10 Cost-Effective Strategies to Increase Employee Retention by Kyle Reid

Employee retention has become an increasingly difficult challenge for organizations, in fact many studies have identified it as the most important challenge Human Resources departments have faced these past few years. As employees move more freely between organizations and spend less and less time at any given job, organizations have experienced a significant increase in recruitment and training costs to keep positions occupied. Beyond the costs associated with finding new talent and training them to a satisfactory standard, organizations can also experience loses related to reduced sales, job errors, lower moral, and a number of other unproductive detriments.

So why are we seeing such a dramatic increase in employee turnover rates across industries? Unfortunately, there is no one simple answer that can be addressed and resolved with minimal effort. Every organization experiences their own level of employee turnover as a reflection of the state of their organizational culture, employment practices, and competition. It would be too easy to just blame Millennials and call them disloyal, but this couldn’t be further from the truth. Retention is not an issue related solely with Millennials, or any group in particular, it is the result of greater access to information.

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Gone are the days where the employer held all the power in the working relationship. Employees have a better understanding of their rights & entitlements, access to more resources, and an entire job market at their fingertips. If an employee is unsatisfied with their working conditions, there is very little holding them back from looking elsewhere. So, what can employers do to ensure their workforce is satisfied with their employment? Quite a lot actually, and the results greatly outweigh the costs of investment.

 

Listed below is our top 10 cost-effective Retention Strategies:

Recruit Well – Retention starts at the beginning of the employment relationship. Investing time and effort into the recruitment process is critical for ensuring the right talent is being brought in. Often too much focus is placed on the personality of the candidate and their potential “fit” with the organization. Although fit is important, more focus should be placed on the candidate’s job skills and likelihood to succeed in the prospective roll. A well-organized recruitment process also gives potential employee a good first impression of the organization

Train Managers – Managers and supervisors have significant influence towards whether an employee decides to leave or remain with an organization. Organizations can enact progressive policies and employment practices, but if not administered fairly and appropriately these efforts can have an adverse effect on employee retention. Employees don’t often quit an organization, they quit their manager.

Train Everyone – Knowledge is power and the more knowledgeable a workforce is, the more powerful the organization can become. Knowledgeable employees are engaged employees, which not only increases retention but gives the organization a competitive advantage with their workforce. The advantage comes from the improved skill set of an organization’s workforce as a result from training. Whether the advantage is due to better customer service or improved productivity, it can have an additional positive impact on the organization beyond increased employee retention.

Employee Significance – A sense of significance at work can go a long way for an employee’s relationship with their employer. A sense of importance within a role provides greater job satisfaction and a sense of belonging within the organization.

Career Planning – If the employee is expected to invest in the organization, there should be an expectation for the organization to invest in the employee. Monetary compensation only goes so far to provide incentive for employees to stay with an organization. Providing a path for career progression gives employees something obtainable to work towards and a sense of accomplishment when they know their advancement through the organization is a direct result of their efforts.

Flexibility – For many employers, the need for associates to be in the office from nine to five Monday through Friday has become more and more obsolete. This rigid structure of set work hours greatly impacts the work-life balance and is becoming out-dated as societal norms stray further from where they were when the traditional work week was first established.  Organizations who offer flexible working hours and locations have shown employees to be more satisfied with their jobs, more innovative, and more productive.

Talent Mobility – Cross training has long shown to be an effective tool to satisfying internal talent requirements, while also providing opportunities for employees to further improve their skill set and value to the organization.

Benefits – Not all organizations are in a position to be able to offer benefits to their employees, but those that are able to could improve their employee retention by finding out what their employees actually want and need in their benefits before deciding on a plan for their workforce. For organizations that are not in a position to offer benefits for its employees, consider offering alternative non-traditional benefits that are valued by the workforce.

Measure & Improve – Simple observation is often not enough to use as a reliable justification for determining solutions to issues related to employee retention. Taking the time to investigate and measure any possible causation provides much more insight to the issue at hand and will often uncover additional contributing factors, allowing the organization to appropriately address any issues that may be contributing towards employee turnover and absenteeism.

Loyalty Program – It’s no secret organizations desire loyalty from their associates, so why try to hide it? A loyalty programs are just that, a program that has been put in place to reward loyalty from employees. Whether the program celebrates time with the company, job performance on a project, or even just for their birthday, it provides an opportunity for employees to celebrate and be rewarded for their efforts at the organization.

 

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These are just ten of the many low-cost strategies organizations can engage in to address issues with employee retention and turnover. We are excited to see what other practices organization engage in the future to retain their employees.

Improving Our Awareness by Kyle Reid

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Around the world, April is known as Autism Awareness Month. Although important issues such as improving our understanding of Autism Spectrum Disorder (ASD) deserve much more time for thought and discussion than one month of the year, it’s a great start towards promoting a greater, shared understanding. By improving our understanding, and promoting further research, we can collectively improve the lives of those affected by autism. Autism Awareness Month isn’t focused on “finding the cure” but rather to shed light on the challenges families face when affected by autism. There is a significant misunderstanding of what autism is, and how someone who falls within the spectrum is affected.

