Your source for Jobs in Canada
register today!jobs and resume discussion in Canadajobs and resume links in Canadaabout canjobs.comhelp with job posting and resume searching
Sponsored Link

Oct 23, 2019
Language: members login to search jobs and resumes
Forgot your password?

Enter your email address to have it mailed to you. Search for jobs in Canada
Browse the latest jobs:
  • Alberta jobs
  • British Columbia jobs
  • Manitoba jobs
  • New Brunswick jobs
  • Newfoundland jobs
  • Northwest Territories jobs
  • Nova Scotia jobs
  • Ontario jobs
  • Prince Edward Island jobs
  • Quebec jobs
  • Saskatchewan jobs

    Find great jobs
    in Canada at:

    Keeping Good People

    The competition for experienced, qualified and well connected people in the industry is intense. How do you improve the odds of keeping good people and why do they leave?

    Employer time and money is invested in the training of staff, the development of managers and the improvement of sales staff skills. One of the major frustrations of any hiring manager is finding that a good employee is leaving for greener pastures. There are ways to stop the exodus of good people from your organization.

    As recruiters, we often see the results of broken relationships, misplaced trust and the realization that conditions aren't going to improve.

    The areas of concern to the majority of employees fall into one of four main categories:

  • Recognition
  • Challenge
  • Relationships
  • Compensation/Rewards

    Recognition is the human need for acknowledgement and approval. It is also one of the intangible reasons why people choose to move on in their careers. The lack of recognition from superiors for a job well done is one of the most avoidable reasons to lose a good employee. The desire to contribute and to create value is a basic motivation at any level of responsibility. To feel that your efforts are recognized and appreciated strengthens the bond of loyalty to the employer. Simple expressions of respect or verbal approval will be enough for some staff members to continue making efforts for the employer's benefit. Other people require more tangible expressions of the employer's recognition of their efforts. Regular performance reviews are an inexpensive opportunity to provide that recognition. When people feel as though their contribution is meaningless or being taken for granted, they begin to consider their options. People want to think that their work makes a difference. A simple gesture such as taking staff to lunch occasionally or individually having coffee to acknowledge a person's contribution can do much to build trust and loyalty.

    Challenge is a powerful motivator to stay or to go. Employees who find their jobs becoming routine tend to lose interest in their work and by extension in their employer. The desire to learn and grow, to push into uncharted waters and be excited about one's work again is a positive force for an employer to harness. When people feel that they have reached the limits of career growth and there is no more challenge, it is natural to seek change and the excitement of new experiences. The most successful companies identify the potential of their people and cultivate that potential to reach corporate goals. Employers often leave good people in static positions because they have shown themselves to be effective in those roles. Meanwhile, other talents and skills may be untapped and these people seek to stretch themselves and their abilities to see what they can handle.

    Relationships and a sense of shared vision and commitment are the glue that keeps a team pulling in the same direction. The best managers are inclusive and create a stimulating and positive working environment. Office politics, disrespect, favoritism and the unequal sharing of the workload have a negative effect on the relationship between a manager and an employee. When staff members are promoted into positions of authority and aren't given adequate training in management and communications skills interpersonal problems can develop that affect department unity. The result can be the departure of people who once were productive and happy peers of the person promoted. Internal mentors are a powerful resource for developing people for the company's future growth.

    Compensation provides a benchmark by which the value of work is measured. Employers often maintain salaries lower than industry averages in order to have more flexibility when the need to negotiate arises. Some employees will compromise for a time and accept negative conditions in exchange for greater compensation. Eventually, most people need to feel that they are being treated fairly and that they are not being taken advantage of. There are options that an employer can offer aside from money such as time off which to some employees is more important than salary.

    Simply put, in order to keep good people it is important to recognize their work, provide ongoing challenges to grow by, build relationships founded on trust and mutual respect and compensate them fairly. The employers who operate on those principles will, in the long run have happier employees, a talent pool for future growth and more satisfied customers.

    by Kevin Buckley, CPC
    Buckley Search Inc.
    (416) 865-0695

    Reprinted with Permission

  • Additional Services for Applicants: Resume Writing....Career Coaching....Reference Checks....Self Assessment...and more..

    Sponsored Link

    The Network:
    Ontario Jobs
    Barrie Jobs
    Belleville Jobs
    Brampton Jobs
    Brantford Jobs
    Brockville Jobs
    Cambridge Jobs
    Chatham Jobs
    Collingwood Jobs
    Cornwall Jobs
    CTT Region Jobs
    Fort Erie Jobs
    Guelph Jobs
    Hamilton Jobs
    Horseshoe Region Jobs
    Kawartha Lakes Jobs
    Kingston Jobs
    Kitchener Jobs
    Kitchener / Waterloo Jobs
    Leamington Jobs
    London Jobs
    Markham Jobs
    Midland Jobs
    Muskoka Jobs
    Newmarket Jobs
    Norfolk Jobs
    North Bay Jobs
    Oakville Jobs
    Orillia Jobs
    Oshawa Jobs
    Ottawa Jobs
    Owen Sound Jobs
    Peterborough Jobs
    Richmond Hill Jobs
    Sarnia Jobs
    Sault Ste Marie Jobs
    St. Catharines Jobs
    Stratford Jobs
    Thunder Bay Jobs
    Timmins Jobs
    Toronto Jobs
    Whitby Jobs
    Windsor Jobs
    Woodstock Jobs
    Alberta Jobs
    Calgary Jobs
    Cold Lake Jobs
    Edmonton Jobs
    Grande Prairie Jobs
    Lethbridge Jobs
    Medicine Hat Jobs
    Red Deer Jobs
    Wood Buffalo Jobs

    British Columbia Jobs
    Abbotsford Jobs
    Burnaby Jobs
    Campbell River Jobs
    Chilliwack Jobs
    Courtenay Jobs
    Duncan Jobs
    Kamloops Jobs
    Kelowna Jobs
    Nanaimo Jobs
    Penticton Jobs
    Prince George Jobs
    Richmond Jobs
    Surrey Jobs
    Vancouver Jobs
    Vernon Jobs
    Victoria Jobs

    Saskatchewan Jobs
    Moose Jaw Jobs
    Prince Albert Jobs
    Regina Jobs
    Saskatoon Jobs

    Manitoba Jobs
    Brandon Jobs
    Winnipeg Jobs

    Quebec Jobs
    Chicoutimi Jobs
    Drummondville Jobs
    Gatineau Jobs
    Granby Jobs
    Laval Jobs
    Montreal Jobs
    Rimouski Jobs
    Saint-Hyacinthe Jobs
    Sept-Iles Jobs
    Shawinigan Jobs
    Sherbrooke Jobs
    Thetford Mines Jobs
    Trois Rivieres Jobs
    Victoriaville Jobs

    Nova Scotia Jobs
    Cape Breton Jobs
    Halifax Jobs
    New Glasgow Jobs
    Truro Jobs

    Prince Edward Island Jobs (PEI)
    Charlottetown Jobs

    New Brunswick Jobs
    Fredericton Jobs
    Moncton Jobs
    Saint John Jobs

    Newfoundland Jobs
    Cornerbrook Jobs
    St. John's Jobs

    Nunavut Jobs

    Northwest Territories Jobs

    Automotive Jobs
    Finance Jobs
    Hospitality Jobs
    Human Resources Jobs
    Trucking Jobs
    Retail Jobs
    Sales Jobs
    Tooling Jobs
    Trade & Labour Jobs

    Flash Resume by
    Engineering Jobs by Ontario Society of Professional Engineers
    Ag Careers by
    Careers In Food by

    Copyright © 1998-2009 All rights reserved.