While there have been increasing concerns over mental health for many years, the pandemic has applied unique stressors that have exacerbated existing mental heath issues and created entirely new ones. According to a recent survey by SunLife, 50% of Canadian’s report that their mental health has been negatively impacted by the COVID-19 pandemic. And many government bodies (e.g. StatsCan), health organizations (e.g. World Health Organization), and independent research houses (e.g. H-4.org) are predicting an unprecedented mental health disaster – one that is likely to have long-lasting implications. Yet, what do we hear the most about? How to put on a mask. How to wash our hands. How to physically distance. But what about how to proactively manage mental health issues? As business leaders, we can and we must better manage mental health concerns. How? Well if you are an HR leader, a solution has been staring us in the face for a long time…
The economic hardships of the prolonged COVID-19 shutdown mean that many organizations feel enormous pressure to resume operations as soon as possible, but besides the obvious health and safety issues involved with re-opening, employers must consider the range of ethical issues that are likely to arise.
Ethics in business matter more than ever because of how easily and quickly employer misconduct can come to light. Without naming names, we can all think of examples of organizations that have engaged in unethical behaviour and been called out online or in public. When this happens, some customers will cut ties, and employees might quit. Even those customers and employees who remain will have their trust shaken.
Almost five million Canadians started working from home since March 2020, but not all jobs can be done remotely, and the question of which jobs can—and who has those jobs—is important to answer as we think about how to keep employees safe and begin resuming operations.
Just as the pandemic’s effects were unevenly distributed, endangering some Canadians more than others, there is a very real chance that the recovery efforts will have uneven effects that worsen existing problems.
In response to COVID-19, businesses across Canada have had to make some drastic changes to how they operate. While some organizations had to completely close down, others found ways to keep some elements of the business running and do what was necessary for the company to survive.
Restrictions on what could remain open and social distancing measures disrupted typical operations, but with restrictions easing and many Canadians back at work, new positions in your organization could be required.
As we near the end of 2017, Canadian businesses are thinking full speed ahead about the coming year. Having a solid HR plan can support your organization’s objectives, overcome any human resources hurdles you may encounter, and help you stay ahead of your competitors. This is true across the board; regardless of your industry or the size of your organization, having an HR plan is a driver of success. After all, companies rely on their people, so it is essential that every company has the right people in the right positions at the right time doing the right things. Since employee compensation is often the single biggest business expenditure, a solid plan is needed to ensure that the price of attracting and retaining talent remains within your budget. This is not a situation that remains static; people come and go, needs and skills change, and organizations must be prepared to deal with these changes or risk falling behind the pack.