A Year in Review and Thoughts for 2018
By Christine Willow
“Looking back and learning will enable you to move forward.”
– Eileen Brown
As we come to the end of another year, let’s review some of what has made Human Resources news in 2017.
Without a doubt, the biggest news story this year is the #metoo campaign and the impact of sexual harassment. This issue made it all the way to the story/person of the year in Time magazine. What makes this such a relevant and critical topic is how wide spread it is and that it does not affect just one or two industries, but workplaces all over the world. For many employers, #metoo has prompted a review of their own workplace policies. Updating harassment and bullying policies, clearly communicating standards, training employees, and addressing concerns in a professional manner are very important for all organizations, especially at this time.
In Canada, the other topic that has become top of mind for many employers is the upcoming legalization of cannabis for recreational use. There are many questions regarding the potential workplace impacts and management of this major societal change, including:
- How will recreational use impact my workplace? Will it impact productivity, attendance, safety?
- What is the legal definition of impairment?
- How would I measure the level of impairment? (Marijuana (THC) may stay in the blood stream longer than alcohol.)
- Can you stipulate how long, prior to work, recreational cannabis can be used?
There are many more questions that remain unanswered, and this will make it a challenge for employers as they set out to establish clear policies for their workplace.
The low unemployment rate has also been a challenge as many organizations are unable to get the talent they need to meet their needs. With a robust economy in many sectors, unfilled positions can add stress and extra work on the remaining employees and impact the internal processes to deliver the service and products required. It has become even more critical to create an engaged work environment so that people will remain with your organization and support the business demands.
Looking forward to 2018, the three topics above will continue to be relevant and impact all of our workplaces. For planning purposes, the following questions should be considered:
- With the low unemployment rate, how will I find the workers that I need?
- According to the Conference Board of Canada’s compensation planning outlook for 2018, the average pay increase will be at 2.5%. How will this impact my business and are there adjustments that I need to make in order to attract and retain staff.
- How can I create the right environment so that I can keep the great staff that I have and reduce turnover?
- How can I position my organization to take advantage of the changing business environment?
- Personalization and treating employees as individuals is the expectation in today’s workplace. How can I tailor HR programs in a fair and equitable manner in order to recognize that younger workers may be looking for professional development, work life balance and growth opportunity, while those over 55 may wish for more fulsome medical and dental benefits and longer vacation times?
As we look into the New Year, it is important to focus on your staff as they will be the ones who manufacture your products, deliver your services, interact with clients, and present innovative solutions to potential challenges. If we create an environment of trust and our employees see that we are interested in their ideas, this is the best foundation for future growth and success.
We do want to take this opportunity to wish our clients and all HR in Brief subscribers a wonderful holiday season – one that you are able to spend in a way that is special to you.
We also wish you many successes for 2018!