HRdownloads Blog

Workplace Detox: Bouncing Back from a Toxic Hire

Posted by HRdownloads on May 9, 2019 2:30:00 PM

Hiring is difficult, and sometimes organizations make mistakes. In the best case, the employee quickly realizes that the job is not for them, and they resign to find a better opportunity. In the worst case, the employee lingers, failing to achieve in their role and even making it difficult for other employees to get their work done.

A bad hire might even be worse than unproductive—they could have a toxic effect on the workplace, bringing strife and conflict into what was formerly a harmonious environment. Whatever specific effects a bad hire has on your workplace, the best option is to act quickly and use formal coaching and performance management to try to correct the issues. If this fails, or if escalation is warranted due to their behaviour, enact progressive discipline. The longer you wait, the more damage the bad hire could do.

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Topics: HR Challenges

People Skills: How to Develop Your Emotional Intelligence

Posted by HRdownloads on May 2, 2019 2:30:00 PM

Every job involves some degree of human interaction, whether with managers, colleagues, direct reports, or external stakeholders like clients, customers, or partners. All of these human interactions have emotional dimensions, so that no matter how technical the topic of discussion, the psychological states of the people involved are critical to success. Because of how central emotion is to all professional activities, developing emotional intelligence (EI) is imperative. But what is emotional intelligence, and how can it be developed?

Emotional intelligence is the capacity to recognize, control, and express our own emotions, as well as the ability to recognize others’ emotions and manage interpersonal relationships with empathy. It influences every human interaction and is an essential skill to be an effective leader. One study found that emotional intelligence is the strongest predictor of performance and that 90 percent of high performers in the workplace possess high emotional intelligence. Furthermore, the World Economic Forum’s Future of Jobs Report indicates that social skills, including emotional intelligence, will be in high demand across industries by 2020. Put simply, having high EI can significantly improve your professional success, especially as a manager.

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Topics: Leadership

Save the Earth and Save Money: How Going Green Makes Business ‘Cents’

Posted by HRdownloads on Apr 25, 2019 2:30:00 PM

Environmental responsibility has become a popular concern lately. People are going green at home with energy efficient appliances and lighting, and the zero-waste lifestyle movement has encouraged individuals to buy in bulk, stop using disposable plastics, and use refillable and reusable containers. The same individuals are also looking for businesses they support to take on green initiatives and environmentally friendly operations.

Many businesses believe that going green is expensive and increases operating costs, but introducing green initiatives in the workplace can actually save money. The financial effects of going green are not only attracting new sources of revenue from environmentally conscious clientele, but also saving money directly by reducing disposable waste and energy consumption.

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Topics: Workplace Culture, HR Challenges

Retire Stereotypes: How to Create an Age-Friendly Workplace

Posted by HRdownloads on Apr 18, 2019 2:30:00 PM

In Canada, there are now more people over the age of 65 than under the age of 15. The 2015 census found that one Canadian in five over the age of 65 still works—nearly 1.1 million seniors. People are staying in the workforce longer for many reasons: longer life expectancy, financial security, or simply a desire to continue working. Older workers want to be engaged and productive, but ageism is still a barrier for them.

Employment and Social Development Canada defines ageism as “prejudice and discrimination based on age that often results from myths and stereotypes that do not reflect the reality of aging and older individuals. It prevents people from recognizing the valuable contributions of older individuals and limits the choices and opportunities for older individuals to actively participate in society.” Like other types of discrimination, ageism takes several forms. It can be subtle and implicit or overt and direct. In any form, discrimination damages its victims and its perpetrators.

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Topics: Workplace Culture, HR Challenges

The Gender Pay Gap: What You Can Do

Posted by HRdownloads on Apr 11, 2019 2:30:00 PM

The gender pay gap has been a big topic of conversation lately, and this prominence is likely to continue. Despite increased awareness and changing legislation, the gender wage gap persists in every province across all sectors. In the Global Gender Gap Report 2018 conducted by the World Economic Forum, Canada ranked twenty-seventh in economic participation and opportunity, with a distance to parity of 0.31 for wage equality for similar work. This means Canadian women typically earn 69 cents for every dollar earned by their male counterparts. This figure is shocking, especially because a gender difference in educational attainment is not taken into consideration when doing these comparisons.

