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
If an organization is only as good as its talent, then perhaps a leader is only as good as their commitment to developing that talent. Canada’s employment landscape is shifting with tectonic force. As the bulk of the labour force, the Baby Boomer Generation, continues to work well into old age, the younger, less populous generations are left underemployed or unemployed, unable to gain the experience they’ll need when the Baby Boomers finally do leave job openings – more than can be filled, in fact. Add to this issue the promiscuous attitude Millennials have towards the companies that do hire them, and Canada could be in for a hiring crisis of Krakatoan proportions.
Nonetheless, there are ways for Canadian businesses to placate the employment gods before it’s too late, namely by investing in the professional development of their employees – particularly the younger ones with the potential for leadership. Read more
By Ken Graham, Director, Training, Adecco Employment Services Limited
Developing a successful training plan for your organization is no easy task, especially in times like these when you have a multi-generational workforce. However, if you plan ahead and follow the tips below, your training efforts will be well-received. Read more
The performance appraisal is a crucial tool in driving a performance-based culture at any organization. Regardless of whether your organization conducts appraisals quarterly, semi-annually, or annually, it is important to remember that the goal of a performance appraisal is to provide feedback on an employee’s performance not only in relation to their position and its requirements, but also in relation to your organization’s goals and values. Generally speaking, a well-designed performance appraisal should highlight areas of both strength and improvement, evaluate whether objectives set during the previous performance appraisal have been met, and set goals for the next appraisal period.
Below are a few best practices that will help ensure each performance appraisal at your organization is always focused, effective, and productive.