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Posts tagged ‘work life balance’

And now for a message from our Canadian Win4Youth Ambassadors!

The Win4Youth program brings The Adecco Group employees, associates and clients together to share their passion for sport and to have a positive impact on the lives of young people around the world.  At the end of October, we’re excited to have 2 members of our Adecco Group family join 70 colleagues from around the world at the first ever Win4Youth Triathlon, powered by Oceanlava, in Lanzarote, Spain.

Anne Nguyen and Christian Robert are Canada’s representatives on the North American team. They were selected for their passion for Win4Youth, social media and fundraising efforts, and their dedication to The Adecco Group core values. Below, Anne and Christian tell us about their individual journeys to become Win4Youth ambassadors.

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Making the Most of Your January

Maybe it’s the after-effects of holiday excess or the unpredictable weather and limited sunshine, but after the hustle and bustle of the holidays, it can be difficult to re-establish regular routines come January. So when the jingle bells return to email notifications and the sleigh rides turn back into your regular commute, use the following five tips to jump start your new year.

Set small goals

Jumping back into the thick of things after a break is challenging under the best of circumstances, let alone after the excitement of the holiday season. To help ease the transition, try setting small goals for the first week back. The sense of accomplishment gained after crossing a few items off your to-do list will motivate you to take on bigger and harder tasks.

Make healthy choices

After over-indulging throughout the holiday season, it may be hard to get yourself back on track health-wise. Start small by cleaning out your fridge. Bring leftover cookies and snacks to the office and make sure your home is stocked with healthy snacks that are readily available when those cravings hit! A healthy diet has direct links to good mental health and higher energy levels, so start your year off right with healthy habits.

Find a way to laugh

When you laugh, your body releases endorphins — the body’s natural “feel-good” chemicals — that instantly raise your spirits. To exercise your funny bone, consider taking in a comedy show, watching a funny movie or sharing jokes with colleagues and friends. You may find laughing to be the perfect antidote to gloomy January days and long nights.

Perk up your social life

The holiday parties may be over, but your social life doesn’t have to be! To help tackle feelings of loneliness, take some time to reconnect with friends and family. Meet for coffee, start a book club or join a team sport. Surrounding yourself with people may be the distraction you need to beat the post-holiday blues.

Make positive changes

Remember, the new year can mean a new you! Try to look at January as a fresh start in making those positive changes in your life. Ready for a new career? Start by revising your résumé. Looking to get in shape? Check out your local gym. Taking small steps to stay on track with those New Year’s resolutions will leave you feeling positive and accomplished.

Don’t let January drag you down! With the right start, 2018 may be your best year yet!

From all of us here at Adecco Canada, we wish you and yours a safe and happy holiday season!

 

 

 

 

 

 

 

For more information and articles, visit our Employment resources page on our website.

5 Tips to Retain Your Talent Pool

With the labour market becoming increasingly competitive, employers are finding it challenging to retain their talent. Employees are keeping an eye out for better opportunities, or are contacted by headhunters with offers too good to refuse.

At Adecco, we know that great employees are hard to find. To help navigate you through this reality, we’ve got five main employee retention tips..

  • Provide internal growth and development opportunities

No employee wants to be stuck in a so-called “dead-end” job. Internal growth and development starts from day one! Establish a strong on-boarding training resources. Consider setting a review schedule to meet individually with your staff to set goals and create action plans that help them progress. This will also help to continue to motivate them and feel appreciated.  Promoting internal growth and development highlights your belief in their success.

  • Create a positive workplace culture

The average Canadian spends 90,000 hours at work during their lifetime.[i] That’s approximately one third of someone’s life! This is why colleagues are often referred to as a second family or work family. Make sure to foster these relationships. Hold luncheons, celebrate birthdays and holidays, hold contests and team building events. These may seem like small incentives, but they can have a big impact in making the workplace more enjoyable and inclusive.

  • Foster open communication between management and staff

It is often said — Employees do not leave companies, they leave managers.  Create an open-door policy for management within your office to make them more approachable to staff members. Encourage employees to express any concerns or ideas they may have to make the office better. Start a dialogue! Hold weekly meetings to discuss workplace issues, highlight business successes, and, bridge conversations between management and staff members.

