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.
While we are all working hard to get our lives back as close as possible to our normal routines, employers are worried about what will happen if they have to shut down again. It’s stressful to contemplate going through this again, but it doesn’t help to pretend it’s impossible. You owe it to your organization and your employees to prepare for such outcomes. Employers have also been thinking about how vacation time employees have left will further affect operations.
Is there anything you can do to prepare your business? We received many questions like these after our most recent COVID-19 webinar. We’ll take a look at some of the most popular questions on the topic.
You might be excited to get back to work, but are your employees? Some may be saying, “Yes!” but others, “Not so much.” Many of us spent the last couple of months distant from everyone outside our household, so it’s natural that employees have concerns about suddenly returning to their normal routine after spending all this time distant from co-workers, customers, and the public in general.
So what do you do if an employee refuses to return? Or what if an employee is pushing to continue to work from home? We received many questions like these after our most recent COVID-19 webinar. We’ll take a look at some of the most popular questions, but you can also download the full webinar at the bottom of this article to get valuable advice from one of our HR experts.
Are you and your employees tired of working from home? Well, we might have some good news! Many jurisdictions across the country are starting to pull back restrictions, allowing many Canadians to go back to work. While it might still be some time before employees working from home can return to offices, there is hope right now.
There are a few things you need to consider, though: just because you can let everyone come back to work, should you? And, if you choose to, what other challenges may arise? We received many questions like these after our most recent COVID-19 webinar. We’ll take a look at some of the most popular questions, but you can also download the full webinar at the bottom of this article to get valuable advice from one of our experts.
With the seemingly nonstop news coverage surrounding the coronavirus pandemic, it’s easy to lose sight of the efforts that citizens and organizations alike have made to help others during this uncertain period.
You may be asking yourself, “What can I or my company do to help?” Turns out there are many recent examples of organizations going the extra mile, and in some cases pivoting their business temporarily in order to meet the unanticipated and unprecedented needs of both people and the business community.
Topics: Small Business
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.
Owning a business has a lot of perks, but those perks are accompanied by many responsibilities. For most business owners, growing your business and making a profit are top priorities, but to get there, you’ll probably need help from others.
Besides handling the typical tasks of recruiting, managing day-to-day issues, and dealing with terminations, business owners also need to be concerned about areas like diversity in employment, legislative compliance, assessing performance, and providing employees with appropriate compensation. But who is responsible for those tasks?
At last count, over 98% of all registered businesses in Canada were small businesses with less than 100 employees. Small businesses are an essential component of the Canadian economy, and continue to provide employment for millions of Canadians. In fact, Statistics Canada found that from 2002 to 2012, small businesses were responsible for creating nearly 78% of the new private sector jobs in Canada. In light of these statistics, it’s not hard to see why it is in everyone’s best interest to see small businesses succeed in Canada. Unfortunately, according to the same study, more than one in four small and medium sized businesses in Canada don’t stay open past the end of their second year in business. So what can small business owners do in terms of human resource management to increase their chances of success? Read on to find out about small business owners’ top four HR concerns.