No matter what language organizations use—layoffs, restructuring, downsizing or reorganization—whenever employees are let go, a sense of disengagement and loss of trust can develop among the remaining employees. While organizations have traditionally focused on investing in resources and support for those who have lost their jobs, new research suggests that, following a reorganization, employers should consider the health and well-being of both departing employees and those who remain.
For all of the complexities in the group savings and group benefits world, the work of plan administrators and sponsors really comes down to a few simple items: engaging employees in their plans; ensuring that they understand the benefits they’re entitled to; and giving them the tools and information they need to take appropriate actions.
Results from the 2012 Sanofi Canada Healthcare Survey suggest that opportunities exist for plan sponsors to better educate and engage plan members, according to a member of the survey team.
Most Canadians (82%) work to make a living, but will choose job security over a higher paycheque, says Randstad Canada.
Sgt. Tim Burrows realized that he had a problem. It was 2008, and the 18-year veteran of Toronto Police Service had started in the newly created position of traffic communications officer. His mandate was to raise public awareness of Toronto’s traffic challenges and provide safety information in an effort to reduce accidents and fatalities on the roads.
LinkedIn remains the kingpin of online recruitment, but Facebook is a bigger network, with five times the users.
New compensation regulations adopted in the U.S., UK and other countries following the financial crisis are causing global financial services companies to focus on talent management and on rewards beyond pay to help them attract, retain and engage top talent, according to a poll from Towers Watson.
Workplaces today are filled with a generational jumble of four different age groups: veterans, baby boomers, generation X and generation Y. And the different dynamics of these groups have employers scrambling to find tactics to engage and inform them all.
At its heart, the communication industry is built on cultivating mutually beneficial relationships. So it’s not surprising that a communications company such as News Canada, which supplies ideas and content to news media outlets across North America, fosters an environment that encourages open communication and personal and professional growth.
Despite economic uncertainty, Canadian companies have increased their use of corporate employee incentive programs over the past two years, according to a study by Berkeley Payment Solutions. But the problem is many employers don’t know if those incentive programs are actually motivating across all the age groups within their organization.