It’s important for employers to be aware of the gender wage gap, as well as actions they can take to reduce it. Women are half of the population. Not surprisingly, female participation in the workforce can significantly influence growth, competitiveness, and future economies. Similarly, women make up a large portion of the consumer market. It is estimated that an additional $150 billion in GDP growth could result in 2026 if the wage gap was closed and female workforce participation was boosted. Excluding women from equal participation in the labour force harms individuals, families, employers, and the economy at large.

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Topics: HR Challenges

Pulling Back on Perks: Reducing Employee Benefits

Posted by HRdownloads on Apr 4, 2019 2:30:00 PM

For recruitment, staff retention, or simply creating a positive work culture, employers often provide employees with benefits or perks that exceed employment standard minimums. This may include offering employees sick days that not only exceed statutory minimums but are also paid, or vacation benefits for new hires greater than the standard two weeks.

It is a great feeling for employers to know they can provide valuable perks to their employees and stand out from the competition. But demands for a business’s services can fluctuate—a decrease resulting in reduced profits, or a rapid increase requiring additional staff that increases the costs of perks. There are many situations that may force an employer to review the benefits they provide to their employees, and the conclusion might be to reduce benefits for the business to succeed. Is that even possible, though?

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Topics: Employee Benefits

But We Can Still Be Friends: Effective Offboarding

Posted by HRdownloads on Mar 28, 2019 2:30:00 PM

When a valued employee leaves your company, it can affect multiple people and areas within the organization. There are many moving pieces that follow an employee departure, which can cause additional stress for the manager and other employees. Using a formal offboarding process helps not only the departing employee, but their manager, their team, and the overall company culture.

Just as your onboarding program addresses all aspects of an employee joining your organization, an offboarding program addresses everything to do with employee departures—whether due to termination, resignation, layoff, or otherwise. An effective offboarding program should be a positive experience for everyone it affects, and like an onboarding program, should be formal, consistent, and supported with adequate resources.

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Topics: Employee Management

HR Professional or Personal Counsellor? Maintaining Appropriate Workplace Boundaries

Posted by HRdownloads on Mar 21, 2019 2:30:00 PM

Employees sometimes look to their organization’s HR department for support when their personal and professional lives collide. Given the nature of the role, it’s understandable that employees become comfortable seeking advice from HR—many HR professionals enter the field because they are ‘people’ people. They care about the well-being of others and want to help employees navigate their professional and personal lives. They want employees to feel comfortable coming forward when they’re experiencing problems, but sometimes it can feel like the employee expects a personal counsellor.

Although HR is often an expansive role, encompassing many different functions (and might not even be your only or primary responsibility in your organization), personal counsellor is not part of HR’s prerogative. This can be a problem when you must have a frank conversation with an employee who has confided personal details and now sees you as more of a confidant than an HR professional.

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Topics: HR Challenges

Get Organized, or Don’t: How to Manage Different Organizational Styles

Posted by HRdownloads on Mar 14, 2019 2:30:00 PM

Organization looks different for different people. You might be known around the office for your tidy desk and orderly desktop, while another employee’s workstation overflows with scraps, notes, toys, and plants. Your system makes sure that there is a place for everything, and everything is in its place—whereas you can’t help but wonder how your colleagues get anything done with their desks in such disarray. If your team appears to be in chaos, it may be time to encourage your version of organization among your company and staff.

Before you try to organize your organization, take a step back to really think about it. We know that arranging and regulating processes and spaces can be beneficial, creating more efficient procedures and decreasing overall stress. In fact, when asked how people felt when they organized their workspace, they typically felt accomplished (71%), in control (68%), confident (54%), and motivated (52%). Everyone is different, though, so being organized might look different for everyone.

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Topics: Workplace Organization

Making a Difference: Creating a Successful Workplace Diversity Program

Posted by HRdownloads on Mar 7, 2019 2:30:00 PM

The world is diverse, and our workplaces should be, too. A diverse workforce can help your organization develop fresh approaches and solutions to problems, and can open up new and untapped customer bases. Achieving diversity is about making a sincere commitment to recognizing that people of different backgrounds and experiences bring value because of those differences, not in spite of them.

Many organizations recognize the value of hiring from historically marginalized groups and already have diversity programs in place to broaden their talent pipelines. Yet many of these same companies may find their diversity programs are not working out the way they had hoped. Maybe it’s because the employees don’t seem to be staying as long with the company, or don’t seem to be advancing. This may be especially frustrating for organizations that have actively tried to recruit from a diverse background. When these organizations step back, they may realize that although they have a strong diversity program, particularly when it comes to recruitment, they have missed the mark on inclusion.

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Topics: Organizational Culture, Workplace Inclusion

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