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Lessons learned from my month in the power seat

Adecco Canada #CEO1Month Frances Doria shares her experience of the CEO for One Month program and what she learned about business and leadership from Gilbert Boileau. 

I concluded my role as Adecco Canada’s CEO for One Month 2019 with unequivocal clarity that the experience will stand as one of the pivotal points in my career.

The opportunity to go “behind the curtain” and watch top-tier leadership in action is an immense privilege. Whether you’re a recent graduate or a young professional craving continuous learning, the lessons learned from the CEO for One Month program are invaluable.

Having started my own business a year ago, I came into the program with a clear objective: to learn how to lead at a scale. Through mentorship conversations, branch visits, H2 financial analyses, and a deluge of information about an industry that was completely novel to me, my month at Adecco added industry insights, management strategies and leadership adages to my repertoire, all of which are sure to serve me well in my journey ahead.

After shadowing Gilbert Boileau, President of Adecco Canada, four key concepts resonated with me the most:

1. Kill with kindness

The concept of building healthy corporate cultures permeates much of today’s management discourse. But what often gets left in the rhetoric is that building healthy work cultures begins with empathetic leaders.

Culture begins with kindness. Especially in the recruitment business — where there is a constant, multilayered responsibility to close sales, deliver orders and manage people — it is important to keep kindness top of mind.  As a millennial, it was refreshing to hear leaders prioritize kindness not only as a management style but in client-facing responsibilities. This is especially important as many of my generation today place a far greater importance on working with emotionally intelligent, tactful and diplomatic managers over any other criteria.

2. Embrace the process, embrace the freedom

Shadowing a leader with an engineering background has validated the importance of a process for me.  While concepts like the Lean methodology and Six Sigma have long been around as management tools to emphasize the value of a process-centric approach, there is a greater challenge for an industry such as staffing where people stand at the crux of the operations.

Whether at the client, candidate or colleague level, there is an element of human input at every part of the process, which makes it inherently subject to variation. Exacerbated by a shift towards building a more sales-driven business model, having leadership that is strongly anchored on process-building and robust workflow is of paramount importance. I learned that reiterating the value of streamlined processes is key in mitigating risks and instilling more autonomy in the workforce, especially during change management.

3. Power of the pause


In French, there’s a saying that states “tourner sept fois sa langue dans la bouche.” Though it awkwardly translates to “turn your tongue seven times in your mouth,” its true English counterpart is quite straightforward: think before you speak.

The pause is a powerful tool, one that I have long struggled to harness. Although I have come to understand the impact of a pause in public speaking or formal presentations, it is not as instinctive in daily conversations and social interactions. Especially as a young professional navigating the underlying pressure of wanting to constantly “prove myself” in the workplace, it feels counterintuitive to leave empty spaces between my words. It was empowering to see a leader that understood how something as simple as a pause could engage and make an impact.

4. Think fast, think slow

The concepts from Nobel Prize winner Daniel Kahneman’s book, Thinking, Fast and Slow, were at centre stage in many of the leadership lessons I learned throughout the month. The book introduces and examines the dichotomy of two systems of thinking: the “fast” brain, which refers to an automatic, unconscious approach, and the “slow” brain, which refers to a more calculated and conscious thought process.

For leaders, both are imperative. It is not only the agility to maneuver between both systems, but the ability to discern the value of each in distinct situations that creates a true leader. However, as a millennial, it posed an introspective question: how can I access both systems of thought – fast and slow – when I’ve only ever learned how to think fast?

As part of the generation that came of age at a time of unprecedented growth of technology and social media where instantaneity was held as the pinnacle of productivity, it was rewarding for me to see leadership that valued both speed and conscientiousness in order to have a more holistic approach, particularly amidst a fast-paced industry.

With a fresh set of experiences and concepts, I closed off my journey as CEO for One Month with a grateful heart and the confidence that I am now far more equipped to forge a career path that I can be proud of.

Please continue to support Frances’s journey by following her on Twitter (@francesdoria), Instagram (@cestmoi.francesita) and LinkedIn (Frances Luzille Doria).

Frances Doria is a Global Business Developer who currently spearheads her own consulting business after an extensive experience dealing with C-level clients in various international markets, spanning Europe, Asia, North and Latin America. Frances holds a Bachelor’s degree from McGill University in Development Economics, and a Master’s degree from Hult International Business School in London, UK.

Lēad Blog is part of Adecco and Roevin Canada. Find and apply to your dream job, or get more career advice from our experts.


Quitting Your Job: 5 Undeniable Signs and How to Do It

Nothing is quite as anxiety-inducing as quitting your job. Don’t lose sleep over your next resignation. Remain calm and professional and you’ll be free of your negative employment situation in no time.

Are you looking to quit your job? The majority of Canadian employees are ready to do it, according to a survey from Nielsen. Even when you’re unhappy, though, resigning is never easy. To help ease the process, Adecco presents the ultimate guide to how to quit your job.

Signs you should quit your job

Do you find yourself repeating “I want to quit my job”? There’s likely a good reason for that! Here are a few telltale signs it’s time to move on.