There is a large divide in our society’s understanding of what Autism Spectrum Disorder (ASD) is, and what ASD is not. ASD is: a neurodevelopmental condition which falls across a highly varied spectrum, ASD is a lifelong condition that cannot be “treated”, individuals are born with autism, they do not develop it. ASD is not: Restricted to childhood, contagious, a “fad” diagnosis, or caused by vaccines. Much of the misinformation comes from a lack of current research conducted towards adults with ASD and a substantial misrepresentation in the media and entertainment industries.

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Autism Spectrum Disorder is broken into only three levels, but the range of symptoms someone with ASD may experience is varied. These levels include: Requiring Support, Requiring Substantial Support and Requiring Very Substantial Support. The criteria for determining what level an individual with ASD is placed in is primarily focused on their deficits in social communication & interaction. It is often the social deficits that cause individuals with ASD to struggle with living independently, much less to do with their intelligence or psychological capacity. If our society was better equipped for accommodating those with social deficits, we would see a huge increase in the quality of life for those affected by ASD.

Currently Individuals with ASD are one of the most underrepresented groups of people with a disability in the Canadian workforce. Only roughly 35% of working age adults with ASD find employment, as the standard employment practices are not designed in anyway to accommodate those who aren’t neurotypical. But what happens when employers make the effort to accommodate individuals with ASD? Many organizations have made the effort to create accommodating employment opportunities by altering their recruitment processes and employment practices. Accommodations are often seen as challenging and expensive for organizations, but simple changes like how you ask a question in an interview or the communication method used for giving instructions can go a long way.

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So how do we continue to move forward? Although it appears like more and more individuals are being diagnosed with ASD, this is due to the broadened scope of the autism spectrum. Our ability to more accurately diagnose ASD means we can provide the support to those who may require it. Worldwide there is an estimated 50-60 million undiagnosed working age adults with ASD. Not all individuals with ASD require daily support, but the ones who do experience a much greater quality of life when they receive the support they need. It is now up to employers to provide their own accommodations to ensure these perfectly capable individuals are able to find and hold meaningful employment. We have come a long way in supporting those affected by ASD, but there is still so much we can provide, and it all starts with knowledge.

For more information on Autism Spectrum Disorder, take a look at one of the many foundations listed bellow that work towards providing support for those who live with ASD.

https://www.autismspeaks.ca/

https://www.canucksautism.ca/

https://autismcanada.org/

https://autismawarenesscentre.com/

http://www.autism-society.org/

First Response Restoration gets Respectful Workplace Training

Since we rolled out our Respectful Workplace Certification last year, we’ve had the pleasure of working with a variety of businesses, set-ups, and industries. We’re really enjoying the insight we get into the ways different organisations operate and view respect within their workplace. Some businesses come to us as a response to something that’s taken place at their office, some come as a mandate from a head office that respectful workplace training is required and some register for our training as a proactive measure, a way to educate their team, before there is an issue or to squash any disrespect before it affects morale or operations.

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In January we ran a workshop with Gibsons-based restoration company, First Response. Marek Ahlsten and his team have been providing expert fire, flood and emergency services to the Sunshine Coast since 1999. Since that time their staff has grown and the team now has over 25 employees. Christina Stewart President, Client Engagement and Drew Stewart, President, Operations at Praxis Group met the First Response team to share our presentation, engage in interesting discussions and share insight around respect, bullying and leadership.

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The Praxis Performance Group Respectful Workplace Certification Process begins with Respectful Leadership, and engages every level of an organization in the acts of learning, professional development and personal growth. We know that people want to work for and with organizations that demonstrate respect and that everyone has the right to be treated with dignity and respect. But often employees don’t know what to say or do when faced with improper or disrespectful behaviour. We know to really make change, education and awareness are key.

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Christina and Drew shared that 40% of Canadians have experienced one or more acts of workplace bullying and/or harassment at least once a week for the last six months. Bullying is also not conducive to a productive business. Bullied employees spend between 60% and 80% of their time at work navigating the situation. Research shows they spend time defending themselves and networking for support, thinking about the situation, being demotivated and stressed, in addition to taking sick leave due to stress-related illnesses.

The discussion with First Response was open and honest. Employees shared experiences they’ve had throughout their careers where a comment or situation has made them uncomfortable. The group discussed how to practice empathy and mitigate bullying as well as the role of a bystander.

Other topics we covered during the First Response workshop were:

  • Our legal duties under the Workers Compensation Act

  • Recognizing the potential for workplace bullying and harassment

  • The legal duties of employers, workers, and supervisors for preventing and responding to workplace bullying and harassment

  • Our workplace reporting procedures

  • How our workplace will deal with incidents or complaints, including investigations

  • What co-workers can do to stop bullying and harassment

  • Tips for how to talk to a bully, if you’re a target or witness of bullying and harassment

  • Additional information and resources about workplace bullying and harassment

At Praxis Performance Group we are passionate about our community and helping organizations build respectful workplaces. First Response Restoration inspired us with their team focus and open-minded approach to their professional relationships. We love seeing local businesses at the forefront of building respectful workplaces.

