employee engagement

Let’s “talk” – Sweet employee engagement

February 19, 2020 Piccolo Heath LLP Employee Relations, Human Resources, Training and Development, 0

It’s important to remember that employee engagement is more than employees feeling good about the work they do or liking the people with whom they work. It’s about an employee feeling that they have a role in the company or on the team, that they make a difference, and that they aren’t just a cog in the corporate wheel.

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Three CHRO hot topics – 2 of 3

January 25, 2016 PeopleInsight Workforce Analytics Employee Relations, HR Analytics, HR Policies and Procedures, HRMS, Human Resources, Recruiting and Hiring, Training and Development

In this second blog topic, we’re going to look at CHRO Hot Topic #2: There’s a shift underway in the Engagement space. From what I can see, there are a number of forces at play in the engagement industry.

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Three CHRO hot topics- 1 of 3

January 5, 2016 PeopleInsight Workforce Analytics Employee Relations, HR Analytics, HRMS, Human Resources, Recruiting and Hiring

I recently met with about 15 Talent & HR Executives over the course of a few days. While there were many fascinating conversations, there are three themes that really stood out for me:

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Inspiring employee engagement at Christmas – Christmas bonuses vs Christmas giving

December 22, 2015 Marcia Scheffler Employee Relations, Employment/Labour Standards, HR Policies and Procedures, Human Resources, Payroll, Pensions and Benefits, Union Relations, Wages and Compensation

Does your company do an annual Christmas bonus or appreciation? Has it been going on for a long time? Do employees expect it? Feel entitled to it? At some point an annual Christmas bonus becomes an employee entitlement. They begin to feel they deserve or are entitled to it. The same can be said for seniority awards.

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Transform data into stories and engage executives

January 26, 2015 PeopleInsight Workforce Analytics Employee Relations, HR Analytics, HRMS, Human Resources

In the past we have explored the value of visualizations in bringing workforce data to life and simplifying understanding. So what comes next once we have robust people data, great visualizations, and deeper understanding? It’s time to start sharing insight with executives.

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Cultivating a culture of gratitude in your organization

October 15, 2014 Marcia Scheffler Employee Relations, HR Policies and Procedures, Human Resources, Recruiting and Hiring, Training and Development

There have been a few articles and books recently that have highlighted the importance of culture in an organization.

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Trusted human resources leadership

August 27, 2014 Marcia Scheffler Employee Relations, HR Policies and Procedures, Human Resources, Training and Development

Can you trust your HR Department? Trust is one of the most valuable assets in any organization and the level of trust within an organization is a key factor in long-term organizational success.

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Employer-sponsored events: Beware of summer BBQ blunders

July 21, 2014 Marcia Scheffler Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Training and Development

So don’t get me wrong, I love staff picnics and BBQs as much as anyone and think they are a great opportunity for staff to bond outside of their regular departments and duties. In fact as HR it is often both my responsibility and pleasure to help plan these events for my organization! However when you start to think about what can go wrong from an employer responsibility perspective rather than an employee engagement perspective; you begin to wonder if the prospective summer BBQ will balloon into a colossal blunder.

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It’s time to re-think people surveys – event-driven surveys across the employee lifecycle

June 24, 2014 PeopleInsight Workforce Analytics Employee Relations, HR Analytics, HR Policies and Procedures, HRMS, Human Resources, Recruiting and Hiring

Employee surveys have always played a role in HR. Typically, they involve a lot of time and a lot of work – they are big projects that happen once a year or once every two years. In most cases, because of their size and complexity, analysis takes a long time and we are left with a static, moment-in-time view of what was going on in the organization at the time of the survey. Unfortunately this often leaves HR in the position of reacting to what was, rather than responding to what is and planning for what will be.

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HR reporting and workforce analytics – Why looks matter

May 27, 2014 PeopleInsight Workforce Analytics HR Analytics, HR Policies and Procedures, HRMS, Human Resources

If every picture tells a story, a picture is worth a 1000 words, and seeing is believing… what are you waiting for? You have a compelling people-story to share…it’s time you communicated it in a way that engages, excites, and motivates the business to action.

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From the desk of the HR manager: Spring cleaning – Performing an HR audit

May 16, 2014 Employer Advisor, McCarthy Tétrault LLP Accessibility Standards, Employee Relations, Employment/Labour Standards, Health and Safety, HR Analytics, HR Policies and Procedures, HRMS, Human Resources, Payroll, Recruiting and Hiring, Training and Development, Union Relations

As spring is upon us, it is an appropriate time of the year for an organization to perform an audit of its human resources process. HR audits ensure regulatory and organizational policy compliance, while proactively pursuing internal efficiencies and excellence. Regular and systematic audits demonstrate due-diligence to regulatory bodies (e.g. Ministry of Labour) and promote a proactive, preventative approach to HR issues, subsequently reducing risk and liabilities.

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Are open office spaces hurting workplace productivity?

January 17, 2014 Clear Path Employer Services Accessibility Standards, Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Privacy and Security, Recruiting and Hiring, Standard for Employment, Training and Development

More and more we’re seeing the modern workplace make the shift from a traditional, individualized office space design to something more open-concept and collaborative. Take a moment to Google a few innovative or up-and-coming companies in the communication or technology spheres. It’s very likely that one or more of these companies will offer a virtual tour of their office space for potential candidates, using words like “fun”, “innovative”, and “collaborative” to describe the working environment.

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All “tricked out” with employee engagement surveys?

October 29, 2013 Marcia Scheffler Employee Relations, HR Policies and Procedures, Human Resources, Training and Development

Employee engagement surveys are a great “trick” to measure the pulse of your organization and to increase employee engagement. Even small employers can conduct and analyze results in a low cost, time effective manner.

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Does management limit engagement?

September 16, 2013 Adam Gorley Employee Relations, Human Resources, Payroll, Pensions and Benefits, Recruiting and Hiring, Training and Development, Wages and Compensation

“Disengagement is not an employee problem. It is a hangover from the Industrial Age that invented a middle tier in companies so useless and intrusive that a cartoon strip called Dilbert is the best picture we have of how it functions.” Those are the words of author Chuck Blakeman. What do you think?

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Canada’s top 100 employers for 2013

November 26, 2012 Occasional Contributors Employee Relations, HR Policies and Procedures, Human Resources, Payroll, Pensions and Benefits, Recruiting and Hiring, Training and Development

Just this past month, the acclaimed Canada’s Top 100 Employers for 2013 list was released and an editorial was featured in the Globe and Mail. (You can see the full list here) Among the ranks were 3M Canada Co., Deeley Harley-Davidson Canada, Loblaws Cos. Ltd., and Winnipeg Airports Authority Inc. The list is diverse, awarding honours to a mixed bag of firms, from Technip Canada Ltd (124 employees) to Toronto-Dominion Bank (43, 850 employees). While the nature and size vary significantly, one factor remains constant across every organization: employee engagement. Human resource development is at the core of every listed organization’s values, and for good reason; human capital is considered their greatest asset.

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