Skip to content

Posts tagged ‘employee retention’

Can I do more?

By:  Camillo Zacchia, Ph.D. – Psychologist

In this guest post, clinical psychologist Dr. Camillo Zacchia looks at the tendency to question whether we’re doing enough. He looks at the personality types that can get derailed by these feelings of inadequacy and offers a way forward when confronted by the sense that you’re not doing enough. Read on for Dr. Zacchia’s article on the art of good enough.

Can I do more? This question is a trap if I ever heard one.

Can I do more to help my parents? Can I do a better job on this assignment? Can I eat better? These types of questions are endless and the only answer to them is yes. The simple fact is we can always do more or do better. This means that in order to stop working on something, we have to accept this fact and just “be OK” with it. In other words, we have to accept that good enough is good enough.

But what happens to people who can’t be satisfied with good enough? Those who are unable to accept this option are going to be in trouble. The question of “can I do more?” will leave them with only two other options. The first is to be disappointed with not doing their best and the second is to try harder and keep going. But if they try harder, they are still left with the question of “can I do more?” and they’re right back to the same two options of trying harder or being disappointed. There is no alternative. For them, all roads eventually lead to disappointment.

Of course, this isn’t a big issue for most of us. The majority of people can live with good enough. They acknowledge that they can do better — after all, nobody’s perfect — but can nevertheless be satisfied with what they’ve done. No disappointment for these people. But there are others who have a much harder time letting go, and for them the question of “can I do more?” will cause significant problems and often lead to feelings of burnout. There are two groups of people who have particular difficulty letting things stand.

The perfectionists
Some people just can’t seem to be happy until things are just right: a job that seems well done still needs refining, a good meal still needs a little something, nothing feels quite good enough. These people can sometimes be seen as perfectionists, or as picky. There is no denying the fact that their work is generally very high quality. The only problem is that they are rarely satisfied with it, even if everyone else around them is.

The guilt-ridden
There is another group of individuals who are governed by excessive guilt. They are generally seen as people pleasers and are constantly doing for others. This can include trying to please bosses, coworkers, friends or members of the family. Many of them may have grown up in a home with a parent who was difficult to please or who was needy, dependent and required lots of attention and help. Since everyone around them always has needs, the guilt-ridden can’t stop. To do so would mean to disappoint others and it just isn’t in their nature to let others down.

For the perfectionist and guilt-ridden people, the question of “can I do more?” is a trap. The answer will always be yes. As a result, they will keep pushing for more and will almost always overdo things, potentially leading to burnout or complete avoidance of people or responsibilities. It’s just too much work, so they often run away and simply stop trying.

This is the self-fulfilling prophecy we often see in such people. Even though they always do very well in both quantity and quality, at some point they know it won’t be good enough so they just give up. Ironically, it confirms their belief that they aren’t “good enough” because now they really are getting nothing done.

For those who aren’t very good at letting go, the only way around this bottomless pit of disappointment is to be aware of the trap that comes with the question “can I do more?” A far more functional question is “did I do a lot?” Just look at how your raw performance numbers or indicators stack up to others in your position. Do you treat as many dossiers as your co-workers? Do you do as much for your parents as your siblings? The answer to “did I do a lot?’ is usually also yes. But at least answering yes to this question does not require you to do more.

When we know in our logical minds that we did a lot — probably more than most others would — then we have to force ourselves to stop. This may make us uncomfortable at first but like all emotions, they fade over time. If we give in to these feelings, they will strengthen. If we don’t act on them, and allow them to dissipate naturally, they will get weaker and weaker over time.

The idea of things being good but not quite good enough may make you feel uncomfortable at first but by not giving in to your urges to do more, you will eventually feel that things really are just that…good enough.

To view more of our blogs and articles, visit our Employment resources page on our website.


Dr. Zacchia[1] is a clinical psychologist specializing in the treatment of anxiety disorders, depression and interpersonal problems. He blogs at Psychospeak with Dr. Z[2] and the Huffington Post Canada: The Ilk of Humankind[3].

Editor’s Note: A previous version of this post appeared on Psychospeak with Dr. Z.[4] It has been updated to provide additional details.

Stay tuned for more from Dr. Zacchia as he looks at mental health in the workplace.

[1] www.drzacchia.com

[2] http://blog.douglas.qc.ca/psychospeak/

[3] https://www.huffingtonpost.ca/author/camillo-zacchia-phd/

[4] http://blog.douglas.qc.ca/psychospeak/2015/07/07/can-i-do-more/

Attracting and Retaining Your Talent

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.