Celebrating our Women - International Women's Day 2019

This year for International Women’s Day, we wanted to try something new. Instead of celebrating our women’s accomplishments, of which there are too many to list, we wanted to celebrate who they are. To find out what makes them who they are we decided to ask! Here is some of what they had to say:

Christina Stewart, CPHR, President, Client Engagement

Christina Stewart, CPHR, President, Client Engagement

Q: What do you do that makes you want to jump out of bed in the morning?

A: Hang with my kids, Lead my team, Help my clients sleep better at night – and I get to do it all with the coolest guy I know, my husband!

Q: If you weren't a Praxis team member, what would you be doing?

A: Marine biologist (saving the whales & dolphins) or more realistically a high school English teacher.

Q: What are some of the causes you care about?

A: Women’s right to make decisions about their bodies and their lives, Bullying ad Harassment in the workplace and girl’s rights to education.

Q: Describe your dream vacation? Weekend?

RV’ing across Canada stopping at cheesy landmarks, beaches and campgrounds. Having the kids hop on their bikes and ride around meeting new friends while Drew and I sit in lawn chairs enjoying the sun.

Q: What would your autobiography be called?

A: She said she would, so she did.


Lindsay Roberts, Director of HR

Lindsay Roberts, Director of HR

Q: Who (or what) has been the biggest influence on your career?

A: My dad, he pushed me to always reach higher, and not give up on a dream. To do the work, and work hard.

Q: Finish this sentence: on Sunday mornings, you can usually fine me…

A: Making pancakes with my daughters.

Q: What's your personal motto or mantra? What does it mean to you?

A: Live your best life. This means everything to me. Life is short and we only have one.

Q: What piece of advice have you been given that has stuck with you or made the greatest impact?

A: Personal relationships are everything. In any capacity, our personal relationships will mean the most in our lives.

Q: What would your autobiography be called?

A: The road less traveled or Life is what you make it.


Laura Smit, Recruitment Coordinator

Laura Smit, Recruitment Coordinator

Laura Smit, Recruitment Coordinator

Q: At Praxis, we often say family first, always. What does family mean to you?

A: To me, family means support. You may not always like each other or get along, but ultimately your family are there for you no matter what.

Q: Describe your dream vacation? Weekend?

A: My dream vacation would be 3 months traveling throughout Europe with absolutely no budget!

Q: What are some of the causes you care about?

A: I strongly support Special Olympics and the work they do in every community around the world. I provide fitness support for a Special Olympic athlete and friend, so I am incredibly passionate about serving this population.

Q: How do you want to be remembered? What legacy do you want to leave behind?

A: I want to be remembered as someone who was kind and giving; someone who was always striving to help others. The legacy I want to leave behind is a trail of meaningful relationships with the people I worked with, my family and my friends.

Q: Who (or what) has been the biggest influence on your career?

A: My biggest professional influence is Oprah Winfrey. Growing up watching the Oprah show, I learned how to stay true to who I was, and never compromise on something I truly believed in.

Black History Awareness - by Ron Nicholson

It has been requested that I write a brief article for Black History Month about why I think Black History Month is important.  I belong to the British Columbia Black History Awareness Society in Victoria; and we celebrate Black History Month each year by hosting several events during the month of February, which is Black History Month across Canada. The specific events for this year can be viewed on our website. [ www.bcblackhistory.ca ]

Now, what about the question of Black History Month, and why is it important to celebrate it. February has been designated “Black History Month” for quite some time; and I’m often asked why black people need their own month; as opposed to other ethnic groups or cultures, so I do take the question seriously. Perhaps Black History has been the most neglected or the least recognized.

The key to the answer is expressed in the name of our society, “The BC Black History Awareness Society”; and I point out that the key word is “Awareness”.  A big part of our society’s mandate is to educate and make people “aware” of our history and the many contributions blacks have made in our city, province, and country.

A Harvard Educated Black, in the U.S., named Carter G. Woodson, founded what started as “Negro History Week” to celebrate the history, contributions, and culture of African Americans. He chose the second week of February to link the celebration to the birth dates of Frederick Douglas and Abraham Lincoln.  The primary emphasis was on the coordinated teaching of black students in the nation’s public schools.

Woodson contended that the teaching of black history was essential to ensure the physical and intellectual well-being of the race.  He said, “if a race has no history, it has no tradition; and it becomes negligible in the thought of the world.”  The week was celebrated annually; and 50 years later, as part of the Bi-Centennial Celebrations in the U.S., it was officially expanded to “Black History Month”.  In 1976, President Gerald Ford, urged Americans to seize the opportunity to honour the too often neglected accomplishments of Black Americans in every area of endeavour throughout history.

In Canada, the first official recognition came in the early 1950’s, when the Canadian Negro Women’s Association successfully petitioned the Toronto City Council to acknowledge the week.  It was not until the late 1970’s that the Ontario Black History Society lobbied the Council to declare February be known as “Black History Month”.

Ontario provincial recognition came in 1993 when Lieutenant Governor, Hal Jackman, issued a proclamation naming the month of February, “Black History Month” in Ontario. “A time to celebrate uniqueness, vitality, and the continuing contributions of the Black Community in Ontario.

National Recognition followed on December 14, 1995, when Jean Augustine, the Parliamentary Secretary to the Prime Minister, requested and received unanimous agreement of the House of Commons Motion.

