Workforce dynamics are changing, especially in skilled trades. Workers seek environments with less stress, better work-life integration, and more specialization opportunities. The country faces record retirement numbers, and motivation amongst young employees seems to be polarized — very high or very low.
One of the most challenging employment issues is simply finding workers who show up, are reliable, and take accountability. Some companies that depend on highly skilled and experienced workers are forgoing traditional skills and experience for less skilled candidates who are reliable.
The results are problematic. Less capable employees require more training, supervision, and time to get fully operational. Without allocating time for a formal mentorship program, this reliance on your senior workers can create frustration because they are expected to train new hires while doing more work and take on the stress of managing another worker.
An approach where rewards and opportunities are earned through dedication and commitment can enhance personal responsibility and employee engagement. Employers may be able to tailor benefits and rewards to different employee segments, recognizing and rewarding high achievers while offering support and motivation to others.
Increasing the value of benefits, pension, and health and wellness programs based on years of service provides additional compensation to loyal, highly skilled employees. It shows that you care about their overall health and financial wellbeing.
Effective leadership is a cornerstone in fostering personal responsibility and engagement. The adage, “employees don’t leave jobs; they leave people”, underscores the significance of investing in a leadership development program that enhances technical and interpersonal skills, thereby improving employee satisfaction and retention.
Implementing mentorship initiatives that pair experienced employees with newcomers to facilitate knowledge transfer and personal development helps young or inexperienced individuals develop the skills and responsibility necessary to work autonomously.
Preventive assistance platforms (pre-APs) are an emerging category in work-place wellbeing that provides access to training in resilience, behavioural health, and psychological safety to help the workforce manage stress and mental wellbeing proactively. These re-source programs are proactive: rather than helping an employee cope with the effects of a
problem, they try to prevent the problem.
Implementing workplace wellness programs not only improves employee satisfaction and engagement but also
enhances your company’s reputation.
This, in turn, boosts your ability to attract and retain talent while also generating cost savings through reduced disability time, fewer WCB claims, lower health premiums, increased productivity, and better performance. By investing in these programs, you’re prioritizing your employees’ well-being and ensuring your organization’s long-term success.
With so many changes happening in the workforce, a proactive approach can help your organization create engaged leaders. Reward core competencies that emphasize critical thinking, problem-solving, and responsibility and weave those throughout your recruitment and retention processes.
First published in the Potash Producer 2024, issue 2.
