in 2018, which crawled up to 6%, the labour market continues to be candidate-driven. By the end of Q2 2018, Canada’s job vacancies stood at 547,300, an increase of 87,100 (18.9%) year over year. With a small candidate pool and growing need for applicants, companies face greater competition to attract and retain top talent, resulting in the need for employers to reassess their compensation strategies to remain competitive within their respective industries.

Defining Compensation

Compensation continues to shift due to strong competition within labour markets. Traditionally, compensation packages included salary, vacation pay, benefits and retirement plan contributions. Today, employers that face strict budgets are forced to get creative with their compensation strategies, turning to perks and incentives such as flexible work hours, telecommuting, workplace wellness programs, advancement opportunities and profit sharing to secure top candidates. By making a healthy work/life balance part of their compensation package, these employers take advantage of cost-effective alternative compensation strategies to remain competitive.

Provincial Trends

Within the provincial breakdown of salary increases, BC and Alberta lead the nation in average salary increase at 2.8% and 2.7% respectively. Quebec is projected to be right around the national average at 2.6%. Ontario falling slightly behind the average at 2.5% is perhaps a reflection of Premier Doug Ford’s amendment to Bill 148, freezing the Ontario minimum wage at $14 until 2020. Other provincial salary increases range from the 2.0% to 2.6%: Newfoundland (2.0%), Manitoba (2.3%), New Brunswick (2.3%), Saskatchewan (2.6%) and Nova Scotia (2.6%).

Industry Trends

Although on average, employers have acknowledged 2019 plans to increase salary ranges by 1.9%, different industries can expect varying 2019 compensation trends. Higher salary increases will be seen in industries such as real estate, rental and leasing (3.8%), with industries such as professional, scientific and technical services following closely behind (3%). Other industries that can expect to see a slight raise in salaries include education services (3%) and public administration (2.8%). These increases may be in response to below average increases over the past few years, finally catching up to other sectors in 2019. Sectors such as finance and insurance, manufacturing and retail trade are expecting a steady increase (2.7%). Industries that are anticipating lower than average increases include information and cultural industries (1.5%), health care and social assistance (1.7%), and arts, entertainment and recreation (2.1%).

Looking to stay on top of changing compensation trends? Let Adecco’s 2019 Salary Guide break it down for you. With benchmark salaries of over 150 job titles, you’ll be able to assess salary competitiveness in your industry and province. Click here to receive your free digital copy.

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

 

The Growing Skills Gap in Additive Manufacturing

Additive manufacturing (AM) is set to enhance innovation while providing financial benefits and efficiency improvements across the engineering landscape. Yet, despite this vast potential, the skills gap in AM — and STEM more broadly — poses a threat to the competitiveness of Canadian organizations worldwide.

Additive manufacturing (AM) broadly describes the technologies that build 3D objects by adding layer upon layer of material. This includes 3D printing, rapid prototyping, direct digital manufacturing and layered manufacturing. A growing trend in engineering fields, AM is a cheaper, waste-minimizing form of manufacturing that gives designers improved control over components manufacturing.

As AM takes hold in manufacturing processes, it will become increasingly important for Canadians to learn and adopt these practices in order to stay relevant and competitive on a global stage.

Competing in a global arena

The Canadian government has already taken steps to promote AM within the Canadian marketplace. In the past few months, the federal government has invested millions of dollars into additive manufacturing facilities, creating more jobs for Canadians and protecting our global competitiveness.

The May 2018 announcement of a $14 million investment from the federal government plus an additional $7 million grant from the government of Ontario to advanced manufacturing company Burloak Technologies puts that company on the path for global AM leadership. Similarly, the announcement of up to $21.1 million for TEKNA Plasma Systems Inc. from the federal and Quebec governments will allow TEKNA to increase their manufacturing capabilities to remain competitive globally. The projects are set to create 295 and 170 jobs for Canadians, respectively, while promoting AM within the industry.

Overcoming the skills gap

For organizations to stay competitive within their field they must review their workforce structure to take advantage of new technologies and to ensure they’re not left behind. Unfortunately, as the additive manufacturing field grows, there is strong competition for a limited talent pool. Few candidates, paired with constantly evolving AM technologies, materials, and practice, mean employers face growing gaps within their workforce.

To stay competitive globally, and help bridge the skills gap, employers should focus on promotion — evangelizing the benefits of AM will help draw attention to both the innovation itself and the skills required by this new technology. Other ways to help find and develop the talent necessary to take full advantage of AM include:

Training/re-training – Promoting from within can be a great way to help boost colleague moral while bettering your workplace culture. Consider offering online training programs or providing existing employees with financial assistance to develop their knowledge of additive manufacturing technologies.

Education initiatives – Organizations may consider visiting local elementary and secondary schools to promote the STEM fields to today’s youth, and at the same time encouraging the next generation of workers to explore careers in additive manufacturing that they may otherwise disregard.

Apprenticeships – There are many benefits available to employers by partnering with post-secondary institutions to offer apprenticeships for students or graduates within STEM fields. Not only do apprenticeships yield a positive return on investment by creating employable, trained candidates, they also help your organization build a relationship with educational institutions and students in these fields, effectively pipelining new talent for future employment.

The lack of suitable candidates in this field highlights the increasing importance of education, training and skills as AM technology continues to transform many industries. Interested in a STEM position to join the revolution? Talk to your local Roevin office today!

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