PEO Canada Blog

When a company has a set vision, values, and mission it gives a direction for all future communications and goals. Having these ideals known within the company can help create a cohesive team and a united environment. The language we choose to use can say quite a lot about a company. What comes to mind when one says that a company is respectful and honest? Hardworking and professional? Efficient and effective? We have preconceived notions related to these words and deciding which ones we use in our communications can project different images of a company. These carefully chosen messages can also change the way clients and coworkers interact...

A core part of human resources management is being on top of employee engagement. Disengagement is a common risk, which is why it is important for leaders to identify signs of engagement versus disengagement and how to improve the latter. Individuals engaged in their work may be optimistic, selfless and solution-oriented. They may go above and beyond what is expected of them and show a consistent passion for learning. When credited with praise, they pass that credit along to other team members. When they are in the wrong, they are accountable and accept constructive criticism.   Disengaged individuals tend to be pessimistic, self-centered, negative and egocentric. They may...

Acknowledging and rewarding an employee’s good behavior is a great way to increase motivation, improve performance, and retain top talent. Recognition comes in many forms, but when looking at ideas for rewarding your team, why not give extrinsic and intrinsic motivators a try? Extrinsic rewards are tangible motivators, like offering pay raises, bonuses, and benefits. Monetary benefits can instantly motivate some employees to work towards the reward, especially since money directly impacts one’s quality of life. As nice as they seem, these kinds of rewards tend to have short-term effects, and can be costly if expected to be continuously given.  This may also be difficult for some smaller...

Unfortunately, resignations are unavoidable in the workplace, and can be uncomfortable for both parties. Knowing the rules of resignation can make these conversations much easier for both the employee and employer and may avoid a potential claim to the organization. An employee’s resignation is usually clear and is not normally subject to interpretation. It can be as simple as “I’ve decided to stay home for the next few years to take care of my family”, or simply “this job isn’t working for me”. In situations such as these, the conversation won’t likely leave room for ambiguity, however if this conversation is not followed by a written letter of...

  In my past experience, performance management strategies have increasingly been dreaded and criticized for being too complicated. Often I’ve heard people say “there are too many forms to fill in” or “this is so much work and there are too many issues to address.”  One of the common misperceptions is that an entire year of an employee’s progress and challenges has to be crammed into one meeting at performance review time. However, successful performance management is about tracking development, working towards goals continually, and addressing things as they come along throughout the entire year. Managing one’s performance should be on-going, throughout the year. Here are some suggestions...