“That this House take note of the important contribution of Black Canadians to the settlement, growth and development of Canada, and the diversity of the black community in Canada, and its importance to the history of this country, and recognize February as Black History Month.”

Black History in Canada is a very rich history and a vital part of Canadian history.  I personally think Black History Month is important and will continue to be as long as racism and discrimination exists in our society. We need the opportunity to counter all the negative images and stereotypes of blacks often portrayed in the media.

Our young people need to be made aware of the strong positive role models that existed then and now, to help them become confident and believe in themselves.  And I strongly believe that we should continue to highlight all the positive contributions of blacks in Canada from the past, present, and in the future.

Black History Month is a great vehicle to possibly change people’s perception to a much more positive one, when they think of black people in general in our communities.  That said, I leave you all to contemplate for yourselves the relevance of “Black History Month”.

 

Written by Ron Nicholson,

                  British Columbia Awareness Society, Victoria, B.C.

Forth Generation Canadian whose Great-grandfather, Adam Nicholson,

Was a traveller on the Underground Railroad.

Recovery is the expectation

“Recovery shouldn’t be a possibility. It should be the expectation.”

- Victoria Maxwell, Bipolar Princess

On this Bell Let’s Talk Day Praxis has joined forces with Crazy for Life CEO, Victoria Maxwell, to talk about mental health in the workplace.  Our joint goal is to eliminate stereotypes and push past stigmas so that employers feel as receptive to an employee with physical health concerns as one with mental health concerns.  After all, unwell is unwell regardless of the issue – and all employees deserve to be treated with dignity and respect and to feel supported by their employer.

Victoria Maxwell, BFA, BPP* (Bipolar Princess) is a sought-after international (and funny) keynote speaker, performing artist and workshop leader. She uses her personal story of recovery from mental illness to increase awareness, transform negative beliefs and ignite powerful conversations about mental health. Blending 30 years as an actor, and 15 as a wellness warrior, Victoria inspires people to take immediate action to improve their well-being. 

Check out a blog she wrote for Psychology Today

https://www.psychologytoday.com/ca/blog/crazy-life/201810/how-talk-co-worker-about-their-mental-health.

In it she offers some really sound advice and practical tips for how to speak with a colleague about mental health.  The big take away is to come from a place of curiosity free from judgement.

On this day and all days, let’s work together to eliminate the uncomfortableness around mental health in the workplace.

Nix the resolutions – focus on goals and plans for 2019

Nix the resolutions – focus on goals and plans for 2019

It’s mid January, which means many resolutions have already been forgotten or neglected. The push for a ‘new year, new you’ was all around us early this month encouraging fresh starts, new perspectives and affirmative action. Let’s look at some practical, tangible ways to make 2019 a great year. No pressure to make it the best year, but there are steps you can take to make it memorable and positive.

A Dream Come True: A Welcome Letter by Kyle Reid

“A dream come true”

This is how I often answer friends and family when asked how my new job is going. To understand why, I should first introduce myself. I was born and raised in Sechelt on the Sunshine Coast, a privilege often not understood by most until after leaving. I grew up in a home way out in Tuwanek, away from all life and civilization, or at least my adolescent mind thought so. All I wanted to do when I finished school was to pack up and not look back. After moving away with years of learning and growing, the magic of busier people and crowded places began to wear off. I felt a yearning to return to the place I once couldn’t wait to leave, and I was able to re-explore the home I had so taken for granted. Since rejoining this amazing community, I have come to appreciate the benefits and beauty that comes with being a part of it.

It was in a time of reflection during my studies that I discovered my passion for Human Resources. I was beginning to feel unsatisfied with the program I was enrolled in, and I began to seek out alternatives. I wanted to devote myself to something where I could help others and make a positive impact on those around me. There was no shortage of great schools and programs, but I wanted to find something that would give me the tools to make a difference. Eventually I found an institution that was full of amazing people that helped shaped who I am, and their positivity and enthusiasm are still with me today.

I didn’t believe it was possible to find a place to work that combined my passion for Human Resources with the values and qualities held by a smaller community. It wasn’t until I discovered Praxis, or should I say they discovered me, when I realized that my dream could become reality. The more I found out about the organization, people, and opportunity the more I realized this was my dream job. My first month has flown by, and I look forward to the challenges and opportunities that lay ahead of us. I encourage anyone to pursue their passions and never settle for less, dreams do come true.

New Years Resolutions: 2019

Some of us here at Praxis Group have a love-hate relationship with resolutions. On one hand we find the pressure of literally turning the calendar page into a new year overwhelming. Christina jokingly calls this time of year the “season of obligation” with all the ‘have to do’s’ around the holidays and setting resolutions for the New Year feels like another obligation. On the other hand, most of us adore planning and plotting and thinking about the future and how to make it better for our business, our team, our families and ourselves, which means that setting resolutions comes quite naturally.

Praxis Group

2019 is going to bring some big changes in our office with the addition of at least one new team member and two others heading off to have babies &/or go to school. For Drew and Christina this is an opportunity refine our Human Resource offerings, get crystal clear on who Praxis is (besides awesome!) and set some strong intentions for the year ahead.  In a nutshell our business is focusing on bring Respect to Workplaces across our province and beyond and to upping our Recruitment offering to support our Coastal clients in better more flexible ways and to take on more recruitment in areas outside of the GVRD – look out Vancouver Island and the Okanagan here we come!

