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Two-thirds of Canadian workers are prepared to leave their current employer, study finds

September 20, 2016

As back-to-work season sets in, almost two thirds (65%) of Canadian workers are prepared to leave their current employer, according to the latest ADP Canada Sentiment Survey. Compensation is the main reason employees say they would make a move, mentioned first or second by two-thirds of Canadian workers (66%). However, Canadians also cite a variety of reasons related to quality-of-life — "better work/life balance/fewer hours," "less stress" and "better location/shorter commute" — which when combined, are mentioned first or second by 56% of employees. The desire for a higher position is also a key motivator, mentioned first or second by 30% of employees overall, though significant age and gender differences emerge in this area. Specifically:

  • Over one third of men (36%), who would leave their job, say they'd do so for a better position, but fewer than one quarter of women (23%) say the same.
  • Age matters: Four out of ten employees (39%) ages 18-34 who say they might leave their jobs would do so for a better position, and an almost equal segment of those ages 35-44 (32%) agree. The numbers drop at 45-54 (21%) and 55-64 (7%).



Study: After-hours email expectations hurt employee well-being

September 19, 2016

A new study authored by Liuba Belkin of Lehigh University, William Becker of Virginia Tech and Samantha A. Conroy of Colorado State University finds a link between organizational after-hours email expectations and emotional exhaustion, which hinders work-family balance. Using data collected from 297 working adults, Belkin and her colleagues looked at the role of organizational expectation regarding “off” hour emailing and found it negatively impacts employee emotional states, leading to “burnout” and diminished work-family balance, which is essential for individual health and well-being. The study is the first to identify email-related expectations as a job stressor along with already established factors such as high workload, interpersonal conflicts, physical environment or time pressure.

The researchers found that it is not the amount of time spent on work emails, but the expectation which drives the resulting sense of exhaustion. Due to anticipatory stress—defined as a constant state of anxiety and uncertainty as a result of perceived or anticipated threats, according to research cited in the article—employees are unable to detach and feel exhausted regardless of the time spent on after-hours emails. According to the study, the expectation does not have to be explicit or conveyed through a formal organizational policy. It can be set by normative standards for behavior in the organization. The organizational culture is created through what its leaders and members define as acceptable or unacceptable behavior.



Grant professionals needed to complete job analysis survey

September 15, 2016

The Grant Professionals Certification Institute (GPCI) offers the Grant Professional Certified (GPC) credential to grant professionals and, in order to keep the credential current, they are updating the job analysis that is used to create the certification exam. A major component of this job analysis is issuing a survey for grant professionalsthat includes a list of skills and competencies. Grant professionals are asked to rate the frequency of use and criticality of error for each. The more grant professionals who take the survey, the more accurate the data will be. The survey is currently open through the end of September 2016. Click here for the survey.



Canadian organizations need to strengthen their commitment to employee learning

September 7, 2016

With kids heading back to school and refocusing on learning, Canadian employers should do the same. Organizations that are committed to learning and development report better organizational performance than their competitors. However, a new Conference Board of Canada report finds that only 34 per cent of Canadian organizations say that they have a strong learning environment while the remaining believe it is either moderate (51%) or weak (16%). Other highlights include:

  • Only 34% of Canadian organizations say that they have a strong learning environment.
  • The remaining organizations believe their learning environment is either moderate (51%) or weak (16 %).
  • Organizations with strong LPI results are among the most prepared to fill vacancies left by retirements with qualified internal candidates over the next five years.

Regular assessment of learning and development programs, allow organizations to better prioritize spending and resources to ensure strategies are working effectively. However, the percentage of Canadian organizations conducting evaluations of their learning practices has dropped by 25% in the last 15 years.



Unmet mental health care needs costing Canadian economy billions

September 1, 2016

Depression and anxiety cost the Canadian economy at least $32.3 billion a year and $17.3 billion a year, respectively, in foregone GDP due to lost productivity, according to a new report from The Conference Board of Canada's Canadian Alliance for Sustainable Health Care. Highlights of the study include:

  • A large proportion of working Canadians have unmet mental health care needs that prevent them from working full-time or part-time.
  • Almost a quarter of Canadians living with a mental illness are unable to work because of their symptoms.
  • Employers can improve the treatment of anxiety and/or depression among employed Canadians by facilitating access to evidence-based benefits, programs and supports.

Employees in services-producing industries feel they have the greatest need for mental health care. About 2.5 million employees in the services sector feel some sort of mental health care is required. Industries that have the highest proportion of employees with unmet mental health needs, include:

  • administrative support and waste management (44.4%)
  • accommodation and food services (43.8%); and
  • professional, and scientific and technical services (42.9%).



