Aligning DEI with your organizational strategy is a powerful way to amplify its impact across your organization. Small businesses, which make up over 70% of Canadian companies, employ almost two-thirds of the total workforce (Statistics Canada) —a testament to their critical role in our economy. If you’re managing the HR function in one of these businesses, chances are you’re also responsible for diversity, equity, and inclusion (DEI) programming, given the close connection to talent management. But DEI isn’t just about talent; its impact can spread across your organization, influencing everything from innovation to bottom-line results. 

By aligning your DEI activities with your organizational strategy, you can ensure your efforts drive meaningful and measurable results.  

The strategic work of DEI 

Workplaces have changed a great deal in recent decades. The growth of service and knowledge economies, globalization, and changing demographics have helped us better understand how critical an organization’s employee base is to its success.  This has also led to a greater understanding of how important it is for the folks who lead People & Culture to be involved in strategy discussions with senior leadership.   

All business functions can contribute to–or detract from–your ability to meet your strategic goals, and DEI is no exception. To unlock its full potential, DEI needs to be aligned with your organization’s strategic goals.  

Aligning your DEI statement  

Your DEI statement is the first place to look for alignment. It should both reflect your organization’s values and clearly connect to the organization’s mission and vision.  

LEGO’s DEI statement is a great example of alignment:  

“We believe the LEGO Group – and LEGO play – is for everyone, no matter where you come from, what you look like, or how you identify.  It’s our mission to inspire and develop the builders of tomorrow. To succeed in this mission, and help all children develop the skills that will help them fulfil their potential, we must continue to play our part in building a more inclusive and equitable world, starting with our own organization.”   

We love this statement as it is unambiguous and inspiring, but also because it directly includes LEGO’s organizational mission. It showcases how seamlessly DEI can align with organizational purpose and strategic goals. 

Prioritizing DEI initiatives  

When prioritizing different initiatives within your DEI program, it’s smart to consider your strategic direction, the biggest opportunities and challenges that you face as an organization, and what stage you are at on your DEI journey.  

Below are two examples of how different strategic directions would influence the DEI program.   

DEI program at a start-up 

ABC Start UP is valued primarily for its intellectual property. Its strategic plan is to build to sell the business (a fact only known by the executive leadership team, which is another reason why the individual accountable for People & Culture needs to be included in the upper leadership team.) 

With this strategic plan, ABC Start UP needs stability in operations and a strong revenue pipeline. As business and growth are fast paced long-term planning is challenging. So, to best support this the organizational direction, the DEI program should focus on directly and quickly supporting recruiting practices in sales, research, or other mission critical functions.  

The DEI program should avoid initiatives that require heavy time commitments from top leadership, as they may be too onerous for a founder-led organization.   

DEI at a small professional services organization  

Build 123, a small engineering firm, is seeking strong organic growth. To succeed, they require employees with particular certifications. Build 123’s DEI program should focus on supporting recruitment practices that allow them to build a team that properly represents their market.   

Understand your market to set better targets  

A workplace analysis can be an important step in aligning your DEI initiatives to your organizational strategy. Conducting a workforce analysis can help you: 

• understand what your labour market looks like,  

• understand what minimum targets may look like in your industry, and  

• identify if there is a gap between your client market and your labour market.   

For example, if only 20% of the people in your labour market with the required education/certification identify as female, but 50% of your client decision makers identify as female, you have a gap.   

Furthermore, when you are recruiting, if you fail to receive at least 20% of your applications from females, then you know you likely have work to do on inclusion, or at minimum on promoting your commitment to inclusion.   

Paying particular attention to leadership ratios is also important, as your leadership ratios are visible outside the organization, and may be an important factor for applicants who are looking for representation in their next employer. 

Communication around DEI  

Before shouting from the rooftops about your DEI programming, you need to understand how your employees feel about your degree of inclusion.   

When we work with small employers early in their DEI journeys, we often hear that they are interested in promoting their commitment to inclusiveness as soon as they officially undertake the DEI program.  But that is risky. Any misalignment between what is said externally (perhaps on social media) and what employees feel inside the organization can result in resentment and a loss of engagement.  

Internal perceptions are impossible to guess. To understand employees’ true feelings, they need to be surveyed with guaranteed anonymity and the results interpreted carefully. 

At People First, when we conduct engagement surveys for clients, we may see a score of 89% engagement as very positive.  However, we may interpret the same score on a DEI-focused survey, asking about feelings of inclusion, differently if only 11% of employees identify as part of an underrepresented group.  

While it might not be exciting to keep the news your DEI initiatives internal, it might be beneficial to the success of your DEI journey. Once you understand how inclusive your environment is, you can decide how to communicate, internally and externally, on issues surrounding DEI.   

Building a Foundation for Sustainable DEI Success 

A DEI program is not a quick fix. It requires strategic planning, a seat at the leadership table, and alignment with organizational strategy. Following the steps outlined in this article can set you on the right direction for your organization’s DEI journey:   

• Bring those managing People & Culture into strategic leadership discussions.  

• Align your DEI statement with the organizations Mission and Vision.  

• Use your strategic direction to help priorities your DEI initiatives – each organization is going to have a different DEI journey.  

• Take time to learn your market, so you can understand and address gaps.  

• Survey your employees to learn their true feelings and make more informed decisions on how and when to communicate about your DEI program.  

By aligning DEI with your organizational strategy and the stage of your DEI journey, you are creating a platform for success that goes beyond talent, allowing you to fully realize the power of people. 

