The HR Hub

Reconciliation is foundational piece of inclusion and workplace  belonging - certainly in Canada.  It's also something that you should  have heard, particularly with what has come to light with recent  Residential School findings.  So what is Reconciliation and what does it  mean for individuals and organizations?    These are some of the questions I asked Gillian Hynes who works with an  indigenous-owned, national management consulting company, Rise  Consulting.  We started by talking about land acknowledgements and she  explains the importance of them in Reconciliation.      As she points out and as identified by the Truth and Reconciliation  Commission, organizations also play a role in Reconciliation as does HR.   Each of us and our organizations need to 'do something'. National Centre for Truth and Reconciliation: https://nctr.ca/   Rise Consulting: http://www.riseconsultingltd.ca/  Books & Videos:       Truth and Reconciliation: Calls to Action       Indigenomics, Carol Anne Hilton       21 Things You Might Not Know about the Indian Act, Bob Joseph       A Mother's Voice, Holly Fortier https://youtu.be/Ip3yGEKGCX4

Engaging employees during uncertainty feels tricky.  But it might not be  as hard as you think.  It takes emotional intelligence, communication  and the application of the basics of engagement like recognition and  setting goals.  But the thing is, you may have to be more intentional  about it.    I spoke with Rob Catalano of WorkTango.  It's a platform to help you  listen to employees better and create more engagement. So he has learned  a thing or two about engagement. www.worktango.com

Is it your first time in a leadership role or are you thinking about it?   In this video you will get practical insight and tips from someone who  is studying leadership. You won't just learn things in this video, you  might FEEL better about your leadership style and your journey.  Because  leadership is a journey.     Ryan Rex has been an HR Director and is doing a doctorate in leadership.   He says we all have characteristics that aren't ideal in every  leadership situation - it's important to be self-aware.  Are you aware  of your own leadership drivers?  While also mindful of the well-being  and effectiveness of the people on your team?  Do you know what your  leadership philosophy is?  This was such an informative conversation for  those considering leadership roles - or already in one. https://www.cros.ca/

Where do you start with people analytics?  A lot of us HR folks aren't  that numerically gifted to begin with and this can seem daunting.  So  hire someone (really)!   Getting dedicated support for people analytics is one of the first steps  in developing your people analytics capacity.  It isn't something you  can really do off the side of your desk.     Of course you might need to do a business case, address data quality and  governance... check out all the insight Allen Hornung has to share on  the topic!

Thank you' is good but recognition is better! In fact, recognition at  work is one of the easiest and cheapest ways to improve the workplace!    Don't get me wrong, 'thank you' is a part of recognition, but there is  more. Good recognition is personal, specific and timely.  It's also a  cheap way to improve your culture, build positive relationships, retain  employees... learn more here and then do it!     Sarah McVanel is the founder of Greatness Magnified.  She's a  'recognition expert, professional speaker, coach, author, recovering  perfectionist, and movement maker of F.R.O.G. (Forever Recognize Others’  Greatness)'. Connect with Sarah on LinkedIn:  https://www.linkedin.com/in/sarahmcvanel/   Her website: https://greatnessmagnified.com/  Cool, free stuff:  https://greatnessmagnified.com/cool-stuff/  Sarah's Courses including 'Retain Top Talent: How to Build a Recognition  Program That Makes People Stay':  https://greatness-magnified.newzenler.com/courses

WCB Claims. Did you know you should prepare (not just avoid or respond)?    Organizations implement elaborate OH&S policies to avoid injuries  and then, when someone is injured we do things to respond.  But we should also be PREPARED for workplace injuries so that we can act  quickly to mitigate the financial impact to the organization.     What does preparation involve?  Well, things like having reporting  processes in place, a plan to support employees, and modified work  ready.  This episode was particularly interesting for the compelling  insight into WHY you should do all of this.  @Kessie Stevens is a WCB  and safety expert.   Kessie Stevens, Artis Solutions https://www.artissolutions.ca/

Leadership theories abound.  Can you make sense of them?  Regardless, how do we apply those theories about leadership in HRM?  In this video we talk about transformational leadership theory, which is (as I learned) the most common leadership  theory.  Knowing more about leadership in your organization can help you  become a leader, but it can also change how you deliver HR service and  support.   Ryan Rex has been an HR leader and director.  He is currently in the midst of his doctorate studying transformational leadership and makes sense of it for us. Ryan's organization: https://www.cros.ca/

How do you go about job design?  Or, as today's guest describes it, job  CRAFTING! Traditional job design outlines a job without really thinking  about the specific person who is going to do it.  Dr. Benjamin Ritter  encourages you to craft a job with the individual front of mind.  🤯   We talk about the challenges of this process.  I've come from pretty  traditional HR roots and had so many questions and 'what ifs'! Which Ben  responded to with "So much fear!"  It IS hard to grasp how we would do  such a basic thing differently - but I learned a lot and was challenged  in how I think about job design.  You might be too. Ben mentioned this book: The 9 Lies about Work by Marcus Buckingham and Ashley Goodall   Ben's Company, Live for Yourself Consulting: https://www.liveforyourselfconsulting.com/

Let's be honest, you typically get a Manager job because you are great as an individual - but then you have to lead.   You also need to be both a partner to your management peers and a  supporter and developer of your direct reports.   There is so much great insight in this episode around the similarities  and differences between being a Manager versus a business partner.  It  also gives insight into some of the challenges of that transition and  how to approach them.      Todd Bassett is a VP of HR and and has transitioned through the various  positions.  He has ideas on how you can approach it and what to expect.

Privacy in the workplace is a matter of legislation, common law, and  policy.  Some aspects of privacy in the Canadian context are set out in  legislation - and it can be a wide variety of legislation. BC, Alberta,  Quebec and federally regulated businesses are subject to specific  privacy legislation, but the rest of the provinces and territories rely  on common law. Then there is employee privacy expectations which can be  greatly impact by employer policy.  How do you make sense of it?    Gayle Wadden speaks to us about this.  She is the cofounder of  Compliance Works which is software helping employers stay up-to-date on  their compliance obligations.  One key area is privacy. Gayle Wadden and Compliance Works https://complianceworks.ca/