thinking

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. 

Much of our work in Employment Services is being with people while they are at various stages of making change in their lives. 

We all are interested in change at some time or another; whether we want to lose a few pounds, improve our knowledge, engage more with our family or community, or make serious changes like stopping drinking or doing drugs. 

Human behavior through the change process has been observed and a Model of Stages developed to understand the processes that people go through in making changes.

In the Pre-Contemplation stage, individuals are not even looking at change.  The may not see the problem or view the behavior as a problem.  

As an individual moves to the Contemplation stage, they may now be opening their minds to the possibility that there is something that needs to change.  Individuals may now be developing a curiosity about the behavior and are looking at ways that change has been made in others.  They may be still on the fence and contemplation is not a commitment.  The individual may be weighing the pros and cons.

Moving into Determination, a decision is made.  There are now Action attempts at change being made, whether it’s setting out a dietary plan or joining a gym class, a bona-fide attempt is underway.  Small successes are being built upon and support from a network is welcomed.

Change requires time.  Action steps need to be built upon as new behaviors replace old. Chances of Relapse are present and successes in resisting temptations are important before lasting change is made.  This Maintenance stage can include relapse, and recycling back into the stage once again

The Termination stage is where lasting change is made.  The old behavior is no longer presents as a temptation.  Confidence is in place that learned behaviors are bigger than the temptation.  Success is at hand.

Change is hard but not impossible.  Understanding where you are in the process can assist in moving your behaviors forward through the stages successfully.

 Have you ever considered volunteering on a Board of Directors?

The Princeton Skills Centre is a Non Profit Society that relies on the participation and direction of a Board of Directors.  The board convenes once each quarter in March, June, September & December.  Periodic calls for sessions in between meetings is only as needed. 

The board hires, manages, and evaluates the Manager and approves the hiring and firing of employees at the recommendation of the Manager. 

The board speaks with one voice, not many voices; therefore without a quorum and a majority vote, a formal decision cannot be passed. 

The board does not handle the day-to-day operations of the Society but functions as a policy maker. 

They ensure effective organizational planning, mission and basic values of the Society’s contracts, programs and services.  The Board also serves as a final court of appeals for unresolved issues that may occasionally arise. 

The board approves the major goals/needs and the overall strategic plan of the Society.

The operational focus is employment services & job skills and training.  If this mandate is of interest to you, consider a conversation with the Manager, Sharan Jung to understand the operation and the role of the Board.  If you value training access, the employability of the available workforce, this will be interesting service to you.  

Reflecting on the activity this week around social media has us revisiting the importance of minding your online presence when you are looking for work, … well actually all the time…but it is especially important when you are looking for work.  A few misspoke words, a heated discussion, a flippant remark, all paint an impression of who you are.  Not only do employers search social media for “extra” information, but they also participate in online discussions and forums that you might also be participating in.  We are all over “free speech” but remember even Free Speech has consequences.

Here’s an interesting article written about some common errors made in the realm of social media.  Clean up your digital footprint when you are looking for work.  Set strong privacy settings, remember people are listening when you participate in online discussions.  Show Up in the best version of yourself.  

In order to stay on top of our game to serve you better in Employment and Skills Training services, Leah recently attended the Career Development Association Annual Conference in Vancouver.  At this conference Leah was able to spend time with the leaders in our field learning best practices and discussing emerging thoughts on motivation, wellness, learning styles and so much more.  Anyone who knows Leah, knows that she maximized her time there networking, learning and absorbing from world class leaders from all over North America, and in fact, the world!

Leah’s takeaway?…it’s a rich and rewarding field!!

Sharan, Leah and Roni are each Certified Career Practitioners proud to continue to provide excellence in service at the Princeton Skills Centre.  It’s good to step out of our Princeton clothes, and rub shoulders with the experts in our field.  We walk the talk when it comes to lifelong learning.  

We hosted and attended a workshop this week on workplace bullying and Harassment, interestingly enough on Anti-Bully Day February 28. 

How encouraging to see Princeton business engage in these discussions with an aim to address issues and improve the workplace. 

We learned there are 3 types of harassment: Discriminatory ~ which is harassment that infringes on a persons basic Human Rights, Sexual ~ which is harassment that crosses over from Discriminatory (ie Gender based) and into a harassment that involves intimidation and abuse of power and finally the area of Personal harassment ~ which sees a pattern of behaviour that continuously singles someone out and crosses into physical, verbal and mental intimidation and assaults.

If you believe that you may have an issue there are laws and agencies that can help.

BC Human Rights Coalition

Worksafe BC

Predicting the future is no easy task… but we have a handle on a few of the IN DEMAND competencies for our future Labour Market! WORK BC has provided a snap shot of these for us!

British Columbians will need a strong foundation of skills and competencies as they plan their career paths and adapt to changes in the labour market. The top 10 competencies are found in the British Columbia Labour Market Outlook  2017 Edition 

This week Bell “Lets Talk” Campaign for Mental Heath has encouraged us to bring the conversation about mental health in the workplace forward.  In our experience as the employment service provider, we have many conversations with job seekers and workers about how mental health concerns are treated in the workplace.  It is a concerning picture since many Employers do not know how to deal with mental health issues as they arise and treat them as performance issues only.  For the employee, coping with a mental health issue is challenging and many people are working very hard to overcome and contribute to workplaces in a meaningful way.  The frustration and challenge comes when these two approaches collide.  Laws get broken, training investments are lost, and workers are marginalized.  Accommodating workers requires kindness above all and the skills and knowledge to implement legal policies.