Here are the resolutions from the rest of our team, let’s start with Christina:

In years past, my resolutions mostly centred on getting more sleep, getting more greens or getting outside with the dogs and kids more regularly, but this year my focus continues to be on finding healthy ways to ride the wave of work and home commitments and responsibilities.  The hard part is that I love my work and I love my kids and I have often felt that by choosing one I’m saying no to the other – which is a stinky feeling when I tell my kids I have to work again. So my resolution this year is to stick to the defined and clear parameters around work and work time and work demands. What I commit to in 2019 is staying focused on the HR work we do at Praxis, saying no to those things that do not feed my business or my soul and saying no to work on the weekends. By saying no to those things, I know I’m saying yes to more time with myself and with my family.

Drew:

New Years resolutions are normally something that I avoid like the plague. Afterall, the year is dead like a doornail and every dog has had their day. However, I will take the opportunity to think outside the box, grab the tiger by the tail to come up with a resolution that will force me to take the bull by the horns. Sure, off the top of my head I can think of millions of ideas. I could join a gym and be fit as a fiddle, but that idea is as old as the hills. I could go that extra mile and give 110% to keep up with the Joneses but, that pace would take every fibre of my being.  At the end of the day, when looking at my life from a 30,000-foot view, my resolution for 2019 is crystal clear……

 

fewer clichés. 

 

Lindsay:

This year, we’re writing a blog, so I’m opening myself up to publicly announce a NY resolution which in turn will organically make me accountable, right? I love goals, but rarely hold NY resolutions to the same standard. So, I suppose my final resolution is to be accountable to these ones!

1. Being punctual. This is a sign of respect and is a helpful resolution for my own mental wellbeing. That said, I am punctual and “on time”; however, I’m not early and if you were a fly on my wall, getting places on time is not very graceful. In the interest of “SMART” goals, I will:

  • Be 15 minutes earlier than “on time.”

  • Measure this weekly and know I have achieved this once it has become habitual.

  • Keep it attainable by committing to the one act. For example, not adding to this goal by committing to saying no more often. This adds a level of complexity that will derail this goal.

  • Give myself a break when this isn’t realistic, I have two young girls and we’re about to welcome our third, life happens; favourite socks get lost, or “actually mum I do have to go pee” is a thing.

  • Give myself enough time to achieve this goal. Start the process of getting out the door earlier, anticipate needs and be prepared to best of my ability.

 “You can’t recycle wasted time” – anonymous

2. This quote leads me to my next resolution, reduce & reuse more! As an avid recycler, I am finding myself still overwhelmed with recycling and the volume of production. Examples, I will continue to use less paper at work, reuse containers for kids snacks, second hand clothing, and to overall minimize my families intake. In the interest of not getting too granular, I will leave it at that. REDUCE REUSE Recycle!

Laura:

My 2019 is going to bring some serious life changes! Sometime in January, my partner and I will be welcoming our first child, a baby girl. In June, we are planning on getting married. I am excited to see how Praxis grows while I am away, and how completely different it will be when I return. Through all these changes, my resolution is to remain in the moment and try to enjoy all of it – even the messy bits. Unlike Drew, things don’t seem crystal clear currently, but that’s okay too. Let’s go 2019; I’m ready for you! 

Kyle:

2018 was a year of great personal growth for me, full of challenges and adventures that have ultimately led me to where I am now. Having recently joined the Praxis team at the turn of the year, I have been given an amazing opportunity to continue growing and learning from those around me. My resolution for 2019 is to focus on my professional growth, and to constantly seek out opportunities that expand my knowledge and experience.

Happy New Year & Bring on 2019!

Navigating the work of holiday season

Traditionally in North American culture, December is ‘the holiday season’ and a time to celebrate with family, friends and colleagues, give gifts and eat and drink more than usual. While this sounds enjoyable it can bring a lot of stress with it. Financial pressures, family or work obligations and the demand on time can amount to a lot of anxiety all while regular requirements of life and work remain demanding priorities.

Lindsay Roberts, Director of HR Services at Praxis Performance Group understands the holidays can be a challenging time for some and shares tips on how individuals as well as employers, can look after themselves and their colleagues during this highly charged festive season.

“First off, it’s important that employers consider that not all employees are comfortable with the concepts surrounding Christmas and not everyone does well around the holiday season,” explains Roberts. “The number one thing around the holidays is to take care of yourself and your family and decide what you can handle, financially and within your comfort zone. Also important is to really try and see the positives of the season, even if it’s not your favourite. If all it is, is a few paid days off work then take that as a win and try not to focus on the things that get you down.”

When it comes to food or clothing collections and giving, it’s wise for employers to make this process anonymous. This allows employees to donate at their own discretion and not feel judged or pressure to contribute or compete with other colleagues.

