Greetings!
Welcome back to the work week after the Victoria Day long weekend. I hope you have enjoyed a wonderful weekend away from work and are feeling refreshed and ready to tackle the week!This issue of the newsletter is filled with great info and insights on employee and workplace engagement and also a new feature highlighting the positions I am currently recruiting - so be sure to check it all out!
Thanks for being a subscriber, enjoy your week and be in touch anytime!
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Currently Recruiting
For more information and job postings, go to the Job Posting page on the Engaged HR website. Registered Massage Therapist - Victoria Wellness Professionals
Looking for an RMT who wants to have their own practice while enjoying the benefits of a partnership with a world class gym in Victoria BC.
HR Manager - Procura
This is an excellent opportunity for an HR Professional who wants to lay the foundational ground for leading edge HR practices of a high-tech company. |
Employee Engagement
Results Only Work Environments
Do you think you could do it? Leave all rules aside and just focus on results with your team? This article by BNet.com talks about the up and down side of managing by results only and while it is a radical approach, it does offer some good food for thought on what managing employees can look like.
Here are some of the highlights: - Results Only Work Environments (ROWE) people can do what they want, when and how they choose to, as long as the work gets done.
- A relentless focus on results forces managers and employees to be clear about job descriptions and expectations.
- Every employee has autonomy and creates the best scenario for themselves.
- It is difficult to implement in service based companies that rely heavily on scheduling or being available when the customer walks through the door. Works best in knowledge work environments.
- For ROWE to work, it requires a skilled manager who can focus on the goal and not on the time spent on a task.
So, this might not work for you 100% but is there a small part that would? What about giving employees more autonomy on how work is done? Or perhaps they can participate in a discussion about the results expected from their work to create some clarity and long-term buy in on their job function as it relates to the bigger vision of the company. I am not sure that a ROWE would work for many, but I do think there are some juicy nuggets of best practices that could be adapted to work in any environment. On a side note, the BNET.com article speaks to the practices of Best Buy as it relates to ROWE. They are also one of BC's Top 2012 Employers (see article below). Could there be a connection? |
Engaged Workplaces
Highlights from Canada and BC Top Employers
Awarded 2012 BC's Top 100 Employer Award Highlights of their workplace: - head office features a number of onsite amenities including a fully-equipped fitness facility (with subsidized membership), employee lounge and cafeteria, with healthy and special diet menus
- lets everyone share in the company's success with a share purchase plan that is available to all employees
- encourages ongoing skills development with subsidies for tuition and professional accreditation, formal mentoring program and a variety of in-house and online training programs
- an industry leader that supports employees who are new mothers with maternity leave top-up payments (to 75% of salary for 17 weeks) and extended health benefits coverage during their leave
- helps employees save for retirement with generous contributions to a defined contribution pension plan (to 9% of salary)
Source: http://www.eluta.ca/top-employer-best-buy-canada |