To be candid and in the interest of education, where we believe lies the power for change, we would like to provide some resources on the rights of employees and the duty of the Employer. 

These rights are laid out in the Human Rights laws of Canada and BC.  ” The BC Human Rights Code recognizes that all persons are equal in dignity, rights and responsibilities, regardless of race, colour, ancestry, place of origin, age, sex, physical or mental disability, sexual orientation, religion, marital or family status, political belief and criminal convictions unrelated to the employment”.

There is some special language called the ‘Duty to Accommodate’ which is a legal requirement arising out of human rights legislation and case law in Canada.  Although “duty to accommodate” is not found in the BC Human Rights Code, a series of Supreme Court of Canada decisions confirm the duty exists and applies to all provincially regulated employers.  Where a barrier exists, or a policy or practice has adverse consequences on an individual in a protected group, the law says that the employer should reasonably accommodate that individual’s difference provided they can do so, without incurring undue hardship, or without sacrificing a bona fide or good faith requirement of the job.     

If you are a worker, you need to have a conversation with your Employer if you are seeking an accommodation.  Here are some guidelines

• Where possible, advise or inform your employer of your need for an accommodation; 
• Provide support and assistance in facilitating the process by providing sufficient information as to
  • why the accommodation is required (a religious requirement, a physical or mental disability, or because of pregnancy or family status);
  • support your request by providing evidence and / or  information (ie medical or doctors reports that speak to limitations / restrictions or information that explains specific religious requirements);
  • make suggestions that would work for you (ie. a specific adaptive software or hardware devise, extra sick days to allow for increased illness during pregnancy, etc.); and
  • how long the accommodation is required. 
• Generally, you are only obligated to discuss your requirements with management although you should cooperate with experts whose assistance may be required;   
• Allow a reasonable amount of time for your employer to reply or respond to your request;
• Always participate and cooperate in efforts to make the accommodation work;
• Be flexible.  Reasonable accommodation may mean something less than a perfect solution; be prepared to consider retraining or relocating in order to take on different job related duties;
• If your requirements change, make sure you let management know; 
• If a solution is offered and you accept it, get it in writing; 
• If the process loses momentum, provide additional information that may help re-activate it;   
• If your employer claims they are unable to fulfill your request, ask for written details that explain the decision  (credit to BC Human Rights Clinic)

Bell has started the conversation.  This annual campaign helps us keep the conversation going.  All in a days work for us at the Skills Centre.

Bell Let’s Talk Workplace Standards

Are “Ideal” candidates even a thing? Would an EMPLOYER even recognize this “Ideal” if it hit em in the face? Is there a test for Idealism and company fit? Flip it to the Job Seeker… Like how do you know you’re IDEAL? Is a feeling or a hunch?    Do people call you up and say… “Hey … you’re Ideal” or “Seriously… DUDE you’re IDEAL”! I think the term Employers are looking for is ROCK STAR!

Listen we get it… Workplace Culture is a BIG DEAL!  Employers are hungrier NOW more than ever to fill their staff room with “ROCK STARS”!   They have a rapidly changing world of goods and services to deliver to and require a team of emotionally intelligent, bright, curious, problem solving ROCK STARS!  Here is the hard part… they have to keep these ROCK STARS… or RETAIN them.  It’s a competitive world out there and ALL STAR companies know how to poach this talent.  Employers need to keep ROCK STARS well paid and satiated, mentored, challenged and ohh soo sharp!  For what ever reason… there is always a shift in the labour market and ROCK STARS leave… the employer is faced with the big challenge of filling those Goliath shoes. Enter the unrealistic “IDEAL” or “ROCK STAR” or “SUPER STAR” term!

Employers have labour needs all the time! They result from predicted and un-predicted growth and production opportunities ( temporary problems) to solve everyday!  These problems usually create a shift in work load and job creation is born, resulting in the need for new problem solvers (AKA employee’s).   So the employer puts the “CASTING CALL” out.  First; to their most famous ROCK-STARS on their existing team…. they know talent hangs with talent… so they ask… “HEY… if you know of anyone…” second, they do their best to put the call out via job posting…  traditional, boring, time consuming and not an  “IDEAL” to attract Talent. 

So let us all agree that a Job postings is simply a Wish List for a ROCK STAR…  and the IDEAL candidate may be a ROCK STAR waiting to be discovered.   Interviewing candidates is a skill and a talent very few people have, and we are not evce sure its the best way to attract or invite this elusive talent pool. It can be a case of  the right(ish) person, right time, sometimes showy smooth talking person not right time, and sometimes you get the  over selling and under delivering MILLI-  VANILLI version of a ROCK STAR. Our favorite… when employers are looking for a 4 headed Unicorn dressed as the Jolly Green Giant in a field of Lucky Charms while Repairing their NASA flight ship!

We are really just asking for Employers and Job Seekers… to have authentic and realistic conversations about the workload ,workplace culture, organizational fit, their skills and needs for both remuneration and performance.  Let the deliverables of both the Employer and Employee be of Value and Above & Beyond All Expectations! May Employers find their own ROCK STAR qualities… perhaps these people will form a memorable union!