Are your employees empowered? The “empowered workforce” is a popular trend that has recently caught on, especially among millennials who are looking for more than just a high paying job when planning their careers. You may have even heard it debated in your office as a way to re-focus, engage, and motivate your employees.
Like many new workplace theories, what the term ”empowered workforce” actually is or means can be somewhat vague. The simplest definition suggest that it involves engaging and motivating your employees, but there is a lot more to it, and its impact can be more far reaching than you realize. Read more
Addressing diversity and gender parity is top of mind for business leaders and organizations across Canada and around the world, and it makes sound business sense. Statistics show that organizations with a diverse workforce perform better, are on the cutting-edge of new technologies and ideas, maintain an engaging organizational culture and in return see a positive impact on their bottom line.
Expecting a big raise in the coming year? Well, according to Morneau Shepell’s Annual Survey of Trends in Human Resources it may have to wait.
Canadian employers are expecting salaries to rise by an average of 2.1% in 2017, down from the projected increase of 2.5% in 2016, and the 2.8% projected increase for 2015, making it the second consecutive year there has been a drop in salary increases. This is the lowest projection in more than two decades. Read more
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
“Human capital strategies affect business’ ability to compete and grow.” ~ Heather Stockton, Human Capital Practice Leader, Deloitte, Canada
Unfortunately few businesses have a talent management strategy in place to address prevailing human capital challenges which range from a shifting demographic to a borderless workforce and ever-evolving technology. Without a strategy in place, aligned to business goals, businesses expose themselves to potential “talent gaps” that would negatively impact business productivity, growth and performance.