May 02nd, 2013
February 18th, 2013
With so many generations in one workplace, the office petri dish is rife with conflict and resentment.
BY PAUL LUKE, THE PROVINCE
An alarm rang in Jennifer Gerves-Keen’s head as she heard another tale of different generations in the workplace messing each other up.
A woman from a Vancouver law firm was telling Gerves-Keen, an organizational coach and consultant, how her company’s succession plan had gone off the rails.
In what seemed to be a sensible approach, younger lawyers were to be groomed to become law firm partners to take over as boomer bosses retired. But there was a problem – the youngsters weren’t putting their hands up.
“They could not find younger lawyers who wanted to go on the partner track,” says Gerves-Keen, a Richmond-based trainer who works with organizations across Canada. “They literally had no candidates.”
The woman sharing this workplace crisis, a human resources manager, was worried. She even wondered if the firm could survive if no one wanted those jobs.
Gerves-Keen suspected that the firm’s young lawyers were ambitious but had rejected the rigours of a partnership model created by older generations. Being a boss beset by time-sucking demands may not have promised the work-life balance the younger generation wants, she thought.
November 07th, 2012
Dawn Longshaw, Managing Director, Professional Recruitment at Vertical Bridge Corporate Consulting will participate on an all-star panel, moderated by UBC Journalism professor and CBC radio host Kathryn Gretsinger in a no-holds-barred discussion on the challenges and opportunities facing higher education in the 21st Century.
Presented by McGill University, the Passport to the Future Tour is a unique series of events taking place in McGill’s key alumni cities around the world. Each event features a panel discussion with experts from the academic, business and technology fields exploring some of the key issues transforming teaching and learning. The Vancouver panelists will discuss what role universities can play in helping students tackle real-world problems, how to find the best balance between book-smart and streetwise learning in the 21st century, how technology is impacting how we teach and learn, and the struggles universities face in finding new sources of funding.
October 15th, 2012
We are pleased to partner with the BC Human Resources Association and the Burnaby Board of Trade for this first ever HR Cafe event for small to medium sized businesses. Come and meet with 7 of our HR experts and talk to them about such topics as succession planning, how to better utilize social media when recruiting, corporate culture and more. Click here to learn more about this event or to register.
October 09th, 2012
Business in Vancouver
Vertical Bridge announces Canadian market rights for PeopleAssistant HR software. An innovative tool that in addition to providing complete HR management capabilities has the unique advantage of tying corporate strategy to individual performance.
September 11th, 2012
We are pleased to announce that Andy Jones has joined the Professional Recruitment practice at Vertical Bridge. Welcome Andy!
September 05th, 2012
In this CBC Radio interview Sandra Reder discusses the positives and negatives associated with being “perpetually connected”. Is technology really making our lives better?
June 26th, 2012
Engaging Across Generations
Facilitated by Sandra Reder, CPC
Who are the Gen Y’s, X’s, Boomers and Traditionalists? Learn how to work across diversity to promote collaboration, engagement, retention, and optimization of resources. Explore communication strategies working for different types of organizations and leave with realistic practices you can use to engage and retain a multi-generational workforce in a flourishing workplace. Register at cstudies.ubc.ca/wellness or call 604-822-5042
In Praise of the Human Resources Professional – BCBusiness Online Article (reposted with permission)
May 17th, 2012
The Legalist reminds us that competent HR staff members can add value to companies, protect employers from lawsuits and cut costs in the long run.
My practice frequently involves helping companies with actual or potential claims against or from former employees. Unfortunately for these clients, by the time a claim arises, their options are limited to “damage control,” — essentially just controlling the costs and consequences.
January 26th, 2012