Hiring the Next Generation: What Companies Need to Know About Gen Z Workers

By Jenessa McCrae, Associate Recruiter

Gen Z workers are redefining what it takes to stay competitive in a rapidly evolving market. To recruit, retain, and engage this talented generation (those born from 1997 to 2012), employers must adapt to their unique traits and expectations. By aligning workplace practices with Gen Z’s values—such as flexibility, diversity, and career development—companies can build a more innovative and future-ready workforce. This article explores key insights into Gen Z workers and practical strategies to attract and retain their talent.

Key Characteristics of Gen Z Workers

1. Value of Flexibility

Flexibility in work schedules and locations is fundamental for the Gen Z workforce.

Having experienced remote learning and socializing through digital platforms, many in this generation prefer hybrid or fully remote work options. Flexibility in working hours and environments is often seen as essential for maintaining work-life balance. For this generation, the freedom to share how, when, and where they work empowers them to bring their best selves to the table, leading to innovative solutions and deeper engagement. 

“In speaking with candidates, it’s clear that flexibility in the workplace isn’t just a nice-to-have for Gen Z—it’s something they really value. Being able to choose how, when, and where they work helps them feel more creative, productive, and balanced. When companies offer that flexibility, it allows Gen Z to show up as their best selves, leading to more engagement and fresh, innovative ideas.” – Tara Gousseau, Senior Consultant & Team Lead at People First HR Services

2. Tech-Savvy and Digital Fluency

Gen Z is the first generation to grow up fully immersed in technology, making them highly proficient with digital tools and platforms. They are adept at multitasking across devices and are quick to learn new technologies.

This comfort with media has shaped how Gen Z employees approach work and communication. These employees are likely to prefer digital communication, create digital workflows, or have strong social media skills. For Gen Z, technology isn’t just a tool—it is an integral part of how they live, learn, and solve problems.

3. Emphasis on Diversity and Inclusion

This generation is more diverse than previous ones, and they expect their employers to reflect and promote that diversity. Inclusive work environments where different perspectives are valued and representation is prioritized are important to Gen Z workers.

These values significantly influence Gen Z employees’ decisions about where to work and how long to stay with an organization. Gen Z views inclusion as more than just having diverse employees; it’s about creating an environment where everyone, regardless of their background, feels valued, heard, and empowered to contribute.

4. Desire for Career Development

Gen Z is highly focused on personal and professional growth. They have an entrepreneurial spirit and have a strong desire for workplaces with room for career progression. They value opportunities for skill development, mentorship, and career advancement.

Employers who invest in training programs, clear career pathways, and up-skilling initiatives are more likely to retain Gen Z employees. For this generation, career development isn’t just about promotions or salary increases—it’s about gaining new experiences, improving their skill set, and staying competitive in an ever-changing job market.

5. Focus on Financial Stability and Benefits

Unlike previous generations, many Gen Z workers are entering the workforce with concerns about student debt and economic uncertainty. As a result, they prioritize financial security and tend to seek out employers offering competitive salaries, benefits, and clear compensation structures. Retirement plans, health insurance, and student loan assistance are also highly valued.

With mental health awareness being another main priority of Gen Z workers, having a benefits package and culture that promotes this is crucial. These employees place high importance on work environments that support mental wellness through flexible hours, reasonable workloads, and access to mental health resources.

6. Preference for Feedback and Communication

Lastly, Gen Z workers value continuous, transparent feedback. They are used to immediate responses in digital environments and appreciate regular check-ins with their supervisors. They want to know how they are performing in the moment so they can adjust and improve.

Traditional annual performance reviews may not suffice; instead, ongoing coaching and real-time feedback are preferred. They expect their managers and leaders to be approachable and communicative. Gen Z workers want leaders who provide guidance, support, and encouragement, helping them develop professionally rather than just monitoring performance.

Strategies for Employers Hiring Gen Z Workers

To successfully attract and retain Gen Z talent, companies should focus on the following:

• Promote Flexibility – Provide flexibility in both work hours and locations, offering hybrid or remote options where possible. Employers can further support work-life integration by encouraging flexible schedules, integrating wellness programs into the workplace, and promoting a culture where time off and personal development are valued.
• Offer Digital Tools and Learning Opportunities – Employers must support a tech-forward work environment. Companies should prioritize investing in cutting-edge technology, provide access to the latest digital tools, and support flexible working conditions that allow for the integration of these technologies into everyday work processes.
• Prioritize Diversity and Inclusion – By actively fostering a diverse and inclusive work environment, companies not only align with Gen Z’s values but also create a more innovative, engaged, and loyal workforce. A few examples include providing ongoing EDI training, establishing a zero-tolerance policy for discrimination, and celebrating cultural diversity.
• Provide Clear Development Opportunities – Do this through mentorship programs, training, and transparent career advancement paths. Employers should offer learning opportunities such as workshops or certifications and promote a culture where feedback and personal growth are prioritized.
• Offer Financial Wellness Programs – These programs provide financial literacy training, student loan repayment assistance, or competitive retirement savings plans to address the financial concerns of Gen Z workers. Offering salary transparency and opportunities for bonuses or incentives can also attract this generation.
• Prioritize Mental Health Support – Organizations should promote mental wellness by offering flexible work options, encouraging time off when needed, and providing access to mental health resources like counseling or employee assistance programs (EAPs).
• Implement Real-Time Feedback Systems – Instead of relying solely on annual reviews, companies should create systems for continuous feedback and recognition. This could be as simple as regular one-on-one meetings or the use of digital tools that allow for immediate performance updates and coaching.
• Promote Authentic Leadership and Transparency – Leaders should strive for authenticity and openness in communication. Gen Z employees appreciate leaders who are honest about company goals, challenges, and successes.

