3 Ways to Motivate Your Employees to Give Back and Volunteer

As organizations increasingly incorporate philanthropy into their corporate culture and values, the onus is placed on the employees to get involved and participate in giving back to and volunteering within their communities.

In order to truly support the act of giving within your teams, your employees need to feel supported by their employers in their initiatives to contribute to their communities on behalf of your company’s culture of giving.

Here are three ways to encourage and motivate your employees to give back through volunteering and community giving.

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DIY Hacks for Improving Your Mental Health at Work

Mental health is a topic that should be a daily consideration in all of our minds. Regardless of the state of your mental health condition, it is important to take some time to be mindful of the stressors that you encounter during your days. As employers, it is important to offer flexibility to your employees, to ensure that they see the importance of looking out for themselves, and to encourage your team to take opportunities to take care of themselves.

Today, I want to focus on some effective hacks for practicing mindfulness and self-care when on the job. Here are some easy ways for you and your employees to improve your mental health at work.

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What to Do When Your Employees Give Their Notice of Resignation

Originally posted at Rise People

As members of your team inevitably move on from one job to another, it is important to ensure that your people leave your organization under the best circumstances. As the employer, you can help make the transition process as smooth as possible for your departing employee by handling their notice of resignation with professionalism and class.

Here are a few important considerations to keep in mind when handling an employee who decides to resign from your company...

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Why Your Top Employees Are Leaving You

Originally posted at: Rise People

Organizations, especially in Vancouver, are finding themselves in a candidate-centric recruitment phase, in which there are often more needs and opportunity, than available talent.

As a seasoned HR and Technical Recruitment professional, I can tell you that now, more than ever, it’s critical that once you have sourced, screened, selected and on-boarded your employees, that you do everything in your power to ensure they aren’t looking to move on.

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The Power of the Handwritten Thank You

After a very long week and weekend, I walked into work this morning and had an envelope waiting for me. It was small and didn’t look like it would fit the usual HR paperwork.

I opened it up to find a beautiful thank you card written by a BCIT student that I briefly met with to answer some questions that she had for a project she was working on. Her questions resulted from her interest in joining the world of HR, and as someone who loves what they do, I was all too happy to oblige.

Not to brush my shoulders off too much but I know I’m pretty great at the “thank you” email. Whether it’s to thank someone for helping me out or sending me information or just thanking someone for taking the time to do something above and beyond – I’ve got my thank you emails down… but the impact of the hand written thank you card that I received today clearly supersedes any email that I have ever sent.

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Hot Topic: Correcting Bad Career Advice

I recently read an article proclaiming that the appropriate follow up after (any) interview is to call the hiring manager for an update but to just keep it brief. The writer (of course) wasn’t actually a recruiter or a hiring manager at all.

As someone that could be recruiting for literally dozens of roles simultaneously, I have several candidates in my pipeline at any given time. They are at various stages in the recruitment process and since many companies don’t have extensive ATS systems in place, a lot of the upkeep is manual.

One of the stages in my recruitment process is always feedback. Although I won’t reply to every application (that’s what my disclaimers are for) or phone screen, if I engage you in a recruit and have taken you to the interview stage– I will make a point of providing you with a kind yes or no.

That being said, if I don't get around to it, I really don’t want (as this coach recommended) every candidate giving me a call to ask me about the status of their application, giving me another pitch and telling me why I’m a terrible recruiter for not having chosen them (not the job coach’s advice verbatim, but really close).

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