  • Work/life balance

With an increased presence of technology in the workplace, the way we work is continuously evolving. From freelancing, to flex hours, to working from home — the ability to connect to the office virtually on a multitude of platforms enables employees to have more freedom than ever before. Consider providing your staff with laptops, and letting them to work from home one day a week. Or, offer a “flextime” option  and let them work a set number of hours a week on their own schedule.  You may even consider paying them hourly and allowing them to leave once their workload is complete. When an employee has the flexibility to manage their work with their personal life many witness an increase in productivity and a happier employee!

  • Consult job stat sites/compensation guides

If you don’t offer competitive pay and benefits, you’re already out of the game. Financial compensation is a huge motivator for employees. They know their worth and if another company meets or exceeds that value, it won’t be long before you receive a resignation letter. Consult reputable job stat sites/compensation guides to determine fair financial compensation from the get go. Don’t forget; compensation is not just salary. Benefit packages can be equally enticing to an employee. Make sure you have a benefit plan that is as diverse as your staff to support all their needs.

If you would like to view Adecco’s Compensation Guide, contact your local Adecco branch to receive your complimentary copy of our 2018 Compensation Guide. Stay tuned for the digital version coming out in early December.

Unfortunately, there is no way to eliminate turnover altogether, however, when it comes to retention a little effort does goes a long way. When an employee feels satisfaction in their job and receives recognition, they are less likely to peruse job boards or return that call from the headhunter. By hiring your employee, you have bought into them, now give them a reason to buy into you!

For more information and articles, visit our Employment resources page on our website.


[i]  The Globe and Mail, 2017

https://beta.theglobeandmail.com/life/top-five-tips-for-creating-work-with-purpose/article36352867/?ref=http://www.theglobeandmail.com&

 

TempTalk with Tanvir Shaikh

After arriving in this country as a teenage new immigrant from India, Tanvir couldn’t have found a more fittingly named place for her very first job. But, unfortunately, Canada’s Wonderland held little wonder for someone so in love with numbers that she dreamed of a career in finance. And while she did try to secure a co-op with a bank, being a minor at the time made it a nonstarter. That’s when one of her teachers recommended that she sign up with Adecco. Read more

Why a Working Parent is Good for Work

Not that long ago, it was common for only one parent – typically the father – to work, supporting a family of three to four children and a stay-at-home mom. But, of course, times changed and women entered the working world in droves. Currently, they make up more than half of the North American workforce, and this cultural and socioeconomic shift has presented women with many choices and challenges: Forego a family for corporate success? Sideline career goals to raise kids? Or somehow juggle both? And with time, these questions have become even more daunting as work-life balance becomes more out of whack and the cost of living, including child care expenses, continues to increase despite more than 20 years of virtually stagnant income growth. In fact, according to the Organization for Economic Co-operation and Development (OECD), Canada’s highest earning two-working-parent families spend 18% of their net income on child care expenses – the fifth highest out of 30 industrialized countries that were studied. Considering this statistic, it’s no wonder that over two-thirds of Canadian women with children under the age of five are in fact working. Conversely, in some regions, a woman may choose to be a stay-at-home mom simply because the cost of daycare outweighs what she would make going back to work. But what happens when that stay-at-home mom decides to go back to work? Read more

Work-Life Balance: An Update from the Frontlines

This article originally appeared in Lēad Magazine, Issue 14: The Search for Balance.

By Marilynne Madigan, Managing Partner, Ontario Health and Benefits Consulting Practice, Morneau Shepell

The Canadian Mental Health Association (CMHA) estimates that employee burnout accounts for $12 billion in health claims every year. This staggering statistic warrants revisiting a topic that for several years now has been at the forefront of the employment world: the work-life balance – or rather, imbalance – of employees.

Digging a bit deeper, the cost to employers of lost time caused by mental health issues is about $1,500 per person, per year. In fact, every year, Canada’s private sector spends about $180 billion in short-term disability payouts, and $135 billion for long-term disability. Absenteeism, which is simply not coming to work, and presenteeism, which is coming to work while sick, costs Canadian employers about $6.3 billion every year. Read more