Generation Z is bringing fresh perspectives and new expectations to the workforce, challenging businesses to rethink how they engage and support their employees. From their demand for flexibility and technological fluency to their emphasis on diversity, inclusion, and continuous feedback, Gen Z is driving employers to rethink traditional approaches to management and work culture. Companies that prioritize career development, foster an inclusive environment, and maintain open lines of communication will be better positioned to attract and retain this talented generation. As the influence of Gen Z continues to grow, businesses that align with their needs will be better positioned to thrive in an ever-evolving workplace landscape.

In any thriving team, communication isn’t just important—it’s everything. From delivering clear instructions to fostering trust, a leader’s ability to communicate well can make or break success. Reflecting on this, I was reminded of a humorous lesson in communication from the children’s book Amelia Bedelia by Peggy Parish. 

If you’re familiar with the character Amelia Bedelia, you will know that her adventures are filled with misunderstanding and a lack of communication. This quote from the original story is a fun illustration of the need for clear communication:  

“‘Amelia Bedelia, the sun will fade the furniture. I asked you to draw the drapes,’ said Mrs. Rodgers. 
‘I did! I did! See,’ said Amelia Bedelia. She held up her picture.” (Amelia Bedelia, 1963).  

Instead of closing the drapes, Amelia drew a picture of them for her employer.  

You might think this example is silly and that it is too literal of an interpretation, but we can draw some lessons from it for communicating in the workplace.  

Roles in communication  

Communication is a two-way process. Both delivering and receiving messages require effort. As a leader, it’s your responsibility to ensure your message is clear and understood, and it’s equally important to listen and ask questions when you’re on the receiving end. 

Role as the person delivering the message: 

• Ensure the message is understood.  
• Give space for questions. 
• Consider how you are communicating. (Are you delivering this message in person, via email, or over a video call? Each medium may impact how the message is received and understood.) 

Role as the person receiving the message: 

• Listen to what is being said.  
• Consider the context of the situation and your role.  
• Ask clarifying questions.  

As you see above, effective communication isn’t just about talking; it’s about ensuring both sides are engaged, understood, and able to contribute to a shared understanding. 

Tips for becoming a better communicator  

Now that we’ve covered the key roles in workplace communication, let’s explore some practical strategies you can implement to improve your team’s communication. 

Create a safe space for honest and vulnerable conversations  

Creating a safe space for honest and vulnerable conversations is key to strong communication. One way to do that is by fostering an environment where communication is a natural part of the workflow, not just something reserved for formal meetings.  

When employees feel heard and understood, it strengthens their ability to collaborate and reach shared goals. As Gallup points out: 

“When healthy communication is part of ‘how we do things,’ employees are more likely to have clear expectations that align with leaders’ overarching objectives. They’re also better able to understand one another and collaborate to overcome hurdles, accomplish goals, and navigate change.” 

Regular communication—whether formal or informal—builds familiarity and trust, making it easier for teams to work together effectively. 

In addition to being open to ongoing conversations, as a leader, you’ll want to ensure your team knows that their opinions and suggestions matter. Validation shows employees that their input is not only welcomed but valued, fostering a culture where people feel comfortable sharing ideas. Consider implementing the following strategies when you receive ideas from your team:   

• When an employee shares an idea, thank them for it and let them know you will consider how it can be action. 
• If the suggestion can be worked on right away, ask the employee to add it to their task list (if it fits under their job) or assign it to the correct team member.  
• Give the employee a shout-out in a larger team meeting for the value they provided.  
• While you’ll want to avoid shutting down every suggestion, if you know the idea won’t work right now, try acknowledging something positive about it and mentioning you will keep it in mind for the future.  

Establish a shared understanding of objectives and goals  

As you sit down for a team meeting or kick off a project, take a moment to share AND understand your team’s objectives. 

As Ann Kowal Smith notes, when goals are clearly articulated, teams are better positioned for success. Setting objectives before a meeting can transform conversations into actionable outcomes.  

“Whether they seek a specific decision, an exploration of options, or an open-ended brainstorming session, when people articulate their goals, they set the stage for more effective outcomes, especially in practical, decision-making contexts.” – Ann Kowal Smith, 4 Techniques To Help You Be A Better Communicator 

Healthy communication isn’t just about speaking and listening—it’s about creating an ongoing dialogue that keeps everyone aligned with the team’s larger goals. 

Encourage ongoing feedback 

Feedback helps us learn what we need to work on, but also what we are doing well. It’s something both team members and leaders can benefit from. By asking questions and sharing feedback on an ongoing basis, your team can become more connected and productive.  

• Feedback becomes part of the ongoing workflow, for both leaders and team members. 
• Challenges can be addressed more quickly, and projects can move along. 
• You will build better familiarity and comfort between your team, reducing the fear of criticism and making communication more effective. 

This kind of continuous feedback loop not only resolves challenges faster but also encourages a culture of openness and collaboration, strengthening the team’s ability to achieve its goals. In turn, this can help build employee’s confidence, contributing to a more motivated and engaged team.

Practice, practice, practice  

With any skill, practicing tends to help you improve. Smith encourages people not to shy away from hard conversations. The more you are a part of them, the easier it will become to be vulnerable and participate in meaningful discussions. 

“The key to having successful conversations is the messy, emotional and often freighted experience of the conversations themselves.” – Ann Kowal Smith, 4 Techniques To Help You Be A Better Communicator 

To encourage these discussions, try leading by example and leaning into difficult conversations rather than avoiding them. To maintain a sense of safety, you may want to start by encouraging candid feedback during one-on-one meetings. 

