In times of uncertainty, small business owners and owners of profit centres struggle to understand the effect of decreased revenues on their organizations. Our business continuity calculator provides a fast and simple way to calculate the effect of the COVID-19 pandemic on the financial success of your business.
Employers and HR professionals are facing a whole new set of challenges they've likely never faced before because of the COVID-19 pandemic. Many Canadian businesses have had to lay off employees, some businesses for the first time since they've been open. It's understandable that these decisions are not made lightly, and the questions that come along with these decisions can make the situation even more stressful.
With decisions getting more and more difficult, we're here to help ease your concerns with answers to some of the more challenging questions you may have.
Questions about COVID-19 are getting more and more difficult for Canadian employers to address, and decisions are getting harder and harder to make. Layoffs, Employement Insurance (EI) claims, benefits, and entitlement are all topics employers are starting to think deeply about.
With the complexity of this pandemic event increasing, we're here to support you with answers to some of the more challenging questions you may have.
News is continually coming at us about COVID-19 and new measures to address its spread. Canadian employers and HR professionals may be confused and uneasy about a lack of targeted, actionable advice on keeping their organizations running and their employees safe.
Employers and HR professionals are left wondering, “Where can we go to get accurate and timely information?”
Women have long faced barriers to their success, and this is commonly reflected in the proportion of women in leadership roles. Although women make up nearly half the Canadian labour force, they’re still underrepresented in management and senior leadership positions.
In 2019, Statistics Canada reported less than one fifth of all leadership roles in Canada were held by women, and out of the 532 C-level executives among Canada’s 100 largest publicly traded corporations, only 10% are women.
The world’s medical establishment is struggling to contain the COVID-19 virus, a novel strain of coronavirus. When a significant outbreak like this occurs, governments tighten travel and impose quarantines, and healthcare professionals begin researching effective treatments and countermeasures.
Organizations outside of the medical establishment and government are also reacting as the virus begins to affect employee attendance, international business travel, and supply chain management. Organizations must have well-defined and effective business continuity plans in order to reduce the repercussions of COVID-19 on their operations.
HR has a lot of responsibilities in the workplace, and sometimes they feel like one huge interconnected task. Everything affects everything else, and this is particularly true of the relationship between accessibility and health and safety. In both domains, employers bear enormous responsibility for ensuring compliance and anticipating employee needs.
Health and safety legislation across Canada already requires employers to do everything reasonable under the circumstances to protect workers and prevent injuries. Increasingly, jurisdictions are passing laws requiring similarly thorough efforts to remove barriers to access for persons with disabilities. Ontario and Manitoba have already enacted accessibility standards related to employment, and other provinces and the federal government have taken steps towards establishing comprehensive regulations of their own
Plenty of advice is available on how to grow a strong company culture or how to fix a damaged culture for organizations. This type of advice can provide great insight on how to resolve a problem after it has occurred, but what proactive measures can companies take to maintain a strong culture while scaling their business? For most organizations, culture is easily established when the company is in its infancy and the company is relatively small in size. As a company grows, it becomes increasingly difficult to maintain and foster that culture, especially because culture usually isn’t a priority until it’s a problem.Company culture affects employee engagement, retention, recruitment, performance, well-being, and absenteeism. With the proper planning, companies can grow their organization while preserving their culture, so they’re not left reminiscing about their start-up’s cultural glory days.
Look just about anywhere online and you’ll read about burnout in the workplace. You’ll read that it’s widespread and getting worse. You’ll read that it affects people in every industry and at every level of responsibility. You might even find people referring to it like a public health crisis, using words like ‘epidemic’ to describe the issue’s severity. A recent survey from Robert Half found that 96% of senior managers in Canada believe their employees are feeling some degree of burnout, and nearly 95% of workers agreed.The most prevalent definition of burnout is a feeling of depletion, exhaustion, and negativity arising from chronic workplace stress, and its consequences can be devastating to any organization. Common responses to burnout focus on what employees can do to mitigate feelings and effects of burnout in the workplace, but employers have a greater role to play. An employee’s influence over the conditions of their workplace is necessarily quite small, but an employer can dramatically alter things to address burnout on a larger scale.
Topics: Employee Management
News of the novel coronavirus (officially 2019-nCoV, but frequently referred to as ‘coronavirus’) is flooding nearly every news outlet. However, despite the frequency of stories about the virus, many businesses are still lacking accurate, actionable information on it. This has many business owners and managers worried. The coronavirus has rapidly affected thousands of people in China, and with confirmed cases identified in Canada, it has created a widespread fear for Canadians concerned about an outbreak.
Whenever there is a major disease outbreak or pandemic, employers must understand that as employees become more aware of information about the virus, they will become increasingly concerned about their health and safety, including concerns tied to their workplace. If this concern becomes shared among employees, a state of worry can ensue. Although it is not usually necessary to quarantine or close down an entire workplace, the spread of viruses, like coronavirus, should be taken seriously. So how concerned should we be about coronavirus?
Topics: Health and Safety