Guest blog by Sharon Davis & Christina Labarca, Giving Well
Giving away money is easy. Giving away money well is fiendishly difficult. These are the wise words of philanthropist Warren Buffet.
Philanthropy in the workplace is nothing new but how it is conducted is changing and evolving rapidly to meet the needs of the Millennials. A recent Deloitte Survey indicated 6 out of 10 Millennials said a sense of purpose is part of the reason they chose to work for their current employer. Employee driven giving programs are a unique way to attract and retain employees who are looking for an employer aligned with their values of giving back to the community and work-life balance.
When looking for a job/career, Millennials will often put a company’s corporate social responsibility (CSR) ahead of other benefits. They are looking to make the world a better place and will make time to participate in charitable activities they are passionate about. Read more
Credit: The following is an excerpt from the SBOT’s BUSINESS in SURREY (February & March 2016)
The Surrey Board of Trade works hard to advocate on behalf of the needs of our members and the business community of Surrey. Our 400 hard-working volunteers review issues and challenges that affect businesses and the economic potential of Surrey. Our teams, along with staff, proactively research and identify critical concerns and develop policy positions and advocacy statements.
Our best volunteers are our members. Let us know what concerns you have and consider joining one of the advocacy teams. Read on to find one that fits your knowledge and passion.
Human capital, workplace development and labour legislation is vital to our new Global Economy. The Surrey Board of Trade recognizes their centrally positioned location within a high labour growth region and believes that providing sound workforce development and integration is a necessary economic strategy for businesses in Surrey. The Mentoring Action Group (MAG), a team within the HRAT, is developing a Mentoring Program to be launched in [May of] 2016 based on enhancing Essential Skills (ES) as a direct response to the ‘job ready’ appeals of local and member businesses. Contact Anne@businessinsurrey.com
This past holiday season, I kept hearing John Lennon ask, “And what have you done? Another year older, and a new one just begun.” So it feels like the perfect time to talk about what we want to accomplish as we turn the calendar to 2016.
It helps to think of the end results first. Goal setting is usually a mandatory (though often dreaded) process in the workplace, but what about all the other aspirations we have both personally and professionally? If you want to look back on 2016 as a year full of accomplishments and personal bests, give the following approach a try.
A former boss once shared her annual ritual with me and I’ve carried on the tradition ever since. Book an overnight retreat for yourself or for you and your partner. Find somewhere quiet away from all of the day-to-day interruptions. The purpose? To get away from life’s busy distractions and focus on writing down all of your goals for the coming year. Remember, if you’re doing this with a partner, a great partnership is more than just companionship, it’s about challenging one another and helping to bring out the best in each other. Think about goals for all aspects of your life – fitness goals, trips you want to take, roles you covet, how you want to give back, professional aspirations, new skills to acquire, saving targets, etc. Don’t impose any boundaries, just anything and everything you want to achieve.
Once you’ve “brain dumped” all of your ideas, make them SMART (Specific, Measureable, Attainable, Realistic and Timebound). I know, I know we’ve overdosed on “SMART” goals, but like Maslow’s needs, tell us enough times and it eventually sticks! J It’s important to add a column for timing and add the month or quarter for each goal, and gradually, it starts to shape how the coming year can unfold for you.
Remember: you start by focusing on the end game. It’s not unlike a process my teacher once guided me through in high school, when he asked us to write our own eulogy. What do you want to achieve and what do you want to be known for? Time is fleeting and how much of it any of us have is the big unknown. What will you do with your time?
So, instead of making resolutions (that usually fizzle before Cupid shoots his arrow), take some time and steal away to build this year’s goals. It’s amazing what we can accomplish when we set our minds to it. The key is allowing ourselves the space and focus to imagine what you truly want to achieve. A year is the perfect span of time to really make a dent in new quests and adventures, and hopefully you’ll have some fun doing it. Then, 365 days later, get ready to review your progress next year end at a similar reenergizing getaway.
There is no “one size fits all” answer to how to create an award winning team, but there are some fundamental components that need to be there. The following are seven key things that every employer should consider when building a winning team.
Did you know some employers start the work clock as soon as an employee gets on the West Coast Express? Sandra Reder, President/Founder of Vancouver HR consultant firm Vertical Bridge Corporate Consulting talks to CBC Vancouver about the how to mitigate commuter burnout and keep your employees productive (and happier).
You are a hiring manager who has identified a gap in your team, you are an in-house recruiter who has just received a requisition from a hiring manager, you are an agency recruiter who has just received a search assignment from a client, or you are an applicant in front of any of the above three. You have a job description, you have the hiring parameters, you have the posting – you are ready to roll – right? Not necessarily. If you seriously want to maximize the potential that the hire will be a success, and who doesn’t; there is one question that must be asked before you can consider that you have all the information you need to make a good hiring/employment decision. Read more
You’ve thought about the legal, trade and tax implications regarding expansion into the US; but have you considered the HR implications?
Breaking into the U.S. market can be a highly rewarding endeavor for many Canadian businesses. With a population of just under 400 million and a GDP of over $15 trillion, the potential benefits of moving “South of the Border” can be great but not knowing the differences in human resources can trip up even the most conscientious business owner and HR professional. Read more