Canadian workers say most frustrating part of job search is long wait to hear status

August 11, 2016

Timing is everything, the saying goes, and for firms trying to hire it could make the difference between securing the candidate and losing out. For more than six in ten Canadian workers (64%) in a Robert Half survey, the most frustrating part of the job search is the long wait after an interview to hear if they got the job. Nearly one-quarter (24%) lose interest in the firm if they don't hear back within one week after the initial interview; another 47% lose interest if there's no status update between one-to-two weeks post-interview.

Hiring managers who fail to make timely decisions face a number of consequences, most notably losing candidates. When faced with a lengthy hiring process, 46% of survey respondents lose interest and pursue other roles, while 16% decide to stay put in their current job. Nearly two-in-five (39%) said a protracted hiring process makes them question the organization's ability to make other decisions.

How long a timeline is considered too long? The survey results may surprise some hiring managers. From the day of the initial interview to the day an offer is extended, the largest percentage of workers – 32% – said a process lasting 15-21 days is too long. Twenty-nine percent of respondents felt a timeframe of 7-14 days was too lengthy.



Majority of Canadian workers want more insight on how their efforts affect the bottom line

August 4, 2016

When it comes to their jobs, new research reveals many professionals would like more information about how their efforts contribute to the company's bottom line. While half of Canadian workers in the Robert Half Management Resources survey reported they are always able to see the connection between their duties and their firm's performance, the majority, 58%, also said they want greater insights. Eleven percent of those polled noted they rarely or never see how their work affects the organization. The findings uncovered different sentiments among age groups. Fifty-eight percent of professionals 55 years of age and older consistently see how their work contributes to the company's bottom line, and 52% of those 35 to 54 years old agreed. Forty-nine percent of respondents ages 18 to 34 said they are able to make the association between their efforts and organizational performance; this group also is the most likely to seek a greater understanding.



Volunteer BC & BC Association for Charitable Gaming partnering on September conference

August 3, 2016

Volunteer BC & BC Association for Charitable Gaming are pleased to present Back to the Future, an annual training event for volunteers, nonprofits and charities. New this year, Volunteer BC & BC Association for Charitable Gaming (BCACG) are excited to announce their joint event - Back to the Future - Looking Forward by Looking Back at the Executive Airport Plaza Hotel in Richmond, BC. The event will combine two annual conferences - Volunteer Futures (Volunteer BC) and the BCACG Symposium. Both organizations share common goals and are strong voices in British Columbia. They will host three days of workshops, panel discussions and networking sessions around the theme: Back to the Future - Looking Forward by Looking Back. The conference takes place September 28 - 30 in Richmond, BC.



Researchers at University of Lethbridge looking for nonprofit staff for study

August 2, 2016

Professors Mahfooz Ansari, Daya Gaur, and Sameer Deshpande at the University of Lethbridge need your help. They are conducting a study on workplace behaviors and opinions among Canadian nonprofit organizations. Specifically, the project focuses on supervisor-subordinate relationships and important work outcomes (e.g., satisfaction, commitment, performance). If your organization can participate, please contact them at sameer.deshpande@uleth.ca for more information.



Toronto Foundation appoints Sharon Avery as President & CEO

July 21, 2016

The board of directors of Toronto Foundation announces today the appointment of Sharon Avery as president & CEO, effective September 7, 2016. Ms. Avery joins the Foundation after eight years as chief development officer at UNICEF Canada. During her tenure at UNICEF the organization more than doubled its investment in children in the last four years, transforming it on the international stage. Sharon Avery has built a 19-year career as a high energy fundraiser and passionate communicator. At UNICEF she led a pivotal fundraising campaign recruiting women philanthropists across Canada to embark on a four-year learning journey on maternal, newborn and child health in the developing world. In just 13 months $12 million was raised to support 3.8 million women and children in Namibia, Ethiopia, Cambodia and Indonesia. Prior to UNICEF Ms. Avery held senior roles at SickKids Foundation, Save the Children Canada and Tim Horton Children's Foundation.



Survey discovers most valuable characteristics required to get ahead in your career

July 19, 2016

What does it take to achieve an illustrious career? According to a new survey by staffing firm Accountemps, 31% of Canadian CFOs polled said the ability to adapt easily to change is the most necessary characteristic for getting ahead, followed by having a motivation to learn (29%) and strong interpersonal skills (23%). Perhaps a sign that change really is the only constant, these results are consistent with a 2002 study, when CFOs also cited adaptability to change as the key to success. Employees would be glad to know that only 4% of CFOs cited working long hours as a success strategy.