Start building a culture of communication today  

Ultimately, communication is a team effort that requires constant reflection and improvement. As a team leader, your ability to speak and listen effectively shapes your team’s success. So, take time to practice, invite open dialogue, and foster an environment where everyone feels heard.  

If you need support getting started, reach out to us here at People First. We offer several solutions to help support stronger leadership and teams, such as:   

• Leadership coaching 
• Career conversations workshops 
• Culture assessments 

Email us today to learn more about these solutions and others. 

At the end of the day, remember, clear communication builds trust, and trust builds teams. You can work towards that every day by making communication an ongoing priority. 

by Misty Fraser, CPHR, Career Consultant

In today’s competitive job market, attracting top talent requires more than just listing qualifications and responsibilities. HR professionals and business leaders are increasingly turning to AI tools to craft compelling and optimized job descriptions and job postings that stand out. This article explores how AI can enhance both the job description and job posting processes, ensuring you not only reach but engage the right candidates.

The Role of AI in Job Descriptions and Job Postings

Artificial Intelligence has revolutionized many aspects of HR, from recruitment to employee engagement. When it comes to job descriptions and job postings, AI can assist in several key areas:

1. Keyword Optimization
2. Bias Reduction
3. Converting Internal Descriptions to External Job Postings
4. Competitive Job Posting Analysis

Keyword Optimization

AI tools such as ChatGPT, Textico and Grammarly can analyze job descriptions and job postings to ensure they include the right keywords. This optimization is crucial for improving search engine rankings and ensuring the job posting reaches a broader audience. By identifying and incorporating industry-specific terms and skills, AI helps ensure your job descriptions and postings align with what potential candidates are searching for.

Bias Reduction

One of the significant challenges in crafting job descriptions and postings is eliminating unconscious bias. AI tools can help identify and neutralize biased language, ensuring your job postings are inclusive and appealing to a diverse talent pool. This can lead to a broader and more qualified candidate base, enhancing your chances of finding the right fit.

Tip: Consider using AI tools like Textio and Gender Decoder to scan for gender-coded language or any terms that may discourage diverse applicants.

Converting Internal Descriptions to Engaging External Job Postings

Many companies struggle with transforming detailed internal job descriptions into engaging external job postings. AI can streamline this process too, ensuring that the essential responsibilities and qualifications are communicated effectively to potential candidates increasing engagement and quality applications.

Keep these tips in mind when creating your job posting:

1. Extract Key Responsibilities and Skills: AI tools can analyze internal job descriptions to extract the most important responsibilities and skills. An effective job posting is not a long list of responsibilities!
2. Optimize for Engagement: AI tools can also enhance the language to make it more engaging and appealing to job seekers. This is your opportunity to differentiate yourself from your competitors.
3. Ensure Clarity: Simplify technical jargon and use bullet points for clarity, making the job posting accessible to a wider audience.

ChatGPT Prompt Example:

I am an HR professional looking to convert our internal job description into an engaging and effective external job posting. Here are the specific details:

Internal Job Description:
[Insert your internal job description here]

Conversion Criteria

1. Simplify Technical Jargon: Translate complex technical terms into simpler language that is easily understood by a broader audience.
2. Engagement: Use action-oriented and engaging language to attract potential candidates.
3. Clarity: Ensure the job posting is clear, concise, and easy to read. Use bullet points where appropriate.
4. Inclusive Language: Use inclusive language to appeal to a diverse pool of candidates.
5. Company Culture and Benefits: Highlight the company’s culture, values, and any unique benefits to make the job posting more appealing.
6. Call to Action: Include a compelling call to action, encouraging candidates to apply.

Competitive Analysis

Understanding how your job postings compare to those of competitors is crucial. AI can perform a comparative analysis, providing insights into how your job postings stack up against similar roles in the market. This can help you identify areas for improvement and ensure your job postings are competitive and compelling.

Steps to Perform Competitive Analysis

1. Identify Key Competitors: Determine who your main competitors are in the industry. Look at companies that are hiring for similar roles.
2. Gather Job Postings: Collect job postings from these competitors. You can use job boards, company career pages, and LinkedIn for this purpose.
3. Analyze Language and Structure: Use AI tools like ChatGPT to analyze the language, structure, and tone of these job postings. Look for common keywords, required skills, and the overall style.
4. Benchmarking: Compare the findings with your job postings. Identify gaps and areas where your postings can be more competitive and engaging.
5. Continuous Improvement: Regularly update your job postings based on ongoing competitive analysis to ensure they remain relevant and attractive to potential candidates.

ChatGPT Prompt Example:

I am an HR professional looking to improve our job postings to better attract top talent. Please help me analyze and compare our current job posting with those of our key competitors. Here are the specific details:

1. Our Job Posting:
   • [Insert your current job posting here]
2. Competitor Postings:
   • Competitor 1: [Insert the job posting from Competitor 1 here]
   • Competitor 2: [Insert the job posting from Competitor 2 here]
   • Competitor 3: [Insert the job posting from Competitor 3 here]

Analysis Criteria:

1. Keyword Usage: Identify and compare the keywords used in our job posting versus the competitors.
2. Language and Tone: Compare the language and tone used in our job posting and suggest improvements.
3. Inclusivity: Identify any biased language in our job posting and suggest more inclusive alternatives.
4. Engagement: Assess the overall engagement level of our job posting compared to competitors and provide suggestions for improvement.