Attracting Talent

Fair compensation

One of the biggest mistakes an employer can make is to base their position’s salary on budget —not market rates. To ensure your pay rates are competitive within your market, consult Adecco’s 2018 Compensation Guide. Don’t forget competitive compensation encompasses more than just the base salary! Make sure you offer a flexible benefits program so your employees can pick a plan that satisfies their individual needs.

Referral bonuses

Good people know good people! Why not capitalize on that? To supplement your recruitment efforts, try offering the incentive of a referral bonus to . A gift card, paid vacation day or cash bonus encourages employees to refer only the best candidates.

Your online reputation

With online search engines leaving little to the imagination, building a good company reputation is essential for your hiring process. Bad reviews, scandals, news stories and complaints can scare off that potential candidate before they even step foot through your door. Make sure you monitor your online reputation to ensure your talent pool isn’t being influenced.

Clear and Concise Job Descriptions

Making sure you have job specs in place that carefully detail the role and responsibilities of the position ensures that the potential candidate understands the role’s expectations from the get go. A detailed job description also allows the candidate you’re interviewing gage what they will be accountable for delivering and what how their performance will be measured.

Retaining your staff

Job Training

There is nothing more challenging than being thrown into a new position with little to no training. Regardless of what’s listed on that new employee’s resume, a new company brings new technologies, software and office practices. Providing a thorough training session for new hires will help instill confidence in their new role. Pressed on time? Consider curating a department manual. This can be used as a supplementary training aid, as well as a reference guide of expectations and proper procedures for the entire department.

Positive Work Culture

Spending 40-hours a week at work is taxing on even the best employee. Ensuring your employees have a great atmosphere to spend most of their waking hours demonstrates just how much you value them. Celebrating holidays, organizing luncheons and implementing casual dress days are just a few ways to develop a culture that keeps employees motivated.

Employee incentive programs

Incentive programs keep employees motivated. A common incentive is the profit sharing program.  This incentive allows an employee to be rewarded based on the company’s success. Working within a budget? Don’t be afraid to get creative! Try offering a paid lunch, a gift card for coffee or to the movies, and watch employee productivity increase!

Feedback

Every employee appreciates constructive feedback. Not only does it open a dialogue, it also confirms the employee’s value. Make sure to reward a job well done with special acknowledgement to not only keep employees motivated, but also boost job performance.

Development and growth opportunities

Professional development is a driving motivator to many employees. They want to be assured they are in a position that’s linked to growth opportunities. To assist employees with their professional development, hold annual or bi-annual reviews, set realistic career goals and create action plans. Finally, make sure employees are aware when an internal position is available to give them an opportunity to apply.

Work/Life balance

At the end of the day, work family is not real family. Employees have a life outside of their cubicle and it’s important to consider what you can do to better that life. With modern technology, it is becoming increasingly common for companies to implement flex hours, or virtual work options. These options give employees the flexibility to manage their personal life, while maintaining productivity in their professional one.

Looking to increase your success at attracting and retaining talent? Adecco is here to help! Contact your local Adecco Branch to speak with one of our specialized recruitment consultants!

For more information and articles, visit our Employer resources page on our webs

How a Great Place to Work Becomes Even Better: Part 2

Earlier this week, we gleefully announced that Adecco Canada was included on the Great Place to Work® list of 2016. gptw_Canada_BestWorkplaces_2016_cmyk

The sentiments expressed by Sandra Hokansson, Adecco Canada’s President and Country Manager, represent how all of us as feel about this respected award: “When a venerable organization like the Great Place to Work Institute recognizes what I see every day across Adecco’s offices and branches – staff going above and beyond to help clients and job seekers, laughter and collaboration resonating from offices, a workplace of people who have chosen to make Adecco their home for years and a stream of enthusiastic volunteers for our social programs – it solidifies that Adecco’s culture is working for the people who help find others work. We are truly honored to be recognized once again.”

