CANADIAN CFOS LACK
CONCERN OVER EMPLOYEE
ENGAGEMENT
Employees’ personal commitment to the
job is a crucial factor in a business’s success.
Yet new research from global staffing firm
Robert Half suggests Canadian execu-tives
aren’t making it a priority. While over
half (52 per cent) of CFOs interviewed
think their workers are more engaged on
the job compared to three years ago, 88
per cent are not concerned about the level
of commitment.
Recent findings from a separate
study help to underscore the point that
executives should not take employee en-gagement
– or loyalty – for granted: about
one-third of professionals surveyed for a
study on worker satisfaction and engage-ment
from Robert Half and Happiness
Works indicated that they are considering
leaving their jobs in the next six months.
“An engaged employee is inherent-ly
more dedicated to ensuring that their
efforts are in line with business goals,”
said Greg Scileppi, Canadian president
of Robert Half International Staffing
Operations. “Cultivating staff commit-ment
should be an ongoing and evolving
priority for executives. Take time to get to
know your teams; learn what makes them
happy at work, and provide a culture that
underscores their value to the company
while promoting their wellbeing, to keep
them motivated, enthusiastic and loyal.”
Robert Half offers these five suggestions
to help improve employee engagement:
1. Give individuals a glimpse of
their future. Check in with team
members about possible career paths
at your company, including potential
advancement opportunities and
milestones needed to achieve them.
Individuals want to know where
they’re headed and how you will help
them get there.
2. Promote creativity and innovation.
The Robert Half and Happiness
Works research found the ability to
news
UPFRONT
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do interesting and meaningful work
is a key factor in employee happiness.
Encourage your staff to pursue new
projects – and explore new pathways
– at your company they are likely to
find fulfilling.
3. Keep lines of communication open.
Employees are inclined to feel more
connected to their jobs when they have
productive work relationships with
their managers. Remain accessible
to your team and let them know
they can come to you with questions
and concerns.
4. Take an interest in your employees’
work – and their lives. Every worker
is an individual. Make a point to learn
about and support staff members’
professional goals and aspirations,
as well as their passions outside
the office.
5. Ensure your firm is always staffed
appropriately. When employees are
overworked, they are less likely to
feel motivated and engaged. Make
sure your company has access to
skilled temporary professionals
who can support your team when
business demands escalate and during
prolonged hiring processes.
CANADA’S BEST MANAGED
COMPANIES EMBRACE
COURAGE FOR CONTINUAL
SUCCESS
Deloitte recently announced the win-ners
of the 2017 Canada’s Best Managed
Companies awards program recognizing
Canadian privately owned and managed
companies that demonstrate exceptional
business performance. Each of this year’s
winners had an unquestionable expec-tation
of growth that helped drive them
beyond the status quo and their peers.
This growth orientation enabled this year’s
winners to embrace a courageous mindset
and make innovative business decisions
that other companies may not, and the
success is evident.
According to Deloitte’s recent report,
The Future Belongs to the Bold, courageous
businesses experience greater revenue
growth, create more jobs and outperform
their peers. However, most Canadian
businesses – nearly 90 per cent – lack
courage. The report also found that fear-ful
businesses were twice as likely to see
their revenues fall compared to their cou-rageous
counterparts.
HRPROFESSIONALNOW.CA ❚ APRIL 2017 ❚ 9