Conclusion

AI is transforming the way HR professionals create job descriptions and postings, making the process more efficient, inclusive, and targeted. By leveraging AI tools, you can ensure your job descriptions and job postings attract the right candidates, stand out in a competitive market, and reflect your commitment to diversity and inclusion. Embracing AI is not just a trend but a strategic move to enhance your recruitment efforts and secure top talent. If you are looking for additional support in this area, contact our team to learn more.

In the rapidly evolving landscape of today’s business world, fostering a culture of continuous learning has become essential for organizational success. As a seasoned human resources and people leader with over 25 years of experience, I have witnessed the transformative power of a learning-centric environment. This article aims to provide you with insights, best practices, and actionable tips to cultivate a continuous learning culture for you and your employees.

Understanding the Importance of Continuous Learning

Continuous or lifelong learning is the practice of consistently expanding one’s skills and knowledge. It goes beyond traditional education and self-improvement, emphasizing continual growth and exploration. Here are some key points to consider: 

1. Adaptability: In today’s fast-paced and ever-evolving landscape, organizations that prioritize learning remain agile and better equipped to navigate technological advancements and market changes. The past few years have shown us the importance of staying nimble to manage the unknown.
2. Employee Engagement and Retention: Providing development opportunities is essential for employee satisfaction and loyalty. When employees have opportunities to grow and develop, they are more likely to stay with your organization, reducing turnover rates.
3. Innovation: A learning culture encourages creative thinking and problem-solving. When employees continuously acquire new knowledge and skills, they contribute to innovation within the organization. This mindset drives competitive advantage and keeps your business ahead of the curve.
4. Futureproofing: By upskilling the workforce, your business prepares for industry disruptions and changes. Continuous learning ensures that employees are equipped to handle evolving demands and challenges.

Remember that continuous learning extends beyond attending a single workshop or seminar; it’s an ongoing educational experience that reinforces existing knowledge and explores new topics. So, whether through online classes, podcasts, shadowing colleagues, or learning a new skill, embracing learning benefits employees and organizations alike.

Best Practices for Fostering a Culture of Continuous Learning

1. Lead by Example: Leadership plays a pivotal role in establishing a learning culture. When leaders demonstrate a commitment to their own learning and development, it sets a positive precedent throughout the organization. Encourage leaders to share their learning experiences, attending training sessions, and support their employees in their own learning journey, even when it looks different than theirs.
2. Create a Learning Strategy: Develop a learning plan aligned with your organization’s goals and objectives. Ensure the strategy is flexible, can evolve with the changing business needs and encompasses various learning modalities such as mentoring, webinars, workshops and formal training programs.
3. Invest in Learning and Development (L&D) Programs:  L&D budgets tend to be the first to be reduced or eliminated when an organization faces financial pressures; make learning a priority and allocate resources that cater to the diverse needs of your workforce. Career planning and succession planning allow you to be purposeful in how funds are used for development allowing you to address technical and soft skills, ensuring a well-rounded approach.
4. Encourage a Growth Mindset: Promote a growth mindset within the organization, where employees view challenges as opportunities to learn and grow. Recognize and reward efforts to learn new skills, creating an environment where failure is seen as a stepping stone to success.
5. Foster a Collaborative Learning Environment: Encourage knowledge sharing and collaboration among employees. Implement platforms and tool that facilitate communication and information exchange such as intranet portals, social learning platforms, and collaborative software. Create opportunities for cross-functional projects and team-based learning activities.
6. Provide Access to Learning Resources: Ensure that employees have access to a variety of learning resources, including industry journals, online libraries and memberships in professional organizations. Curate a library of books, articles, and podcasts relevant to your industry and encourage employees to explore them.
7. Implement a Mentorship Program: Leverage the varying experience with employees by pairing them to provide one another guidance, support and insights. A structured program can help employees navigate their career paths, develop new skills and gain valuable industry knowledge. Encourage mentors to share their experiences and best practices openly – when done properly, it can be a rewarding experience for all involved.
8. Leverage Technology: Utilize technology to enhance the learning experience – to track and manage employee development and to explore techniques to make learning more engaging and interactive. When available, data analytics can identify skill gaps and tailor learning.
9. Create a Safe Learning Environment: Foster a psychologically safe environment where employees feel comfortable taking risks and trying new things. Encourage open dialogue, sharing your own experiences of failure and what you learned, ensuring that learning initiatives are free from judgement or punitive consequences. When employees feel safe to ask questions, fail, and try again, they are more likely to embrace continuous learning.
10. Regularly Assess and Adjust: Take time to evaluate the effectiveness of your learning initiatives. Ask employees for feedback, track participation rates, and measure the impact on performance, productivity, engagement and turnover. Use this data to make informed decisions to your learning strategy and programs, ensuring you remain relevant and effective.

Tips for Success  

• Personalize Learning Paths: Recognize that each employee has unique learning needs and preferences. Offer personalized learning paths that allow individuals to pursue development opportunities aligned with their career aspirations.
• Promote Continuous Feedback: Encourage and build a culture where employees can give and receive feedback on their learning journey. Giving feedback builds trust which is the foundation of effective teams, and teaches employees to discuss misunderstandings, assumptions and mistakes, and lets leaders see when additional training or a change to a procedure is needed. Ask questions and stay curious.
• Celebrate Learning Achievements: Recognize and celebrate learning milestones and achievements. Whether it’s completing a course, earning a certification, or mastering a new skill, acknowledging these accomplishments reinforces the value of continuous learning.
• Encourage External Learning: Support employees in attending industry conferences, participating in webinars, and enrolling in higher education programs. Exposing employees to industry experts increases engagement, generates new ideas and reinforces what the employee and the organization is doing well.