While we’re still elated and continuing to celebrate, we also wanted to use this as an opportunity to start a conversation about creating great workplaces for all Canadians. Our previous blog noted the importance of transparency, good leadership, listening, employee involvement in decision making, training, career advancement opportunities and an atmosphere of fun as key factors for making workplaces feel like more than a job. The list continues below with themes that Adecco staff and the GPTW Institute reported as being critical to a great workplace:

 “Our team is very special and we think of each other as family. We stay accountable because we don’t want to let our team down and that really makes a difference…”

When an organization creates a world-class work environment for its employees, they become better motivated and engaged. And when staff go above and beyond in their efforts, employers need to recognize their contributions to the organization’s success in a way that they prefer. Adecco offers various modes of recognition and compensation so that each employee can feel appreciated in a way that suits them. Managers are given a Recognition Tool-Kit with customizable cards, certificates and vouchers that help them show impromptu appreciation to their teams. Best performing branches and team members receive a special treat like a gift basket, pizza lunch, bouquet of balloons, home cooked meal prepared by a regional vice president or even an opportunity to become a boss for the day. We also have formal Keystone Awards that recognize staff members who best embody the firm’s values, as well as the annual Superstars Contest which includes an all-expenses-paid luxury trip for the winner and a guest. We hand out Service Awards in appreciation of tenure – and considering that 35% of our workforce have been with us for 5 years or longer –  we give out quite a few of them. When we win a company-wide award (like making the GPTW list), every branch receives a celebration kit filled with streamers, snacks and swag! Colleagues are also encouraged to recognize one another through nominations and a special section of our intranet site for sharing successes and accomplishments with the entire organization. Our sharing initiatives don’t stop there – we provide generous referral bonuses when colleagues share their relationships and help find the right people to join the Adecco family, offer a profit sharing program across all levels of the company and utilize formalized salary bands for competitive compensation to all staff (in fact, we write the book on it).

“As a single mother I appreciate the work/life balance of working here.”

Smartphones, laptops and virtual networks are ubiquitous among modern working professionals so the need for a balanced work-life schedule and support programs is more important than ever before. Adecco accommodates unconventional work arrangements, work-from-home opportunities and flexible time off for our employees. Staff also receive more vacation time than legally required from the get-go, and increases in vacation time with their tenure. We offer paid sick days and leaves, health and welfare benefits, life and disability insurance and a retirement matching program to ease the burden for staff. Colleagues also have access to an Employee and Family Assistance Program which provides confidential coaching to help with various personal, family, and work-related challenges. In addition, we frequently run seminars for creating better balance and reducing stress, offer a Health and Fitness Reimbursement Program, maintain discounted gym memberships and feature lifestyle assistance services like weight-loss plans and smoking cessation programs.  Workplace happiness starts with health.

“This company values and accepts diversity – not always found in companies as large as this.”

Every employee and client should feel welcomed, included and as part of a team. A key part of Adecco’s Leadership Principles is having a “warm heart”, but demonstrating warmth in a large organization can be challenging. To increase integration, Adecco started a Coaching Program to help new hires across our branches and offices receive guidance from a veteran of the organization as they settle in. Adecco has also taken an active role in accommodating disabilities and hiring a diverse and inclusive workforce. We ensure that all our branch locations are accessible, our website material and software applications comply with best standards for accessibility, our mandates identify partnership opportunities across the country to support both internal diversity and client recruitment efforts, and that we’re working with diverse community organizations (read more about this below). Having a multitude of perspectives, ideas and opportunities in the workplace strengthens us all.

“Adecco is an organization that fosters socially responsible initiatives while investing in their people.”

Whether it’s giving back to the community, encouraging workplace health and fitness, or having a strong commitment to achievement by all, corporate social and environmental responsibility is increasingly becoming a benchmark of great workplaces, particularly for millennials. The word “pride” comes up a lot from Adecco colleagues and a large component of it stems from the company’s social and environmental stewardship initiatives that aim to give back. Our Way to Work Program was implemented to help global youth employability through internship opportunities and coaching. And our massively successful Win4Youth initiative has not only raised over $2M for disadvantaged children around the world but also encouraged Adecco’s own employees to lead a more active lifestyle.  Our 40 branches are further encouraged to support community organizations in their regions – particularly those focused on improving the employability of marginalized groups such as youth organizations, the LGBT community, First Nations and other ethno-cultural groups, newly-landed immigrants and refugees. Our goal is to help build a diverse and inclusive Canadian workforce through mentoring, presentations, recruitment programs, and offering relevant work experiences to kick start new careers. We’re also committed to preserving the health of the environment and started measuring our carbon footprint years ago. Since then, we have put together an action plan to reduce our environmental impact through work-from-home arrangements, LED lighting, recycled paper, choosing LEED buildings for our offices and equipping kitchens with energy efficient appliances. A workplace doing good is a good workplace.

