coaching with regular feedback

Hate Performance Reviews – Try Coaching with Regular Feedback

If you are like most people, you dread the annual performance review, regardless of which side of the desk you are sitting on. Coaching with regular feedback is an alternative worth trying.

Managers and employees alike avoid the annual performance review meeting which is why so many companies have abandoned the formal review process. The meeting is often awkward. People report that very little useful information is shared during these meetings. Many managers feel uncomfortable giving a poor review. Managers can be equally uncomfortable giving praise, especially if they are unable to match top performance with a salary increase or growth opportunities. As a result, employees lose faith in the fairness of the annual review. Different approaches to performance have gone in and out of popularity over the years, including asking customers, peers or the employees themselves to complete evaluations. Avoiding or ignoring this important part of the manager-employee relationship is not the solution.

A better process is to adopt a coaching approach to performance management. Hold short, informal meetings regularly throughout the year. Feedback is best shared immediately – either positive or constructive.

Set up a schedule of bi-weekly or monthly meetings. Meet one-on-one with employees to discuss company and personal goals, projects, progress and new initiatives. In the beginning, the manager will need to set the agenda. The first meeting might involve goal setting and expectations. Over time as employees become comfortable with the informal nature of the meetings, the hope is employees will share ideas for performance improvement. Ideally you want to form a partnership with your employee.

Best Practices – Coaching with Regular Feedback:

  • Schedule regular meetings weekly, bi-weekly or monthly
  • Meetings can be short, 15 to 30 minutes
  • Discuss projects, goals, and progress
  • Get to know your employee on a personal level – what motivates them and how do they want to be managed ?
  • Ask the employee, “how are things are going?”
  • Find out what supports are needed
  • Introduce new ideas or programs
  • Give feedback and solutions for performance improvement
  • Get feedback from the employee – remember this is a partnership
  • Set expectations on an on-going basis
  • Follow up in 2 weeks or as needed
  • Document – Keep a record of the meetings and a short summary of what was discussed

Advantages of Coaching with Regular Feedback

  • Meetings are informal and short making them easy to fit into the workweek 
  • Meetings occur regularly so both the manager and employee can become comfortable sharing information and using the meeting to improve the working relationship
  • Opportunity to improve communication and ensure there is a two-way dialogue
  • Avoid misunderstandings
  • Frequency of meetings gives multiple chances to make your thoughts and ideas clearly known
  • Safe environment to ask questions, request support and get immediate feedback
  • Timely feedback 
  • Opportunity to correct problems early and monitor results on a on-going basis
  • Meetings can be used for brainstorming new ideas and reduce resistance to change

Get started with the coaching approach by setting performance goals. Both company performance goals and personal goals. Offer regular feedback on performance, both positive and constructive. Build a partnership with your employees. Be clear about the career growth opportunities available to your employees. For some people, it will be enough to master their current job. For other people, career advancement is important. These employees will strive to learn as much as they can and master skills and knowledge in their field. A time will come when your employee will be ready to move on. Managers need to accept this reality and make the best of the situation for both the employee and the company.

 

ontario employment laws change

Ontario Announces Widespread Change to Employment Laws including $15 Minimum Wage

The Ontario Government plans to introduce new legislation that will bring widespread change to employment laws in Ontario. The Fair Workplaces, Better Jobs Act, 2017 will increase minimum wage to $15 per hour by 2019, increase paid vacation to 3 weeks for employees with 5 years or more service, and introduce paid emergency leave.  

The proposed legislation is being introduced in response to a two year study of the Employment Standards Act and Labour Relations Act. The Changing Workplace Review released its final report in May with 173 recommendations.  The report identified that the nature of work has changed, Ontario’s employment laws have fallen behind and are failing to support workers in part-time, contract or minimum-wage work.

Ontario Employment Laws Change

Some of the employment reforms being proposed by the Ontario Government include:

Minimum Wage Increase to $15 per Hour

  • October 2017 minimum wage increases to $11.60 per hour
  • January 2018 minimum wage increases to $14.00 per hour
  • January 2019 minimum wage increase to $15.00 per hour

Equal Pay for Part-time, Temporary and Full-time workers

  • Workers performing the same job must be paid the same wage, regardless of the worker’s status as part-time, temporary or full-time employee

Scheduling

  • New rules around scheduling work are being proposed to protect workers by allowing them to request changes without repercussion, refuse work scheduled last minute, guaranteed minimum three hours pay when work is cancelled last minute and other changes. 

Paid Vacation 

  • Workers with 5 or more years service with an employer would be entitled to 3 weeks paid vacation.

Holiday Pay

  • New simplified rules for holiday pay ensuring workers will receive their average daily wages for holiday pay. 

Emergency Leave

  • 10 days emergency leave each year, including 2 paid emergency leave days.

Stronger Penalties

  • Stronger penalties for employers who do not comply with Employment Standards. 

The Province also intends to hire up to 175 additional Employment Standards Officers to help educate workers and employers about employee rights and obligations. The educational campaign will be focused on small and medium sized businesses workers and owners. For additional information on the Ontario employment laws change refer to the Ontario Ministry of Labour News. 

