So let’s say that your Employer is doing all they can to retain, train, and promote a positive work culture and in turn increase your Job Satisfaction.  They may have spruced up the lunch room, increased wages, included BONUSES, paid for training, surprised you with a gift card, increased family benefits, perhaps offered a 2- day trip or a dinner. This is a way to show their appreciation; for a multitude of things but in particular: Attitude, Production, Presenteeism, Safety Record, Long Service, Loyalty or Performance. 

Your Employer is invested in spending time building a positive relationship with you.  Now what are you doing to be sure your taking good care of your number one customer?  (Management/Boss) HINT, it’s more than showing up, it is a million little things that prove your worth, that say hey… “You’ll miss me if I’m gone”. As Denise Bisonnette writes in her book “30 Ways To Shine As A New Employee”, “The desire to achieve success on the job is not a matter of luck or fate; rather, it largely depends on everyday choices you make and behaviours you exhibit”. Consider our pick for the top five most desired Employee Behaviours:

1. Showing up for work on-time and consistently; call if you’re going to be late or sick
   1. When you don’t show… production ie: $$Dollars and Profit is impacted
2. Managing your moods and emotions~ not getting angry or emotional on the job
   1. A toxic workplace impacts People… therefore Productivity suffers and therefore dollars and profit is impacted
3. Treat your co-workers with RESPECT and act professional while on the job.
   1. While on the job you are building a reputation that can result in a future reference
4. Use your time well; “If you have time to lean… you have time to clean!”
   1. Time IS Money! Take initiative… find a task that will help your coworkers, manager or company.
5. Honest~ Stealing is stealing… small or large… pen or company fuel… or company time…
   1. According to the Retail Council of Canada, every year, employee theft costs Canadian businesses about $1.4 billion dollars

It’s a two way street, it’s a partnership, it’s an important relationship.  Employer and Employees alike have their own set of responsibilities to the relationship.  Are you doing your part?

Have you done enough to Retain TOP talent?

BOOM… it appears that the Princeton Job Markets supply and demand tipping points are about to shake up our typically EMPLOYER driven Labour Market!!  Never before have we seen more opportunity for our Local Job Seekers and the gainfully employed. That’s right, your TOP talent is being hunted, and more, now than ever, we need to have our BASICS in place to retain and recruit in these uncertain times.  With several opportunities to sharpen the saw, we witness the growth that happens in SHIFTING SEAS.

EMPLOYERS, MANAGERS, and HR Practitioners better be on point. Today’s Job Market dictates that it is absolutely mandatory to have done that “little relationship building thing”.  A loyal and solid Employer/ Employee relationship is critical to retaining TALENT.  Updated wages, benefits, increased vacation, and fun bonuses in the ever evolving Employee Culture and Incentives  to retain talent will be BIG payoffs in this high stakes hunting game.  If you as leaders have failed to stay innovative and “invested” (literally and figuratively) Dare I say it….  I SNIFF a SHIFT on the horizon— a BIG one!!

Now…  Just because the Job Market is HOT… doesn’t mean it’s DESPERATE.  Prerequisites, attributes, and work ethics still apply!!!  I have always recommend this MAGIC Potion for Performance and Promotion:

PRO’s KNOW: 

• Show up like a grown up and kill it… day after every damn day!
• Slay your Dragons; be a hero to your  Boss,  Crew, Clients, and your Work Mates
• Stayin’ late and starting early… Set Examples not Excuses!
• Consistently demonstrate your Pro Polish and throw down your Money Attitude;
• Be Aware, Kind, and an ever lovin’ BOSS in your work choices and reputation.
• Practice Mindfulness– It is a FREEKING SUPERPOWER!

Let these shifting seas test your Innovations, Best Practices and Leadership.   Business… a game… intricate at best, hard to predict and RISKY. In the end it’s all about how well you proved your worth,  prepared for talent demands, invested in your operations, infrastructure and people. Go ahead allow your company to SAIL through this Labour Market STORM!!

“The Roughest Of Waters… Creates the Smoothest Of Stones.”

~Leah Ward CCDP  Career Practitioner

Having a look at the WorkBC job board we can tell you that there are more opportunities than ever in this small Princeton labour market.  That translates into a job market where there will be worker shifts in employers, and competition among employers for employees.  It also highlights the need of employers to take stock of the quality of the work place you have created for your workforce.  Retention is important, because recruiting is expensive and time consuming and staff shortages are bad for business.

The job Board is reflecting a need for HOSPITALITY WORKERS such as cooks, servers, and housekeepers.  Retail and Service organizations are looking for CUSTOMER & CLIENT SERVICE workers, and LABOURERS are now in high demand with our Mining, Mills, and Industrial Retail and Service organizations.

Although we constantly promote the responsibility of the worker to be productive and reliable for their employer, we also can now see the importance of the Employer ensuring that the workplace is treating its workers well in order to ensure retention during these times of worker demand.

WHAT DO WORKERS WANT

• Fair wage/benefits for work type and comparative to the market
• Employer adherence to labour laws
• Clear statements of wages/benefits/bonuses – easy to understand
• Proper training and safety orientation
• Enough of, and good working equipment to do their job
• Safe workplace – Demonstrated Employer concern for safety on the job
• Professional workplace – aesthetics/mood of the environment
• Clear job requirements and expectations – consistent reviews and discussions about performance – professional discussions
• Security and sustainability of employment – consistent earnings to plan their lives
• Respectful treatment from co-workers and management – freedom from harassment
• Clearly communicated company rules and consistent application of company rules – perceptions of unfairness will taint the employment relationship: NO favoritism of any kind whatsoever
• Freedom to work and make decisions about organization of work (not micromanaged)
• Work that can challenge abilities/understanding/knowledge – eliminate boredom
• Ability to pass knowledge along – participation in problem solving, training, team building
• Understanding of how the work fits with the overall workplace and the plans for the future of the workplace – input into future directions/plans/products/markets
• Opportunity for development and/or advancement
• Safety in communicating with management the negatives – no fear retaliation

Many of these items are not a utopian view of the workplace,

these are documented and clearly identified concerns of the worker. 

An Employer that continuously strives to be an Employer of Choice, can benefit from these labour market conditions.  An Employer that has not protected employee allegiance will be challenged.