“Adecco doesn’t just talk about values but acts in all instances to be true to them.”

Even a great workplace can quickly become complacent if their company culture remains static. A workplace is a fluid entity – workplace trends change frequently and yesterday’s values may not appeal to today’s demographics. There are always opportunities for continued improvement. When Adecco first made it onto the GPTW list in 2014, we set up a committee of employees across offices and departments to listen to staff and identify changes Adecco could implement to make their jobs better and easier. Since then, we’ve taken over 75 actions directly in response to their appeals! Our leadership is committed to listening to its people – we continue to analyze the Great Place to Work results every year, hold focus groups with colleagues to offer insights and advice on improvements and we create action groups that are tasked with seeing these ideas through to fruition. We’re always looking for ways to raise the bar and inspire other companies.

“I feel that I am valued for my contribution to the company as a whole and that we work hard as a company to continually strive for the best.  I have a real sense of pride in what we do and how we do it.”

While internal culture, giving back and continuous improvement are all important cornerstones in the makings of a great place to work, we believe that there’s an additional element that makes our workforce one of the most engaged in Canada. Adecco is a staffing firm, so not only do we come to work at a supportive, innovative, progressive and fun workplace every day, we also get to help thousands of Canadians find their own great place to work! At its essence, our job is to help worthy people transform their lives and the lives of their families. It is that mission that makes Adecco a truly great place to work.

Adecco Canada is proud to be selected as a Top-50 Great Place to Work® and as the 27th Best Workplace for Women. We would like to once again congratulate the other exceptional workplaces on the list.

So what makes a great place to work for you? Is it a company’s social responsibility? Flexible work arrangements? Game rooms? Mission statement? Tell us in the comments below and on our LinkedIn, Facebook and Twitter by using #whatmakesaGPTW.

How a Great Place to Work Becomes Even Better: Part 1

shutterstock_291602933

When Adecco was first featured on the prestigious Great Place to Work® list back in 2014, we could have just congratulated our colleagues, drafted a press release and continued on as we were. While we certainly did celebrate – with streamers, stickers, a little champagne and a dedicated GPTW edition of Lēad Magazine – we quickly began working on how a great place to work can become even greater.

gptw_Canada_BestWorkplaces_2016_cmykWell, a year and a half later – Adecco and our specialty brands Adecco Professional and Roevin Engineering and Technology –  have once again been awarded a top ranking on the GPTW List of 2016, making us one of the best companies to work for nationwide. Further this year, Adecco was honoured as being the 27th Best Workplace for Women!

The Great Place to Work® Institute has been studying and identifying exceptional workplaces around the world for the last 25 years, and with more than 5,500 organizations surveyed every year, the program is the world’s largest of its kind and is the definitive list for the makings of an exceptional work environment.

Evidence is mounting that when a company cares about their employees’ perceptions of the workplace, it increases productivity, improves sales and aids in retention. But what exactly makes for a great work environment? We set out to survey our colleagues across the country in various roles and stages of their careers about what they value in their workplaces. The themes that emerged from their responses lead the GPTW Institute® to include Adecco on their 2016 list and also informed the list below. The lessons for employers are clear: give your staff a voice, help them to grow, allow them to give back and provide meaning in their day-to-day work.

“We have a lot of great leaders who are willing to provide support and help out whenever needed.” 

In a global organization, leadership decisions can oftentimes be far removed from a company’s daily operations and can sometimes alienate employees. Transparency is critical to counteracting this. Sandra Hokansson, Adecco’s President and Country Manager, and other members of the broader Canadian Leadership Team keep their pulse to the ground by touring every branch in Canada at least once a year. When there, they focus on engaging with each and every team member – not just the managers – in an open forum to gather valuable feedback, listen to suggestions and learn about opportunities from those on the frontlines of the organization. When companies invest in leadership and transparency, everyone benefits.  And that includes financial transparency – when staff can see the direct impact of their efforts and understand what makes their teams financially successful, motivation comes easily.

“The trust and support at all levels of the company and the open door policies show that your thoughts and actions are not only considered but that they are important to the success and growth of the company.” 

No one wants to feel like just another employee in a large corporation. Staff need to be shown that they are individually valued and given opportunities for taking initiative in whatever role they hold. At Adecco, having an entrepreneurial spirit is part of our Core Values. To foster it, we look for employee involvement in decision making in everything from our group benefits plan and test pilots for new software tools to process improvements, operational efficiencies and even job titles for their roles.