You’re unhappy

Simple as that. If it’s getting harder to get out of bed every morning or you’re finding yourself dragging your feet to go to work, it’s time to go. If you’re feeling unhappy at work, don’t worry, you’re not alone. In fact, more than half of Canadians are unhappy with their current work situation. Don’t dwell on the inevitable. Start looking for an employment opportunity that will spark joy in your life.

There’s no room to grow

If you’re not seeing opportunities to grow within the organization, you may start to feel discouraged at work. If you’re working for a company that doesn’t support your professional goals, be proactive. Find a role in an organization that values professional advancements and encourages development.

You’re stuck in a toxic environment

Identifiers of a toxic work environment: birdcage with workplace and stairs

Identifiers of a toxic work environment include: not getting along with your colleagues, discouraging and unfriendly management team, and unclear, unfair or inconsistent policies and procedures. It can be easy for us to overlook one negative factor at work, but when your job has no redeeming qualities, it’s time to move on.

Your compensation isn’t cutting it

Still waiting on that pay raise? Management dodging your meeting requests? If you’re feeling undercompensated in the workplace and the company isn’t responding to your pay increase requests, don’t carry on being underpaid. Look for a position with an organization that professionally and financially supports your needs.

Your gut says its time to move on

There’s a reason our parents always told us to listen to our gut. Our gut feelings are dictated by an internal database created by relatable past knowledge and experiences, making your intuition a valuable part of the decision-making process. So, when the little voice inside your head tells you it’s time to go, listen. Your intuition is probably right and there is likely a better opportunity out there for you elsewhere.

What to do when you’ve decided to quit your job


Ready to make the leap to a new job? Check out our tips for quitting your job.

1. Give proper notice

Two weeks’ notice is standard, but be sure to reference your employee handbook before quitting to ensure you follow any requirements listed. By providing your employer with ample notice, you enable them to hire and on-board a replacement to avoid any disruptions to their workflow.

2. Meet with management

This isn’t a time for burning bridges. Rather, meet with management to quit in person and provide honest but constructive feedback on why you’ve decided it’s time to move on. Mention specifics where possible to help management gain insight on your rational and request a letter of recommendation to keep for future opportunities.

3. Write your letter of resignation

Keep it simple! There’s no need to stress over an elaborate resignation letter. State the position you are resigning from and the effective date. Remember to thank your employer for the opportunity and include a couple things you’ve learned from the role. Conclude your letter by offering your assistance with the transition. For sample letters of resignation, click here.

4. Tie up loose ends

Create a transition plan to hand off your responsibilities once you’ve left. Include specific tasks, determine who will take over responsibility for your projects and identify any additional administrative paperwork. Be sure to also notify clients or customers of your last day and introduce their contact moving forward.

5. Refresh and refocus

Transitioning out of a bad position is a traumatic endeavour. Take some time off to refresh and refocus before jumping into your next position. Taking time off work, or getting away for a vacation, can help you identify your work values, reflect on your past role and figure out where things went wrong. This will help you better navigate your job search and find the best opportunity for professional success.

Looking for work? Let us help! Take a look at the jobs we have available and get more advice on finding a job.

Lēad Blog is part of Adecco and Roevin Canada. Find and apply to your dream job, or get more career advice from our experts.


Outdoor Team-Building Activity Ideas for 2019: How to Get Outside and Strengthen Your Team

As business slows during the summer months, take the time to strengthen your organization with outdoor team-building activities.

If we spend an average of 90,000 hours at work in a lifetime, for some of us, that will add up to a lot of time spent under fluorescent lights staring at a screen. Getting outside can make you healthier; from helping to improve mental health to increasing productivity , leaving the screen behind can have a positive impact on your health and output.

As an employer, of course you want your employees to be happy, healthy and productive. And given the studies mentioned above, it’s clear that encouraging your employees to go outside is one way to help improve their lives. With that in mind, we’ve got the top outdoor team-building activities to get your employees outdoors and working together.

1. Support your local sports team

outdoor team building ideas: 4 soccer players chasing soccer ball

Whether you choose a professional or semi-professional team, getting outside to take in a sporting event is a great team-building activity. The time away from the office allows colleagues to get to know each other in a more relaxed setting and employees are united through cheering on the home team!

2. Be a tourist in your own city

Check out your city through the eyes of a tourist. Choose a popular tourist destination in your town and take a tour. Consider indulging in a food tour, testing your balance with a Segway tour or hitting the waters with a boat tour. Your employees will appreciate the time out of the office and the break from the 9 to 5 grind. Who knows, you may even learn something new and gain a new appreciation for the city you call home!

3. Hit the links at a corporate golf event

What better way to enjoy the sunny warm weather than taking a swing at a nearby golf course. You don’t have to be a pro to appreciate the breathtaking vistas and it’s always fun to learn something new. Mix teams with different skill levels to help coach beginners and play a tournament style such as Best Ball or Scramble that keeps the pace moving and limits frustration for the newbies.

Low cost/no cost team-building activities

Working with a tight budget? No problem! We’ve got options for outdoor corporate team building activities that won’t break the bank.