Fostering a culture of continuous learning is not just a strategic imperative but a competitive advantage in today’s dynamic business environment. Investing in the growth and development of your workforce is essential for long-term success. By leading by example, creating a robust learning strategy, and implementing best practices, organizations can cultivate an environment where continuous learning thrives. This not only drives innovation and adaptability but also enhances employee engagement and retention, ultimately contributing to the overall success and sustainability of the business.

Jacky Syberg, HR Consultant

In today’s ever-changing environment, job abandonment can be a pressing issue for employers in any industry. Defined as the voluntary and unexplained resignation of an employee, job abandonment can disrupt operations, put a strain on teams, and leave managers puzzled regarding next steps. This article will delve into some steps to take to navigate this challenge.

Prevention

Having a successful employee-manager relationship is the first step to reducing the possibility of job abandonment. Continual communication and an open-door policy, improves the chances that an employee will communicate directly, should they wish to resign, versus avoiding the conversation and abandoning their position.

Creating a culture of communication aids in reducing multiple issues in the workplace, including the reduced chance of job abandonment. This can be achieved through regular feedback sessions, transparent decision-making processes, and promoting an inclusive atmosphere where diverse perspectives are respected. Open communication with employees builds trust and can lead to higher job satisfaction and reduce turnover.

First steps

If an employee fails to attend their scheduled shift, and does not make contact, first, assess the situation based on your knowledge of the employee. Ask yourself, is this uncharacteristic of this person? Has this happened before? Have they provided information in the past that leads me to believe they are unsafe?

For example, if the employee has recently disclosed a struggle with mental health, or any other “red flag” information, your next steps might be focused more on offering support and ensuring their safety. If the employee has historically been a poor communicator, you may focus more on coaching and feedback.

Act

Attempt your typical method of contact, be that a phone call, email (to a personal account), or text message.

Consider reaching out to their emergency contact. Has their emergency contact heard from them? You may disclose that you are their manager, and you are trying to contact them. Request that if they hear from the employee, they ask the employee to contact you. Consider confidentiality of the employee when speaking to their emergency contact.

Consider a welfare check. If you have reason to suspect the employee could be in danger, contact local authorities through a non-emergency line and ask for a welfare check on an employee who has failed to show for work.

It is not recommended to physically go to their residence yourself. For safety reasons, it’s best to leave this step to the professionals. Avoid involving other employees, even if a close friend, or relative to the employee. You want to respect and consider confidentiality of the employee.

Document any action you take.

Letter to employee

Should the employee continue to miss scheduled shifts, and fail to respond to attempts at contact, consider sending a formal registered letter, or email (with read receipt) to the employee. This step best demonstrates the companies attempt at contact should the company be called into question.

Generally, this formal attempt at contact outlines the shifts (dates and/or times) that have been abandoned, your attempts (including dates and methods) at contact, and sets a request for contact with a deadline. An appropriate deadline may depend on how often the employee is scheduled to work, but generally can be between three to seven business days. The letter may outline that if they fail to make proper contact within that set timeframe, their position will be processed as “job abandonment” and treated as a voluntary resignation.

Formal communication to the employee at this point typically involves your human resources representative and should follow any policies currently in place. Your human resources representative can assist to ensure that you are not missing any important or confidential information regarding the employee or their employment status.

After making contact

Should you eventually contact the employee, consider the reason behind the uncommunicated absences, history of the employee, and policies and procedures based on the situation.

Generally, an absence without notification can either be within the employees’ control, or outside of their control. If a situation did arise where the employee was a ‘no call no show’, but this was due to a medical emergency, or a miscommunication regarding the posted schedule, it could have been a justifiable situation, which may not warrant any discipline.

However, if the situation was “within their control” such as a pointed decision to miss work for a personal event, or failure to properly check their schedule, you should address through normal channels of progressive discipline, coaching, or setting future expectations.

Document all conversations, and add information to the employees personnel file, ensuring their signature and understanding on what is being placed in their file.

Processing

After taking appropriate steps, if the employee still has not made contact, follow up with human resources and move forward with processing the resignation of the employee.

Remember, you are not involuntarily terminating the employee. Their silence is being interpreted as a voluntary resignation.

Considerations

Organizations should consider developing a company policy on job abandonment. Having a process in place that is understood by all parties helps to outline the appropriate process for managers and sets expectations for employees. Organizations can also adopt a culture of clear communication. Consistently prioritizing strong employee-manager relationships will also help reduce overall job abandonment.

For assistance with policy development or management of an employee, consult with People First HR.

By Janelle Robin, Senior Recruiter

As a Senior Recruiter at People First HR, I’ve witnessed a significant shift in the marketplace lately. For the first time since pre-COVID times, we’re experiencing an increase in available candidates actively seeking opportunities. What’s striking, is the unwavering desire among these candidates – even those presently without employment – to align themselves with organizations that offer a genuine fit.

Candidates are also holding fast to their non-negotiables for maintaining a healthy work-life balance, with benefits like flexible working arrangements that include remote options, hybrid schedules, and adaptable hours, topping their lists.

Through my decade of experience in the industry I’ve found that the organizations reaping the rewards of attracting top-tier candidates are those who make determining a genuine fit much easier with a robust employer brand, and by prioritizing a positive candidate experience. Organizations offering employee perks that go above and beyond traditional benefits, along with that much sought-after flexibility, are also the most well-poised to attain the right talent for completing their teams.