We build leadership through proper support, training and opportunities that develop employee talents. New employees at Adecco receive thorough on-boarding and orientations that help them settle in and prepare them to perform their jobs successfully.  Our national training team also arranges one-on-one coaching calls, video tutorials, and interactive customer service courses. Additionally, we provide online job aids, a virtual Adecco University LearnCentre for all colleagues to expand their knowledge-base and skill sets and offer tuition reimbursements, a Management Trainee Program and an opportunity for executives to attend training programs in leading business schools in Europe. Career advancement is also very important for job satisfaction – particularly to millennials – so every year Adecco promotes approximately 10% of our workforce and allows 25% more to advance their careers laterally. Those who do not receive the promotion in a particular year are presented with aids and exercises which help them refocus and strengthen their skills so that they can succeed the following year. Another program offered is the Short Term Exchange Program which lets an employee switch places with a colleague in another country for a set period of time, capitalize on exciting travel opportunities and learn from teams across the world. When you invest in your employees, they return the investment tenfold through their dedication to the company and talents they bring.

[Adecco] cares about providing the right information and tools to fellow colleagues so that they can perform their jobs properly.”  

Knowing how a company runs, the resources it has available to it and the challenges it’s facing allow a dispersed workforce to perform their jobs effectively and better serve clients, builds mutual trust and creates camaraderie. Effective and frequent communication is key. Adecco colleagues not only have direct contact with senior level executives, but also receive quarterly all-staff calls with the Canadian Leadership Team, a monthly President’s Message outlining strategy, results and colleague success stories, weekly Corporate Communications delivered to their inboxes, and daily 10 minute Branch Meetings as a quick hip-check with their teams. And as part of our global innovation efforts, we also utilize a mass text messaging tool for important alerts.

“Employees are encouraged to bring forward new ideas and opinions.” 

Communication needs to be a two-way street to create a community-oriented corporate culture. Making sure employees’ voices are heard is critical to ensuring a company culture is representative of a multitude of opinions and on the right track. That’s why at Adecco, each colleague has a formal monthly one-on-one meeting with their direct manager to discuss their projects, contributions, challenges and individual goals.  We also hold employee focus groups annually, listen to employee feedback on how to improve work experience and challenges – and follow up with concrete action plans.

“I love working for a large company that makes everyone feel like we are a part of something special.”

We spend most of our time at work so there should be a fair dose of fun involved. And when you attract and hire the best, most entrepreneurial and positive individuals – fun happens organically. But to give the natural fun a boost, Adecco’s Social Committees – found in our larger offices – organize entertaining events that allow colleagues to get to know each other better and have fun through year-end celebrations, bake sales, pumpkin carving contests, scavenger hunts, team lunches and delicious potlucks. We also have light-hearted initiatives like ringing a bell when orders come in, making dance videos and taking part in singing contests, costume parties, sporting events and local charity events. And when there’s a birthday or milestone occasion like a wedding or baby, there’s an expense policy in place for colleagues to share in the celebrations at work. A workforce that plays together, stays together.

Fun picsWe’ve covered the importance of transparency, good leadership, listening, employee involvement in decision making, training, career advancement opportunities and having fun in creating an exceptional workplace. But we’re not done yet. Our next blog post will feature the rest of the list, covering the other critical elements that make up a great place to work – as deemed by both Adecco staffers and the GPTW Institute.

Until then, keep the conversation going on social media and in comments below. Tell us what you think makes a great workplace on our LinkedIn, Facebook and Twitter by using #whatmakesaGPTW.Newspaper
Congratulations to all the other great workplaces on the 2016 list! The full list is published in a Special National Report in today’s Globe and Mail.

 

Overcoming the Obstacles of Performance Management

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

How to Motivate Employees Every Day

We’ve talked a lot about how money isn’t the primary motivator for most employees, how ensuring your employees have a healthy work-life balance and opportunities for professional growth increase morale and retention, and how compensation is about much more than the net yield at the bottom of a paystub.  All of these factors are important to consider when creating an effective, overarching policy for motivating employees in the long-term. But what about during the daily grind of the workplace? Does telling someone of their professional development options lift their spirits if they’re having a bad day? Does reminding them of summer hours transport them to a happy place when they’re burning the midnight oil in the dead of February? Although such benefits definitely do influence employees’ attitudes, especially when they’re deciding to join or stay at your organization, the following are ideas on how to motivate employees each and every day in more immediate ways. Read more