 

bring your pet to work

Bring your Pet to Work – Boost Employee Happiness

An inexpensive company perk that can have a big impact on worker happiness is allowing pets in the workplace.

More companies are welcoming pets in the workplace. The most common pets at work are dogs or cats. Sharing your workplace with a pet has been shown to have a positive impact on happiness, decrease stress, boost morale and even increase motivation and productivity. 

However, implementing a pet friendly workplace does have obstacles. The “bring your pet to work”idea may sound great to some but dreadful to others. First it is important to make sure everyone agrees with the idea. It is especially important to talk to employees who don’t have pets and hear their opinions. If everyone agrees to give pets at work a try, then you need to set some ground rules. 

  • Will pets be on a leash, except when in an office with the door closed?
  • Is there a place to walk dogs close to your workplace? 
  • How will you manage meal and potty breaks? 
  • What happens if a pet is aggressive, loud, damaging furniture or otherwise becomes an unwelcome guest? 
  • Start slow by allowing pets 1 – 2 days per week 
  • Consider how many pets will be coming to the office and ask staff to alternate week to week to keep the numbers reasonable
  • Designate certain areas as pet free – board room, lunch room, … 
  • Set up a bed for your pet so they have a safe place to rest
  • Establish a trial period and review success of the “bring your pet to work” program

Read about 8 companies that make a dog friendly environment work

new 18 month maternity leave

New 18 month Maternity Leave – Federal Government Budget Annoucements

The Canadian Federal Government is introducing changes to Employment Insurance (EI) Benefits to offer enhanced flexibility for new parents. 

The Federal Budget 2017 proposes to make EI parental benefits more flexible.  Canadians can expect to see a new 18 month maternity leave option available soon. 

Parental leave will be extended up to 18 months for new parents who wish to take a longer leave of absence from work. Total EI payments will not increase. Under the proposed changes, parents can choose to receive the EI parental benefits over an extended period of up to 18 months at a lower rate. The lower rate will be 33% of average weekly earnings.

For those parents who choose to receive payments over a period up to 12 months, the EI parental benefits will continue to be available at the existing rate of 55 per cent.  

Employers who offer parental leave top up benefits should review and amend their policies. Employers will need to decide whether or not to offer top up benefits beyond the 12 month period. Many small and medium sized businesses do not have parental leave top up programs. Uptake on the extended leave may be limited as parents could find the lower EI benefit unmanageable. 

Women may also claim EI maternity benefits up to 12 weeks before their due date. This feature is a change from the current standard of 8 weeks. 

Summary of changes to Employment Insurance Maternity and Parental Benefits

  • Parental leave extended from 12 months to up to 18 months. 
  • Total EI benefit payments remain the same.
  • EI benefit rate 33% of earnings, for new extended parental leave up to 18 months.
  • EI benefit rate 55% of earnings, for parental leave up to 12 months.
  • Maternity benefits available up to 12 weeks before due date.
  • Employment insurance premiums are expected to increase slightly in 2018.

To implement these measures, the Federal Government proposes to amend the Employment Insurance Act. Provincial legislation will also require amendments to match these changes. Learn more about the new 18 month maternity leave and the Federal Budget 2017

new 15 week caregiver benefit

New 15 Week Caregiver Benefit – Federal Government Budget Annoucements

The Canadian Federal Government is introducing a new Employment Insurance (EI) caregiving benefit for Canadian workers. This new 15 week EI benefit will support Canadian workers caring for a critically ill or injured family member. 

Balancing work and family caregiving responsibilities is a challenge, especially when a family member is suffering from a very serious illness.

The proposed new EI benefit will give eligible caregivers up to 15 weeks of EI benefits while they are temporarily away from work. The benefit is intended for caregivers looking after a critically ill or injured family member.

Under the current program, EI benefits are available to caregivers only in cases where a loved one is gravely ill and at significant risk of death, or where a child is critically ill or injured. The new benefit provides support for a broader range of caregiver situations. 

To implement these measures, the Federal Government proposes to amend the Employment Insurance Act. Provincial legislation will also require amendments to match these changes. Learn more about the new 15 week caregiver benefit and the Federal Budget 2017

ontario minimum wage increase 2017

Ontario Minimum Wage Increase 2017

Ontario Minimum Wage goes up to $11.60 on October 1, 2017.

Minimum wage in Ontario will rise from $11.40 to $11.60 per hour on October 1, 2107. This wage will be in effect for 1 year from October 1, 2107 to September 30, 2018.

Ontario Minimum Wage Rates

General Minimum Wage

  • current wage $11.40
  • new wage effective October 1, 2017 – $11.60 per hour

Student Minimum Wage

  • current wage $10.70
  • new wage effective October 1, 2017 – $10.90 per hour

The Ontario Minimum Wage is now linked to the Ontario Consumer Price Index (CPI). Each year on, or before April 1 minimum wage will be announced. Learn more about Ontario minimum wage increase 2017 at the Ministry of Labour – Ontario Employment Standards Act.