Building Strong Employer Branding:

Establishing a robust employer brand is fundamental in the pursuit of top talent. It’s not just about offering a job; it’s about crafting a compelling narrative that resonates with potential candidates. Here are some strategies for building employer branding that is robust and engaging to candidates:

Define Your Value Proposition: Clearly articulate what makes your organization unique as an employer. This could be your culture, mission, benefits, career development opportunities, or innovative projects. Ensure that this value proposition is appealing to the kind of talent you want to attract.

Showcase Employee Experiences: Use real stories and testimonials from current employees to highlight the positive aspects of working at your organization. This can be done through videos, blogs, and social media posts. Authentic insights into daily work life, organizational culture, and career growth opportunities within the organization can be very persuasive.

Leverage Social Media: Utilize platforms like LinkedIn, Twitter, Instagram, and Facebook to share content that reflects your organization’s culture and values. Regular posts about company events, employee achievements, and behind-the-scenes glimpses into your workplace can build a relatable and attractive employer brand.

Focus on Diversity and Inclusion: Emphasize your commitment to creating a diverse and inclusive workplace. This should reflect in your organization’s policies, culture, and in the way you communicate externally. Candidates are increasingly looking for workplaces where they can see themselves represented and valued.

Engage in Community and Social Responsibility: Demonstrate your organization’s involvement in community service and ethical practices. A strong sense of corporate social responsibility can differentiate your brand and appeal to candidates who value civic and environmental engagement.

Monitor Your Employer Brand: Regularly assess your employer brand by seeking feedback from employees and candidates, and by monitoring reviews on platforms like Glassdoor. This can help you understand the perception of your brand and identify areas for improvement.

Continuous Improvement: Employer branding is not a set-it-and-forget-it part of your organization. Continuously seek innovative ways to enhance your brand and stay current with trends and changes in the market.

Provide a Great Candidate Experience: From initial application to final interview, every interaction shapes perceptions of an organization. Organizations that prioritize transparency, communication, and respect throughout the recruitment journey stand out. Seamless scheduling, prompt feedback, and personalized engagement can leave a lasting positive impression, even on those who aren’t ultimately hired.

By showcasing a clear and authentic employer brand with particular emphasis on a positive candidate experience, organizations can attract talent eager to contribute to a larger mission. APTN, Edison Properties, University de Saint Boniface, Access Credit Union, Red River Co-op, SJR, University of Manitoba, World Trade Centre Winnipeg, Turning Leaf, Manitoba Chambers of Commerce and St Amant (all part of Manitoba’s Top Employers for 2024) excel in this area by demonstrating innovation, inclusivity, and employee empowerment.

Offering Benefits and Flexibility:

Traditional perks alone may no longer suffice in attracting top talent. Candidates now value work life balance, flexibility, autonomy, and holistic well-being initiatives. Forward-thinking organizations recognize this shift and adapt their offerings accordingly. From flexible work schedules to wellness accounts and remote work opportunities, organizations are redefining employee benefits. Tech giants like Microsoft have implemented innovative benefits such as paid parental leave and mental health days, setting new standards for employee care and satisfaction.

As the war for talent rages on, organizations must continually refine their strategies to remain competitive. By cultivating a strong employer brand, delivering an exceptional candidate experience, and offering compelling benefits and flexibility, organizations can position themselves as employers of choice in a crowded marketplace.

In this ongoing battle, success lies not only in finding talent but also in nurturing and retaining it for the long haul. As we navigate the evolving landscape of talent acquisition, one thing remains certain: the quest for the right talent is an ever-present challenge, but with the right approach, attracting and retaining the right candidate is within reach.

By Liz Bilton, Vice President, Career Management

In Canada’s changing workforce landscape, a crucial element of your employee care strategy is career transition support

In the changing landscape of today’s Canadian workforce, which includes layoffs and downsizing, organizations are increasingly recognizing the importance of providing comprehensive career transition support as a crucial element of their employee care strategy. This proactive approach not only enhances the well-being of departing employees but also contributes significantly to the employer brand and organizational reputation.

Why embrace career transition support?

Here is a summary of the key reasons for embracing career transition support as a part of your organization’s exit strategy for employees:

Strategic Investment in Employee Well-being:

• Demonstrates a proactive approach to employee care.

• Fosters a positive work culture, enhancing morale and loyalty even during times of transition.

Mitigation of Legal Risks and Ethical Treatment:

• Reduces the risk of legal disputes and potential litigation associated with employee terminations or layoffs, which can be costly and damaging to an organization’s reputation.

• Meets legal obligations related to fair employment practices.

• Showcases a commitment to ethical and compassionate treatment of employees.

Workforce Expectations and Values:

• Aligns with the evolving expectations of the workforce.

• Demonstrates a commitment to treating employees with dignity and respect throughout their career journey.

Employer Brand and Attraction of Talent:

• Enhances the employer brand, making the organization more attractive to top talent.

• Differentiates the company as one that values its workforce beyond their immediate   contributions.

Positive Relationships and Alumni Advocacy:

• Maintains positive relationships with departing employees.

• Creates satisfied alumni who can become valuable advocates for the organization, sometimes referred to as “Happy Leavers”

Diversity and Inclusion:

• Acknowledges the unique needs of individuals at different career stages.

• Reflects an inclusive organizational culture that supports employees regardless of age or career stage.

Economic Impact:

• Contributes to a more skilled and adaptable workforce.

• Minimizes the risk of prolonged unemployment, benefiting both individuals and the overall economic health of the country.