Focusing on the spirit of the season rather than the material giving can be a positive way to alleviate stress for employees. Activities like ‘Secret Santa’ or ‘Kris Kringle’ where employees exchange gifts can be uncomfortable and may result in employees taking unnecessary sick days to avoid such events. By focusing on the season as a time to get together socially and relax a little in the workplace rather than gift giving may inspire employees to be more involved. Roberts encourages employers to be generous with staff during the holidays if that’s the time of year they feel most comfortable doing so. She encourages transparency around extra time off or reduced expectations so employees can plan personal events and activities accordingly.

Another tip from Roberts is to acknowledge other celebrations during the year. “Ask employees to share their holidays and traditions; maybe an anonymous ideas board and asking how the office can support the celebration in a way that represents the team.”

Christmas parties can be the source of much excitement for some employees. Often this excitement translates into too much ‘fun’ at the party followed by regret the following day. Roberts encourages employees to enjoy holiday parties but recommends avoiding the ‘work party hangover’ at all costs.

“The company holiday party is not an excuse to get drunk with colleagues. Treat a Christmas party like work. It’s a time to hear about people’s hobbies and get to know your colleagues on a personal level but it’s not a time to do things you wouldn’t do while at work,” explains Roberts. “Employees should look after themselves and employers should set transparent expectations. Depending on company culture, an employer could remind employees they have to come into the office the next day. Be lighthearted but clear. From there, it is up to the employee to treat it as a work function and behave accordingly.”

While employers should be sensitive to staff’s emotional wellbeing around the holidays it’s not just this time of year that can be stressful. It’s a good reminder to be sensitive to employees throughout the year. Roberts recommends offering an open door policy to support employees to share if any time of year is difficult whether it’s the holidays or a personal date of significance.

“It’s about being true to yourself, not overspending and not putting yourself in a place where you wake up in January with regret,” says Roberts. “Staying true to who you are might mean not participating in any of the celebrating but also not giving yourself a hard time for that. It’s not only about December 25th. Let’s focus on making the last 31 days count. How can you capitalize on making sure you did the best for yourself in 2018? As an employer that’s giving and listening and as an employee that’s making sure that you’re doing what’s good for your soul and body.”

New Office, New Respectful Workplace Certification, Elevated HR Advisory Expertise

New Office, New Respectful Workplace Certification, Elevated HR Advisory Expertise

Praxis Group has good reason to celebrate. Business has been run for the last four years from Christina and Drew’s home office, but on Thursday November 8th they open their new office to those who helped them get there. “We’re so looking forward to sharing our incredible new space and hosting those who love us and have supported us,” says Christina Stewart, President of Client Affairs at Praxis Group.

You Get the Behaviour You Tolerate

Here’s a scenario for you:

Taylor starts a new job and as part of orientation is tasked with meeting 1 on 1 with all members of the team to get to know them better.  One meeting is with a peer of Taylor’s supervisor, Pat, and in that meeting Taylor is told to “watch out for Pat’s mood swings” and is advised to not speak to Pat until at least 10 am after Pat has had at least two cups of coffee. Similar sentiments are repeated to Taylor by other members of the team – some are Pat’s subordinates, some Pat’s peers and one is even Pat’s superior who told Taylor that working for a tough boss was an opportunity to learn how to navigate difficult people.

Clearly Pat has some issues.  Unfortunately, so does Taylor now.

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While these team members were trying to be helpful with Taylor, what would have actually helped would be for them not to tolerate Pat’s unacceptable behaviour – Especially Pat’s boss but also the peers.  The trouble is we often don’t know what to say or how to stop such bad behaviour – especially once it becomes familiar.  At some point in time Pat behaved badly and no one said a word, so Pat got away with it, and since it worked once, Pat did it again and again until those around Pat were just used to the rudeness and disrespect and found ways to work around it.

The impact of this kind of toxicity in a workplace is well known. Those on the receiving end of bullying and disrespect experience poor concentration, lower levels of job satisfaction, mental illness, physical illness and shattered self-esteem and self-worth.  Organizations experience high turnover, increased absenteeism, decreased productivity and commitment, damaged reputation, difficulty in recruitment and very possibly significant legal costs. Even those bystanders feel the stress, anxiety, helplessness and fear from uncivil behaviours like Pat’s and they have higher turnover and increased absenteeism too.

Those in leadership and in other positions of power in an organization have an obligation to protect employees from people like Pat. You get the behaviour that you tolerate and you also have to pay the price for that behaviour.  Finding the words to stop Pat isn’t easy, it takes some serious courage, but e good news is that it is pretty simple.  You can try responding to a disrespectful comment (to yourself but especially when it’s directed at someone else) with something like: “Pat, that sounded a little harsh, is that what you intended?” or “Hmmmm, I’m not I sure I would have phrased that in that way.” Or “Pat, can we take this offline?” And then in private ask Pat what was intended by the comment.

Try practicing what you might say in advance of the next time a ‘Pat’ in your life is snarky or mean. If you have some phrases or lines ready to go in your head you’ll be much less likely to freeze or take flight – which only confirms to your ‘Pat’ that the behaviour is tolerable. And as we all know, it isn’t!

Respect in Recruitment: Why Does it Matter?

