Canada's Top 100 Employers make the extra effort
Being a top employer isn’t easy. It takes a lot of hard work, creativity and investment — both in time and money — by both the HR department and the organization as a whole.
But a look at the list of Canada’s Top 100 Employers for 2008, published by Mediacorp Canada Inc. and highlighted in the articles below, shows pretty much any organization, in any sector, anywhere in the country, can make the cut.
Both large and small employers can put programs in place that have a huge impact on employees. The smallest employer on this year’s list, the Toronto-based Association of Management, Administrative and Professional Crown Employees of Ontario, has just 22 employees and is the first union ever to be named to the list. The largest, Ottawa-based Canada Post, is a juggernaut with nearly 62,000 workers.
The list includes some of the largest and most respected corporations in the country. Names such as Toyota, TD Bank Financial Group and Shell Canada. But it also includes a few organizations you’ve likely never heard of, including Abebooks, Christie Digital Systems and The Great Little Box Company.
Lists such as Canada’s Top 100 Employers are indispensable for all employers, even for those with little or no interest in applying for or making a top employers list. A look at what the winners are doing showcases best practices and can give organizations ideas for new programs to help recruit and retain staff.
And, make no mistake about it — everyone should be looking for new ways to recruit and retain talent. Canada is undoubtedly inching closer to the date when labour force growth will begin to sputter, stall and conk out.
Organizations that have the right policies and practices in place, and established reputations as employers of choice, are going to have an edge.
The old tried-and-true method of throwing money at employees won’t necessarily work, especially with the younger generation. Young workers don’t care that much about money. Sure, they want a decent salary. But they’re equally interested in employer programs that boost work-life balance and let them spend more time with friends and family.
A lot of the programs highlighted in Canada’s Top 100 Employers are geared towards doing just that. Edmonton-based Bioware, which develops computer and console video games, has an on-site theatre where employees can enjoy movie nights with family and friends. Calgary-based AltaGas creates its own long weekends so employees have more time to enjoy the summer.
And a growing number of employers are offering three weeks’ vacation to start. Programs such as these are cheaper than huge salary hikes and have a greater impact on employee morale.
Some employers might look at these lists, and the practices they’re spawning, with disgust. Why should they expand benefits? Why should they bear any costs if an employee wants to take time off to have a child? Why should they dig into their pockets and give employees money for adoption, vacations and other perks?
Because they have to if they want to remain competitive. Because the business down the street will be more than happy to lure top employees away.
Companies would never ignore what the competition is doing in terms of product lines. That’d be bad business. Ignoring employee best practices is just as foolish.
But a look at the list of Canada’s Top 100 Employers for 2008, published by Mediacorp Canada Inc. and highlighted in the articles below, shows pretty much any organization, in any sector, anywhere in the country, can make the cut.
Both large and small employers can put programs in place that have a huge impact on employees. The smallest employer on this year’s list, the Toronto-based Association of Management, Administrative and Professional Crown Employees of Ontario, has just 22 employees and is the first union ever to be named to the list. The largest, Ottawa-based Canada Post, is a juggernaut with nearly 62,000 workers.
The list includes some of the largest and most respected corporations in the country. Names such as Toyota, TD Bank Financial Group and Shell Canada. But it also includes a few organizations you’ve likely never heard of, including Abebooks, Christie Digital Systems and The Great Little Box Company.
Lists such as Canada’s Top 100 Employers are indispensable for all employers, even for those with little or no interest in applying for or making a top employers list. A look at what the winners are doing showcases best practices and can give organizations ideas for new programs to help recruit and retain staff.
And, make no mistake about it — everyone should be looking for new ways to recruit and retain talent. Canada is undoubtedly inching closer to the date when labour force growth will begin to sputter, stall and conk out.
Organizations that have the right policies and practices in place, and established reputations as employers of choice, are going to have an edge.
The old tried-and-true method of throwing money at employees won’t necessarily work, especially with the younger generation. Young workers don’t care that much about money. Sure, they want a decent salary. But they’re equally interested in employer programs that boost work-life balance and let them spend more time with friends and family.
A lot of the programs highlighted in Canada’s Top 100 Employers are geared towards doing just that. Edmonton-based Bioware, which develops computer and console video games, has an on-site theatre where employees can enjoy movie nights with family and friends. Calgary-based AltaGas creates its own long weekends so employees have more time to enjoy the summer.
And a growing number of employers are offering three weeks’ vacation to start. Programs such as these are cheaper than huge salary hikes and have a greater impact on employee morale.
Some employers might look at these lists, and the practices they’re spawning, with disgust. Why should they expand benefits? Why should they bear any costs if an employee wants to take time off to have a child? Why should they dig into their pockets and give employees money for adoption, vacations and other perks?
Because they have to if they want to remain competitive. Because the business down the street will be more than happy to lure top employees away.
Companies would never ignore what the competition is doing in terms of product lines. That’d be bad business. Ignoring employee best practices is just as foolish.