Nonprofit sector employees tend to be more engaged, report finds

July 14, 2016

Employee engagement scores have remained stagnant since 2010 and in many cases are declining. A new study by The Conference Board of Canada reports that only 27% of employees in Canada are highly engaged. The report, Employee Engagement: Leveraging the Science to Inspire Great Performance, finds that employee engagement scores dropped during the recession of 2008-09 but have failed to rise since then in spite of improved economic conditions. The most engaged employees tend to be those in management, individuals who have been with an organization for less than one year, employees working in small organizations or the not-for-profit sector. Employees with a longer tenure and those who work for mid-sized companies, or in technical/skilled trades, or the federal government have among the lowest levels of engagement.



Applications open for 2017 Community Philanthropy Fellowship

July 13, 2016

The Community Philanthropy Fellowship is a joint initiative of the Carold Institute and Community Foundations of Canada. Awarded annually to one community foundation professional, the fellowship offers a sabbatical time where the Fellow can build knowledge, enhance leadership skills, strengthen their organization, and advance the community philanthropy movement. The Community Philanthropy Fellowship is intended to be an immersive experience, giving fellows the opportunity to step away from their day-to-day work to pursue their own professional and personal development goals. The fellowship is open to paid full-time employees of a community foundation or affiliate organization in good standing (inclusive of community funds and organizations incubating a community foundation). Expressions of interest are currently being accepted for the 2017 fellowship. Those interested in this opportunity will need to submit an initial expression of interest that outlines their overall plans for the fellowship and confirm that they have the support of their sponsoring community foundation. The deadline for expressions of interest is September 14, 2016 at 9:00 pm EST.



Majority of Canadians would consider changing jobs for retirement benefits: ADP survey

July 6, 2016

As the federal and provincial/territorial governments begin planning for the roll-out of an enhanced Canada Pension Plan, the latest ADP Canada Sentiment Survey reveals that retirement benefits such as pensions or a group Registered Retirement Savings Plan (RRSP) can be a deciding factor in a job change. According to the survey, over three quarters of Canadian workers (77%) say they would consider jumping ship if, all other things being equal, another employer offered retirement support. Additional highlights from the survey include:

  • Employees in B.C. are the most likely to consider leaving their job with 88% saying they would consider making a change if retirement saving support or pensions were offered elsewhere.
  • Those who reside in Quebec are also less likely to say they'd consider leaving their current job if they were offered retirement benefits elsewhere (69%) versus the national average (77%).
  • There was no significant difference in willingness among different age groups, with almost 78% of Millennial workers saying retirement benefits would prompt a job change



Office politics are alive and well in the workplace, according to Canadian professionals

June 29, 2016

In a new survey by staffing firm Accountemps, 80% of Canadian professionals said they believe office politics are alive and well in the workplace. Sixty-six percent said politicking is somewhat or very necessary for career advancement, a slight five percent decrease from a similar 2012 survey. More than half of workers (54%) said they take part in office politics, with 10% describing themselves as "active campaigners" and 44% self-identifying as "occasional voters." Respondents also noted the most common forms of office politics are gossip (50%) and gaining favour by flattering the boss (23%).



Canadians rank 10th in schedule satisfaction but want more flexibility at work

June 21, 2016

In what is a loud and clear message to Canadian employers, new research by Randstad shows that just 55.6% of Canadians are happy with their current work schedule – ranking the nation 10th amongst 25 countries surveyed and slightly above the global average of 50%. The data reveals that Canadians work 36 hours per week on average, with 30% of Canadians currently working more than 40 hours per week. Of the 7,041 Canadian employees polled, 30% said they would prefer variable hours, while nearly two-thirds (65%) said they would like to work remotely at least occasionally – just above the global average of 64%. Further proving that the traditional office-based work culture is losing its appeal, even the older generation is seeing the benefits of flexibility, with 21% of employees aged 45-65 stating they would prefer to work remotely every day (13% for workers aged 18-24, 16% for workers aged 25-44). The survey also revealed that nearly half (48%) of Canadians would like to work flexible, rather than standard hours. This might involve working longer days and shorter weeks or flexible work days every week.



