The bottom line of underperforming employees: they affect your bottom line. That’s why performance management is such a vital skill for every supervisor to hone. But what exactly is meant by “underperforming employees”? To answer that, it’s important to draw a distinction between an underperforming employee and a difficult employee. Read more
Posts tagged ‘employee development’
This article originally appeared in Lēad Magazine, Issue 15: The Value of Brand Attraction.
Boasting more than 100 employees – and growing – after just two years in business, Montreal-based menswear company, Frank & Oak, has made amazing headway in changing how men shop for their clothes. Every month, the company website features new, on trend clothing and accessories, which Frank & Oak itself designs and manufactures. This stunning startup success all began with co-founders Hicham Ratnani and Ethan Song, who sat down with Adecco to discuss how they first acquired the employees they needed to flourish, how their workforce needs continue to evolve, and what they do to adapt to those changes. Read more
Often, it’s the employee who worries about the employer’s feedback. But what about when the employer, or even specifically you, the manager, are subject to employee feedback that isn’t so flattering? There’s a lot of advice out there for employees on how to handle criticism from management and even how to deal with a difficult boss. But bosses are people too, and when an employee speaks up about something with which they disagree or are uncomfortable, it’s the boss’ feelings that can be hurt. In fact, because the employee is the subordinate, criticism from them can take a manager by surprise, particularly when it isn’t received via an official, established channel, such as an internal survey or recommendations box.
So what’s the best way to handle criticism from an employee? Well, that depends on what unofficial way the criticism was received. Read more
If you haven’t heard of a purple squirrel before, you’re not alone. The somewhat arcane term is popular in the HR world and refers to a candidate who perfectly matches a job’s requirements in every way, from education, to skills, to personality. But does the proverbial purple squirrel really exist, or is it as illusory as Jack London’s pink elephants and blue mice? And if they are real, how can they best be caught? Read more
Last summer, we discussed psychological safety in the workplace, addressing head on how workplace bullying can affect the mental health of employees, the responsibilities employers have in protecting their employees from such harassment, and the steps they can take to ensure their workplaces are psychologically safe for all. This blog has also discussed the concept of total compensation, which involves customizing a compensation package based on an organization’s corporate culture, and which typically includes a mix of cash, benefits, retirement plans, as well as other programs, such as onsite daycare to show family support and foster employee loyalty and discounted gym memberships to ensure employee health and productivity.
The common thread between all of these ideas is that employees require more than cold, hard cash to drive an organization to success; they need to feel appreciated and cared for by their employer. However, meeting those needs involves more than providing compensation, recognition, and rewards. Employees need to feel, not that their employers are doing them favours or simply abiding by the law, but that they see them as integral parts of the whole. That’s why true employee morale – and all the benefits that come with it for individual workers and the organization – stems from the very basic human desire to feel like they belong. Professional development, because it conveys gratitude and empowers employees to be their best, helps foster that sense of belonging. And although this blog has talked about the components of effective professional development efforts before, it’s time now to consider the time, energy, money, and decision-making that come with those efforts. Read more
As touched on in our April 7, 2013 article, “The Power of Diversity in the Workplace”, despite being one of the most multicultural countries in the world, Canada still presents significant obstacles to those who are not of the longstanding western European, particularly British, heritage that characterized the country for much of its history.
Such cultural prejudices prevent organizations from having diversity in the workplace, which means they can’t take advantage of the benefits that come with it, such as appealing to more demographics in what is obviously an increasingly cosmopolitan marketplace. But what about when a new immigrant is hired, particularly one who’s from a very different culture? Are they over the largest hurdle? Or do they face even higher ones once they’ve entered the Canadian workforce? Read more