I often present Human Resource workshops to business leaders. In it, I explain why building a respectful workplace is essential to a business, and although everyone certainly agrees, I’m usually asked why it matters so much in the recruitment process.  The people applying are just applicants or candidates – they aren’t even employees yet.  Why does it matter how you treat someone who isn’t an employee? Why care so much? Why not expend your energy on those that have already made the cut?

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When I get asked these questions, I wonder to myself: is there a magic line in the sand when people suddenly become more worthy of an employer’s respect?

They are always people.  Human beings who want to work for you. People who are asking to spend day after day pushing, slogging, creating, crafting and producing for you.  I think they are always deserving of respect.

What does it say about an employer who doesn’t bother to thank applicants for applying? It’s more than a nice touch when an applicant gets a response from a company after submitting a resume; at minimum, it confirms the resume was received and at most it indicates that the applicants is more than just a number.

Furthermore, what about companies that don’t bother to tell a candidate who has been interviewed that they didn’t get the job? These folks took the time to pick out and press nice clothing, prepare and research your company, think of answers to questions you might ask, travel (maybe even take time off of current work or arrange childcare) and in some way fit the interview into their lives, and after all that, they go through a stressful interview with you. They sit in the hot seat and try to be likeable but not too friendly, knowledgeable but not boastful, and share all the relevant details but not talk too much. Please pick up the phone to tell them they didn’t get the job. It’s uncomfortable and may not feel very kind, but it actually is.

Another opportunity to show respect to person through the recruitment process is to NOT have them go through all the interview stuff I listed above if you know they aren’t right.  Sometimes employers are on the fence about an applicant’s resume and in that case, go ahead and interview.  I’m referring to the situation where you feel you probably should interview someone for some reason other than their qualifications: maybe they are a friend of an employee or a family member of a colleague, or maybe they seemed really nice so you want to give them a shot at an interview – but in all those cases you know you won’t be hiring them, so don’t do it. You aren’t giving them a shot, it leads them on, wastes their time and really wastes yours too.

Your brand and reputation as an employer is a direct correlation to how you treat employees. Start your reputation as a respectful employer from the very beginning of the employee’s relationship. A few courtesies go a long way in setting yourself up as a respectful employer of choice. 

On October 17 Will You Be Ready? ~ By Christina Stewart

On October 17 recreational marijuana will be legal in Canada.  What does that mean for employers?

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It means a few things – but perhaps the most important point is regardless of how you may personally feel about cannabis it’s coming, so as an employer you will have to adapt.

The Conference Board of Canada undertook a survey of employers in the spring of 2018 and discovered that 52% of employers are either concerned or very concerned about how legalizing cannabis impacts the workplace. A few of those employer concerns are:

·        Safety

·        Impairment, defining impairment and testing for impairment

·        Storing or having marijuana at work

·        Potential Costs to the organization

·        Problematic drug use or dependence

·        Creating or refining policy to include the use – medicinally and recreationally – of marijuana

·        Marijuana at work sanctioned social events

·        Creating education and prevention programs

·        Productivity and performance

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Since 1923 recreational use of marijuana had been illegal in Canada, however a Supreme Court of Canada decision in 2001 made medical uses for cannabis legal. The government still has work to do on regulating age limits, taxation, marketing, distribution, impairment levels and a number of other aspects for both medicinal and recreational marijuana. Same goes for employers – there are some decisions to be made and some policy to be set regarding how you treat both the medicinal cannabis legislation and now the recreational within your own work environment. Amending existing policies might be a reasonable option for some employers, but for others, developing or implementing new policies specifically addressing recreational cannabis use may be necessary.

For many employers—particularly those that mainly employ office workers or workers who are not responsible for operating machinery— when it comes to the legalization of recreational cannabis, the initial step involves either making changes to an existent Alcohol & Drug policy or creating one that takes cannabis use into account. Just as is the case with alcohol, the legalization of cannabis doesn’t remove your right as employer to regulate the consumption, possession, and trafficking of cannabis at work. In cases where an organization has prohibited alcohol use while on the job, it can be very simple to tweak this policy to include cannabis, once it becomes legal.

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Over the coming months decisions are being made by our governments, federal and provincial, which should help guide employer decisions for example on testing and determining impairment, however, now is the time to reflect on what your specific issues might be in your work environment and ensuring that you have determined and communicated policy to your employees.

Stay Tuned – I’m certain that there will be more to come on this 'burning' topic before October 17!

#Coastersdo the Beach by Drew Stewart

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Over the month of July, we are celebrating all of the fantastic things that the Sunshine Coast has to offer. By using #coastersdo throughout our social media channels, we will recognize all the amazing activities, events and places here on the Sunshine Coast. Having spent most of my life here, I was the logical person to kick things off.

I begrudgingly came back to Gibsons five and a half years ago. I say “begrudgingly” because I had grown to really enjoy life in the Lower Mainland. I had a career, family, lots of entertainment choices and could even find a delicious meal out at 9 pm. That life ended after our youngest was getting close to her first birthday. Faced with a huge childcare cost, we packed up and headed back home where family and friends were ready to support us in any way possible. Looking back at things now, it is hard to imagine my life being anywhere else but here. Not only is the Sunshine Coast a wonderful place to raise a family but having friends, family and a welcoming community has made our transition back so much easier.