Canadian Millennials more likely to unplug while on vacation than Gen X, study reveals

June 21, 2016

In preparation for summer travel season, Intel Security conducted a study, Digital Detox: Unplugging on Summer Vacation, to better understand the ways consumers stay digitally connected while travelling. Roughly 64% of Canadian respondents define being unplugged as having no internet usage at all, while half said being unplugged means they did not make any phone calls. The survey challenges a misconception in society that younger Canadians would be the least likely to leave their devices behind on vacation — 51% of Canadians in their 20s said they were had gone on a vacation with the intention to unplug, while only 35% of those Canadian respondents between 40 and 50 years of age had done so. Other highlights of the report include:

  • More than half (54%) of Canadian participants who intended to unplug from their digital devices on vacation were unable to do so.
  • Canadians were the most successful at abstaining from social media use (61%) while on vacation compared to other countries surveyed.
  • Canadians were the second most successful at abstaining from work emails (60%) while on vacation compared to other countries surveyed.



The Sanofi Canada Healthcare Survey explores the workplace’s impact on health

June 14, 2016

The 2016 edition of The Sanofi Canada Healthcare Survey captures how employees and employers with health benefit plans rate their benefits, workplace wellness programs and elements of workplace culture that influence health and well-being. It also urges for the revamping of plans to provide more options and flexibility for employees, while also motivating greater personal responsibility for managing health. The Sanofi Canada Healthcare Survey reports that plan sponsors (employers with health benefits plans) may be underestimating the impact of chronic disease in the workplace, and how the workplace can negatively affect employees’ ability to manage their conditions. Similar to last year’s report, the survey reveals that it is all the more important for employers to understand the data around chronic disease to ensure the health and productivity of their employees.

  • Plan sponsors estimate that just 32% of their employees have a chronic condition.
  • Meanwhile, 59% of employees report having at least one chronic disease or condition, climbing to 79% among those aged 55 to 64.
  • The three most common conditions are high blood pressure (21%), high cholesterol (19%) and mental illness (such as depression, 19%).
  • 70% of plan sponsors would like to have a better understanding of the burden of chronic disease in their workplace.
  • 38% of employees with chronic diseases indicate that their condition has caused them to miss work or made it harder to do their jobs. On the flip side, 33% also report that the work environment negatively affects their ability to manage their condition.
  • 84% of employees with chronic conditions would like to know more about their conditions and how to treat them, and 64% would meet with a healthcare coach for help if this were part of their health benefit plan.



Majority of Canadian workers report working more than 40 hours per week

June 7, 2016

Almost 70% of Canadian office workers and managers report working more than 40 hours a week, and the majority consider the office the most productive place to get work done. But employers need to take action to ensure it remains an inspiring, motivating environment. This, according to the second annual Workplace Index conducted by Staples Business Advantage, the business-to-business division of Staples, Inc. Forty-three percent of Canadians say they're working longer hours simply to catch up on work they couldn't tackle during an eight-hour day, with 22% working 11 hours or more per day. That workload is taking a toll. Consider:

  • 68% of Canadians say their workplace has contributed to stress
  • More than one-quarter of Canadians (27%) cite the volume of their work as the number one stressor in their workplace
  • One in five Canadian respondents (19%) has taken a workplace stress-related leave of absence

Despite an increasing number of employees opting for telecommuting and on-demand workspaces, 75% of Canadian respondents consider the office the most productive place to get work done. Thirty-seven percent say it's the most inspiring place to work as well, more than any other location. But as workers spend more time in the office, the onus falls on employers to keep their employees healthy, productive and inspired. Sixty-six per cent of Canadian respondents say the availability of a wellness program is a selling point when looking for a new job, but 55 per cent say their workplace doesn't offer one. In a wellness program, Canadians report they're looking for fresh foods, ergonomic furniture, onsite gyms and other perks that help improve health and fitness.

Seventy-one percent of Canadian respondents say their employers do not give them access to the latest technology to help them do their job more efficiently. Workplace distractions also impact productivity, with top responses being loud co-workers, people coming to talk and email overload. Sixty-five percent of Canadian office workers cited loud co-workers as an office distraction, more than any other surveyed group.



One in five managers say employee attire is less formal than five years ago

June 1, 2016

Dressing up for work continues to go out of style, new research from staffing firm OfficeTeam shows. One in five (21%) Canadian senior managers interviewed said employees wear less formal clothing than they did five years ago. In addition, 19% of office workers stated they would prefer to be at a company with a business casual dress code; 32% favour a casual dress code or no dress code at all. But there are limits to what passes as acceptable office attire. When senior managers were asked about the most common dress code violation at work, wearing overly casual clothing was the top response (35%), followed by showing too much skin (20%).



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