2012 Compensation Increases in Canada

The link below is a summary report of expected Compensation Increases in Canada for 2012.  Although during these tough times, increases in base pay in many corporations have been low or non-existant (wage freezes), it is interesting to note that companies are increasing their salary structures by less than 2%.  However, likely due to limited increases in the past few years, salary increases on base pay are expected to be in the 3% range for all levels of the organization.  I see this as a leading indicator that companies are getting concerned about their ability to attract and retain employees, as the struggle to get employees becomes stronger and stronger.  This can be seen as a warning sign that companies should look deeply at their retention strategies.

http://www.cpq.qc.ca/assets/files/divers/2011/previsions-salariales2012_en.pdf

Courage Leadership

I came across this article today on twitter.  It adds a nice perspective on Leadership by speaking about "Courage Leadership".  It is a great read and a good reminder that anyone can be a leader.  Courage is a key component to successful leadership.  Enjoy!

http://www.hrvoice.org/courage-leadership-step-up-to-your-next-level/

Human Resources Defined: The Architect of Work

This is a really great article explaining the true role of Human Resources.  It was written by Sharlyn Lauby on June 3, 2012 from the HR Bartender website.  www.hrbartender.com .  Enjoy!!



Human resources is a tough profession to define. Whenever people ask me what I do and I say “human resources”, their first response is … oh, you hire people. Which is true, human resources often has responsibility in the recruitment arena. But it’s certainly not the sum and substance of the role. By far.


But then, when I try to explain what HR does, it becomes this long list of things – benefits, compensation, safety, employee relations, etc. etc. People’s eyes begin to glaze over…


So when I have to describe what HR does, I like to say – HR is the architect of work.

To Read More, Click Here

Leadership Intimacy

So, what does Leadership Intimacy mean?  It sounds a bit over the top, doesn't it. 

Leaders need to get to know their people, and REALLY listen to them.  This is how organizations grow and prosper.  Leaders need to go out regularly to talk to people and find ways to improve their organization.  The people doing the jobs always have great ideas to improve the business, but often aren't asked or are afraid to give their opinions.  By knowing your employees well, you will be able to get open and  honest feedback from them.  The key is the people need to know their leaders as people, not as their positions or titles.  Once this is established, people will share ideas freely and safely and help improve the company.  Enjoy this read.

http://blogs.hbr.org/cs/2012/06/conversation_starter_how_intim.html?awid=5721751176237590195-3271

Workplace Bullying, Harassment, and Sexual Harassment

Bullying, and in particular, Workplace Bullying are more and more becoming topics of discussion these days.  In fact, WorksafeBC will be allowing bullying disability claims and are now in the process of developing tools for employers to implement to prevent bullying in the workplace.  Here is a great article outlining more details:

http://www.bcbusinessonline.ca/legal/recognizing-effects-workplace-bullying

I have found that one of the most effective ways of dealing with the employer's duty to deal with bullying, harassment, and sexual harassment is to take a proactive positive approach to this topic.  Many organizations have used the strict legal approach to the topics of harassment and sexual harassment.  Employees often leave training sessions such as this fearful that they can't even talk to each other or have fun at work.  This defeats the true intent and can put limiting factors on a creative and enjoyable work environment.  My approach in dealing with clients has always been to deal with this topic in a positive way.  The training sessions are fun and interactive and are called "Respectful Workplace Workshops".  This sounds so much better than "Harassment Seminars".  Although these sessions seem light and upbeat, the message gets clearly delivered that bullying, harassment, and sexual harassment will not be tolerated.  Also, all the legal issues are fully addressed through training and the Respectful Workplace Policy/Guidelines.

Here is an outline of how I usually approach this sensitive topic in a short 45 minute workshop:

• Link the training to the organization's core values
• Define why it is important to have a Respectful Workplace (Group Work)
• Define Harassment, Sexual Harassment, and Bullying
• Review the Law in Canada - Canadian Charter of Rights and Freedoms, Human Rights Legislation, etc.
• Provide a "Test" for determining if harassment has taken place
• Work through a Respectful Workplace Quiz outlining different workplace scenarios
• Provide a copy of the Respectful Workplace Policy/Guidelines
• Answer any questions

These sessions are fun and interactive.  Attendees always leave the room enlightened on the topic with a new sense of the importance of analyzing their behaviour at work.  It is a positive experience that helps the effectiveness of any organization.

www.peopleinsights.com

The Secret of the Great Workplace

I think this is an excellent summary of the elements of a Great Workplace.  I especially like the model in this blog outling The Dimensions of a Great Place to Work.  This is a short article and well worth the read.

Great Workplace

After you have reviewed this, you may want to ensure that these ideas are abundant in your organization.  There are several ways to do this and People Insights can help. 

People Insights, Inc. Website

Making the Workplace GREAT!

Some thoughts on improving your workplace

People in leading organizations often talk about how great it is to work where they work.  Others working in poor work environments listen in envy and often don"t even believe that a workplace can be a great place to spend a good portion of your life.  Based on my experience, here are some key elements of a Great Place to Work:

• The leadership of the organization truly believes in their people.
• Complacency is not tolerated.
• People are given the opportunity to learn and grow.
• Respect is pervasive throughout the organization.
• People's ideas are listened to and truly valued.
• Open and honest communications are part of the core values and operating framework of the organization.
• The direction of the organization through its mission, vision, and core values are clearly communicated and understood by all.
• People are recognized and rewarded for their contributions.
• Leadership is encouraged, expected, and supported throughout all levels of the organization.
• Teamwork is part of the organizational culture.
• Performance criteria are clearly defined and results are expected.
• People are very approachable and open to new ideas and suggestions; they like to be challenged.
• People at all levels are empowered to do the right thing.
• The organization is a fun place to work.

With the expected upcoming shortage of labour in the future, these elements are critical to any organization's success.  A small investment in these areas today will result in a huge payoff for your business in the future.

www.peopleinsights.com