Tailored Support for Various Career Stages:

• Provides resources for older employees navigating potential retirement or exploring new opportunities.

• Offers guidance to younger employees making early career moves.

Thrive in the competitive business landscape

Providing career transition support in Canada is a strategic measure that goes beyond legal compliance. It aligns with evolving workforce expectations, enhances the employer brand, maintains positive relationships with departing employees, meets legal obligations, acknowledges the diverse needs of the workforce, and has positive economic implications. Organizations that prioritize career transition support are better positioned to thrive in the competitive Canadian business landscape while fostering a culture of care and respect for their employees.

People First offers a tailored career transition solution designed to meet the unique needs of your organization, whether you’re managing the transition of a single individual or a sizable group of employees nationwide. Our comprehensive digital solution, coupled with our dedicated team of Career Coaches, is committed to supporting your organization throughout the entire process – from the initial decision to release employees to the point where those individuals successfully secure their next opportunities.

Elevate your workforce with People First HR, a proud member of the People Corporation family—an organization who is dedicated to embodying the spirit of ‘People Caring for People’.

by Laine Jubinville, VP, Strategic HR Consulting

With 2024 upon us, we wanted to share our predictions for the six most impactful HR trends to watch for this year.

1. Artificial Intelligence

Generative AI (such as ChatGPT) continues to transform organizational and HR processes. From recruitment automation to predictive analytics for employee retention, AI is empowering organizations to streamline operations and decision-making. At the same time, organizations will need strike a balance between leveraging the efficiency of AI and valuing human qualities that are still essential in business.

2. Generational Diversity

In 2024, we will see an increase of younger professionals entering the workforce while more and more employees begin to reach retirement age. With the increasing popularity of transition to retirement plans that support mature professionals remaining in the workplace for longer, meeting the needs of a generationally diverse workforce will be more important – and more interesting – to balance. For example, the culture and working life expectations of younger professionals often includes a desire for improved work-life balance and greater emphasis on diversity, equity and inclusion.

3. Market Competitive Salaries

The future of pay requires a shift from outdated compensation programs that may no longer align with employees’ unique skills. To confidently ensure salary offerings are market-competitive, annual assessment of base pay salary trends in your organization’s targeted labour market is encouraged. This may not mean reviewing every single job every single year, however, determining a list of your organizations ‘benchmark jobs’ (i.e. jobs with titles and job functions which are commonly found across sector and industry and therefore are easily measured) with a representative sample of jobs across job family/function and job worth/pay grades are good rules of thumb to follow. Ensuring your organization is offering competitive base pay rates is crucial to ensure that you are able to attract and retain top talent, especially as conversations around cost-of-living and inflation are top of mind for employees.

4. Culture of Continuous Learning

Organizations will need to have a firm grasp on the skills that will be essential in 2024, and ensure they are providing learning and development opportunities to elevate their teams. For example, training that allows leaders to adapt to changing environments, lead remote teams effectively, and foster innovation and resilience within their teams. Or, as AI continues to become more capable and its usage more widespread, ensuring employees understand not only how to use these transformative technologies, but that complementary – and exclusively human – skills such as strategic thinking, complex problem solving, creativity, emotional intelligence, etc. are well-developed. Learning experiences also enable employees to connect and share with one another in both formal and informal ways.

5. Talent Retention & Engagement

Learning and development efforts support in creating a culture of continuous learning, which in turn supports employee engagement. However, successfully reskilling and upskilling employees can make them particularly desirable to competitors. To ensure these highly valuable team members remain engaged, organizations must put improved focus on wholistic retention and talent management strategies in 2024. Additionally, hosting surveys (engagement or pulse) are key for collecting data and surfacing insights necessary to make strategic decisions on factors that impact engagement levels and workplace cultures.

6. Comprehensive DEI Initiatives

Diversity, equity, inclusion, and belonging (DEIB) will remain a focus for organizations. It will be critical for organizations to clearly define the outcomes they expect from diversity and inclusion learning initiatives. Making diversity and inclusion an integral part of an organization’s roadmap is essential, however a financial commitment is not enough. Developing DEI leaders is crucial to drive positive cultural change and ensuring equal opportunities for all employees and creating a workplace that attracts, retains, and empowers top talent in 2024 and beyond.

See your organization thrive with HR projects and initiatives that elevate your employee experience, support talent retention and enhance workplace culture. Connect with us today to discuss how our people and culture solutions could be the game changers your organization is seeking in 2024.

Career Management

A leaving story can be valuable after employment termination for several reasons:

Professional Narrative: It allows you to shape the narrative of your departure. Instead of letting rumors or assumptions take hold, you can provide a clear, professional account of why you left.

Future Opportunities: When seeking new employment, potential employers may ask about your previous job. A well-constructed leaving story helps you explain the situation in a positive light, highlighting what you learned and how you’ve grown.

Personal Closure: Writing or articulating your leaving story can aid in processing the emotions associated with the termination. It allows you to reflect on the experience, find closure, and move forward positively.

Networking and References: It provides a basis for discussing your departure with former colleagues or supervisors. A well-handled leaving story can maintain professional relationships and potentially secure positive references.

Self-Reflection and Growth: By detailing your leaving story, you can identify areas for personal and professional growth. It’s an opportunity to learn from the experience and evolve in your career.

We recommend our clients keep their leaving story short, concise along with positive and true.

To put some structure around that – using the following approach:

1. Start with a positive statement about your previous employer.
2. Next – provide a short statement on why you are no longer there.
3. End on a positive note connected to the future.