HRdownloads Blog

A Balanced Approach to Unbalanced Pay: How to Provide Individual Raises

Posted by HRdownloads on Jun 27, 2019 2:30:00 PM

Everyone wants and deserves to be compensated fairly for their work, and employers bear responsibility for meeting that need. Unfortunately, 46% of professionals feel they are underpaid at their jobs.

You might be thinking, “If my employee is unhappy and money is the problem, I’ll just give them a raise!” But it is important to consider more than just the wants and needs of the employee who receives the raise. What about that employee’s colleagues? How will they react when they are not given comparable raises? Unexplained differences in pay only stand to cause greater unhappiness and other negative effects on the workplace.

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Topics: HR Challenges, Employee Management

You Can Dish It, but Can You Take It? Handling Feedback from Your Employees

Posted by HRdownloads on May 16, 2019 2:30:00 PM

Leaders must constantly communicate feedback to employees on performance, behaviour, attitude, or work habits, under the expectation they will make improvements. Occasionally, you might hear begrudging complaints or have an employee who’s completely defensive about your feedback, but feedback, if done right, is one of the most constructive ways we can provide others with suggestions and ways to make things better, or different, than they currently are.

In a leadership position, you’re normally the one providing feedback, but what happens when an employee wants to turn the tables and give you some feedback of their own? It’s not only important to provide feedback to others, but to be open to feedback from your employees as well. This can help you monitor aspects of your team like engagement, satisfaction, and any concerns in the workplace you might not be aware of.

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Topics: HR Challenges, Employee Management

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

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

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

Talent Is More Than Skin-Deep: Appearance-Based Biases in the Workplace

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

Some people seem to have all the luck. But is it really luck, or just looks? How much influence do appearances have on success? We all know appearances can be deceiving, but if we believe that “clothes make the person,” then maybe things aren’t so simple, and maybe sometimes we really do make decisions based on nothing more than how someone looks.

Human resources practices are more inclusive than ever, and workplace cultures tend to be open, progressive, and accepting of people in their infinite variety. Yet biases continue to exist, sneaking into our judgements and decisions more than we might want to admit. These unconscious biases might be invisible to ourselves but have real and significant effects on our workplaces.

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Topics: Recruitment, HR Challenges

Don’t Take It Personally: Managing Sensitive Employees

Posted by HRdownloads on Jan 10, 2019 2:30:00 PM

We’ve all been there. You have a tough talk with an employee, then they’re overcome with emotions and begin to cry. For some managers, this display of emotions can make a difficult situation even more uncomfortable. So what do you do with an ‘over-sensitive’ employee?

As an employer or HR manager, you are tasked with managing a wide variety of employee personalities every day. It’s likely that you have worked with highly sensitive employees, and there are many challenges and opportunities associated with developing strong working relationships with these workers. Sensitivity means being aware of others’ needs and emotions, as well as understanding that how others behave affects how we think and feel. What are the first things that come to mind when you think about a sensitive employee?

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Topics: HR Challenges, Employee Management

Everybody Hurts: Compassion Fatigue in Human Resources

Posted by HRdownloads on Nov 22, 2018 2:30:00 PM

A human resources professional may have only one job title, but they almost always have more than one role in an organization. Among the most important roles HR plays are resolving disputes, addressing concerns and complaints, liaising between employees and management, and disciplining misconduct. All of these tasks require emotional sensitivity, patience, and understanding, but these tasks also exact a toll.

Empathizing with a person or being compassionate requires sharing that person’s pain or suffering, and that sharing has consequences. Over time, even the most compassionate person can suffer from compassion fatigue, where their capacity for empathizing with others is diminished. This can feel even more prevalent during the holiday season, which can put a lot of pressure on employees across the organization as both personal and professional obligations ramp up at the end of the year.

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Topics: Mental Health, HR Challenges

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