Canadian employers are faced with a new challenge – employees who are “happy but leaving.” According to a recent study from Mercer Canada, more than one-third of Canadian employees are seriously considering leaving their current company, and senior managers are more than twice as likely as non-management employees to consider leaving. Overall, 56% of employees in Canada who are satisfied or very satisfied with their company are considering leaving at the present time.
To mitigate the risk of losing critical talent, organizations must let go of the traditional belief that happy and engaged employees means retention, and instead adopt new employee value proposition. Read more
Technology-driven disruption is happening now. And according to a recent study from Deloitte, The Age of Disruption: Are Canadian Firms Prepared?, only 13% of Canadian organizations are considered highly prepared for disruption. An organization’s size, age or industry vertical had little bearing on how prepared they are to adapt to the rapid advances in technology that are bringing significant changes to the Canadian business landscape. Read more
When senior management struggles to narrow its focus, and allocate its time effectively to value-creating initiatives, its almost certain that company performance is going to suffer.
According to a survey by McKinsey & Company, only 35 percent of executives believe their senior team’s time is properly aligned to core C-suite functions, and just 38 percent think their executive teams are focused on the “right” activities.
So how do you ensure the steps taken towards keeping employees motivated transfers to accomplishing valuable work? Here are five effective ways to get the most out of your leadership team on a regular basis:
In a previous blog post, we discussed the importance of encouraging your employees to be brand advocates on LinkedIn. Naturally, if you want them to do this, company leaders need to lead by example, not only by being a brand advocate but also by showing the value of building a personal brand on LinkedIn.
Your LinkedIn profile says a lot about you, not only to your employees, but also to other professionals, recruiters, and other companies.
LinkedIn has become a valuable resource for executive search professionals. But the advantages of using LinkedIn to benefit your brand go well beyond the job search.
There are many convincing reasons why you’d want your employees to advocate your company on LinkedIn, the business-oriented social network. You might have even ventured on to LinkedIn to find that most of your employees already have an account and list your business as their current employer.
The Rise of the Digital Workforce
Thanks to technological developments that allow employees to work remotely, as well as an ever-evolving employee proposition, the digital workforce continues to grow, playing a significant role in finding critical talent. Companies are no-longer looking for generalists but are in search of individuals with specific talent and relevant skills. The ideal candidate has experience that can help the company achieve efficiencies, momentum and productivity to meet their revenue and organizational goals. Using a digital or remote workforce should be a consideration included in the hiring strategy for organizations of all sizes.
In 2016, the workplace will continue its trend toward decentralization with greater emphasis in flexibility, new leadership and work-life balance. While many of the trends expected to emerge in the coming year are already in practice, next year they will move to the forefront and begin to radically change operation within the workplace.
To keep you on the cusp of workplace trends and how things are evolving, our executive search team has put together a list of what you might expect to see in the workplace in 2016:
By Chris Welsh, Partner
The Waterloo region – Waterloo, Kitchener and Cambridge – is well known for being one of the most economically diverse, innovative and entrepreneurial areas in the country. Commonly referred to as Canada’s Technology Triangle it is home to over a 1,000 technology firms, a strong start-up scene, and one of the strongest manufacturing economies in Canada. It is recognized internationally as a technology and start-up leader, and as a hub for world-class education and innovation.
Workplaces are becoming increasingly more age diverse as colleagues range from productivity-conscious baby boomers to social media-savvy millennials. Numerous companies seem to be struggling with talent management issues as a result of this generational divide, that’s increasingly visible in the workplace.
In 2013, Ceridian Canada’s annual Pulse of Talent survey revealed the existence of a four-generational workplace. This means that there are four generations working side-by-side today: traditionalists (born between 1922 and 1945), baby boomers (1946 and 1964), Generation X’ers (1965 and 1976) and millennials, also known as Generation Y (1977 and 1997). Read more
Back in June when Twitter chief Dick Costolo left his post as CEO, Co-founder and Chairman Jack Dorsey, the company’s original chief executive, found himself thrust upon the role as interim CEO of the social media giant. His “interim” status was upgraded to permanent on October 5th, 2015 – fittingly announced by Jack on Twitter.