What has been a surprise and one of the best parts of being back here, has been the opportunity to see my kids exploring the same places that I did when I was their age. Most notably, exploring the various beaches that we have access to in Gibsons. After all #coastersdo the beach, right? From my house I have a handful of different beaches within walking distance. Each beach offers something a little different, to which my kids picked up immediately. They love climbing rocks and exploring tide pools, so Pebbles and Secret Beach are of interest to them. However, last week I took them to my favourite beach as a kid, Georgia Beach. As a kid, we always called it Musgrove’s Beach, not sure why. Wasn’t until I was an adult and saw the official sign that I got with the program and started calling it Georgia Beach. The beach is very small and tucked away and full of enough rocks that will keep an aspiring Nolan Ryan busy for hours. To most, I am sure there is nothing special about that beach. For me however, there is a swath of childhood memories gathered from the hours spent there week day summer evenings, after my dad got finished from his shift at the pulp mill. We bonded as a family there, skipping rocks and taking turns riding on logs aimlessly floating through the water.  Now my kids do the same things at this unassuming beach. We get to hang out and have fun in the same place I did ages ago, like time standing still.

I urge you to interact with us on social media, using the #coastersdo tag and tell us about your favourite place, activity or what makes living here so unique. We would love to hear from you.  

Oh Canada ~ By Christina Stewart

This month we're going to post a few things about Canada, About Labour in Canada and most specifically why it's great to be Canadian.  We're also going to go a little narrower and talk about why we love the Sunshine Coast, BC - for work, play & life. Stay tuned for our #coastersdo hashtag! To kick us off here's why I think it’s great to be an employee in Canada.

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Happy Canada Day!  I’m proud to be a Canadian Employer – I’m hoping that by showing the difference between Canadian work practices and laws and work practices and laws just south of our border I’ll be able to express why I think it’s great to be an employee in Canada.  I’m not trying to slag on the US (they get a lot of that these days…) but rather show Canadian employees why they have it pretty good.

·        First of all – employees in Canada work fewer hours.  We work 36 to 40 and Americans clock in about 47!

·        Next, we have strict laws enforcing breaks, such as 30 minutes during five hours of work, and ensuring employees get at least 24 hours off in a row each week, and also making sure there are at least eight hours in between each shift. American work culture has a reputation that taking a break is for the weak spirited, whereas in Canada the laws are there to promote healthy workers.

·        Third, vacation. Law dictates that we offer paid vacation of two weeks from the get go, and often more progressive employers are generous with much more. American companies aren’t required to do so. Anecdotally I’m told that some employers offer paid vacation, but the law is the law and American employees aren’t protected by it in the way we are in Canada.

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·        Lastly, the biggest difference I see is paid parental leave.  In Canada not only are there hefty laws protecting parents from discrimination around pregnancy and parental leave we’re also entitled to paid leave.  PAID leave… And not just 12 weeks. 18 months!  There is law in the US that provides some employees with 12 weeks of unpaid leave (UNPAID!), but not everyone is entitled to even that! 

The law is on the side of the employee in Canada, and even as an employer I’m grateful for that as employees should be protected. I still see lots of work to do for Canadian employers related to creating stronger more positive cultures free from Bullying and Harassment, and certainly diversity and inclusion can be amped up, but we’re seeing more and more practices and laws around those areas too. It won't be long until we're ahead of the pack on those laws too!

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Go Canada Go

 

Worth Waiting For by Laura Smit

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Creating meaningful partnerships is my passion; it motivates me to continuously push my boundaries. When you make a connection with someone, your worldview has expanded. Suddenly, what you thought you knew has been challenged. That is the shift, the moment where everything tips on the axis; it’s the part of relationship building I love the most.

Recently, I joined Praxis Group as their Director of Partnerships after a few years of getting to know the founders, Christina and Drew. I met Christina back in September of 2014 when she hired me for a position at a local financial institution. Immediately, I felt a connection with her. She was kind, accessible and generous with her time; she challenged my assumptions about Human Resources.  

Fast track to around a year ago, I was working in a job supporting people with barriers to employment and Christina and her husband, Drew, were already underway running their own business. We reconnected at a local job fair and I was blown away with their mission and values as an organization. In that moment, I knew I needed to be involved in some capacity, I just didn’t know how.

Over the next series of months, Christina and I cultivated a relationship based in friendship and collaboration. We helped each other with whatever we could in our respective roles. Eventually, we started having more intentional conversations around me joining Praxis, and a few months later, I was reading over my Letter of Offer.

By the time I began my first day, it had been 4 years since I first met Christina. Our relationship took time to cultivate a deep level of trust with mutual respect and understanding. This method is how I approach all relationship building in both my personal and professional life. I take the time to listen -- to connect--and find commonalities. Thus, it’s fitting my new title is the Director of Partnerships, because making connections is an innate skill. I get excited at the prospect of learning something new from the people around me, whether I’ve just met them, or we’ve known each other for years.

Transitioning into my new role, I look forward to cultivating deep roots in community and corporate partnerships. I will approach each partnership with patience and understanding, much like the relationship between Christina and myself. Each relationship is unique, and it demands time and effort to create something special. After all, anything worth having is worth waiting for.