1. Host a scavenger hunt

Try a scavenger hunt to improve team dynamics and get your employees moving. Last year, Adecco held a scavenger hunt for our employees across Canada in support of Win4Youth, our global sporting program. Adecco branches and corporate departments across Canada competed against each other by submitting photos and videos of the team working together to perform challenges issued by our corporate head office. Need some ideas for fun clues to add to your scavenger hunt? These are a couple of the challenges we issued to our teams last year:

  • Take a picture with your doppelganger
  • Take a picture of your team doing their best yoga pose
  • Take a picture with the president of the company
  • Take a picture of a Canadian icon
  • Take a video of your team and strangers dancing.

2. Volunteer

Outdoor team building ideas: business people raising their hands

Improve office morale and give back to your local community by volunteering as a team this summer. Volunteering is a great way to boost employee engagement and give back to those less fortunate, all while highlighting your organization’s corporate social responsibility program. Helping employees feel better about themselves and the organization they work for.

3. Set up challenges for your team

For team-building games without materials, think about introducing daily/weekly/monthly challenges for your employees to get them outside and away from their screens for a little while. Company-wide Couch to 5K challenge? Monthly department meeting in the park? Nature photography competition? The activities and amount of friendly competition are specific to your teams, but by encouraging your team to take a break and flex different muscles can help make them more productive and ready to work when they get back to their desks.

It’s why Adecco supports the Win4Youth program, where Adecco colleagues, clients and temporary employees track their kilometres and sporting hours in support of a corporate donation to Plan International based on our results. It’s a program that introduces a small level of competition into our day and allows us to see our activity and where we’ve made improvements. If you’re an Adecco client, join us here!

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

How to get a job in Canada: Newcomers’ Guide

Finding work in Canada might seem like a daunting task, but it doesn’t have to be. If you’re a newcomer, here’s what you need to know about the top jobs in Canada and making your professional transition successful.

Thinking about moving to Canada? While there are likely many reasons that Canada is your first choice, our strong labour market should certainly be on your list. This country offers a multitude of opportunities for newcomers and the following jobs in demand in Canada are no exception.

Top jobs in Canada

From the continuous need for IT and engineering roles, to increasing demand for sales representatives and business analysts, Canada is eager to welcome top talent from around the world.

The Canadian Business ranking of Canada’s Best Jobs for 2019 provides important insight into the character of the job market. The annual list gathers data on salary, wage growth, and industry growth to rank jobs with the most potential in the Canadian market.

If you’re looking for the best jobs to pursue, then here are the top 10 in-demand jobs in Canada, according to Canadian Business:

  1. Nurse Practitioner
  2. Dentist
  3. Utilities manager
  4. Power Systems Electricians
  5. Mining & Quarrying Supervisor
  6. Pipefitting supervisor
  7. Engineering Manager
  8. Scientific Research Manager
  9. Public Administration Director
  10. Construction Manager.

Finding work in Canada

Moving to Canada can be a lot of work, so don’t let the job search add additional stress. We’ve got a few tips to help you successfully transition to work in Canada.

1. Save

The cost of living will vary, not only from province to province but also from city to city. Locations like Toronto and Vancouver, for example, may have more employment opportunities but these cities also have higher rent and transportation costs. Unless you have employment lined up before your move, the job hunt can take some time. Make sure to compile some savings to last your first few months while you adjust and find employment.

2. Understand the employment facts for your industry

Depending on where you are emigrating from, your education, experience and/or skills may not line up with the requirements of Canadian organizations. To combat any skills or knowledge gaps, you may consider bridging programs, online educational resources, job shadowing or volunteering to help you gain a better understanding of working in your industry in Canada. Click here for more information about working in Canada.

3. Be proactive

Prepare for your job search before you move to get a jump start on employment opportunities. As Canada’s largest staffing firm, we know a thing or two about finding a job. Check out our guides to landing the job of your dreams, with advice on how to:

Getting a head start where you can will help streamline the job search process.

4. Get your foot in the door

Short term employment including temporary contract positions is a great way to get your foot in the door and impress potential employers. Not only does contract work provide you with real “Canadian” work experience, it provides the perfect networking opportunity to make new connections and prove your skill set and qualifications.

5. Use the resources available

Not only is Canada full of opportunity, it is also full of free resources. From online job banks to free community services, as well as local staffing agencies, there is plenty of help for new immigrants looking to join the workforce.

Let your local Adecco branch be your guide to finding work in Canada. From tenured recruiters to top job opportunities, resume review and interview prep, Adecco offers the resources you need to acquire professional success. Ready to get started? Contact Adecco today to register for free!

Lēad Blog is part of Adecco and Roevin Canada. Find and apply to your dream job, or get more career advice from our experts.


Developing Your Personal Brand

Up your job hunt by developing a successful personal brand that portrays your values and defines your professional attributes. From developing your brand to promoting your personal values and messaging, the team at Adecco has every tip and trick to help you create a personal brand that exceeds expectations.

Whether you’re looking for resources to expand your skill sets, interview preparation, or access to premium jobs with top employers, Adecco has you covered. Rely on the experienced recruiters at Adecco to kick start your career. Check out Adecco’s complete guide to developing your personal brand and visit your local Adecco branch to register for free today.

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.