Trusted Tips and Resources

Trusted Tips & Resources

Trusted Saskatoon Employment Agency Express Employment Discuss Delegation and Empowerment

Express Employment Professionals is Saskatoon’s only locally owned and operated staffing and recruitment agency, that offers a full scope of staffing and recruitment solutions from professional search and headhunting to temporary staffing in Saskatoon. Express Employment Saskatoon Is Your Trusted Saskatoon Recruitment and Employment Agency allows clients to focus their efforts and time on being productive and doing what they do best – their business! Let their team focus on finding that right hire – that is what they do best! In their latest Saskatoon employment agency tip, they discuss delegation and employee empowerment.



Focusing on Delegation and Empowerment


Success is often measured by the assets you acquire during your career. But for leaders, success is determined by the strength of your greatest assets: your employees. And while top talent may come and go, one thing that should remain constant in your organization is the culture that cultivates and develops employees, regardless of experience or skill sets. If you’re only as good as your greatest assets, it’s important to ensure your team is motivated and engaged, which will not only build retention but also help the overall success of your workers. Simply put, if your employees succeed, you succeed.

One area of focus that will help your team succeed is empowering team members through delegation and development. A recent study found that 87% of employees are less likely to resign if motivated at work. Another survey found that 79% of employees quit due to a lack of appreciation. Employees are more motivated and engaged when they receive appreciation, and one way to appreciate your team is by empowering them to succeed at the office through the delegation of responsibilities. Check out these tips to help your workforce succeed in the new year.


Start By Having an Honest Conversation

The old saying “you don’t know what you don’t know” can be debilitatingly true for leaders. You may think everything is running smoothly until the turnover bug hits. Before it’s too late, take time for one-on-one conversations with your staff to see how they feel about where they are in their career, what direction they would like to see their career take, and most importantly, what responsibilities they would like to take on to level up. Assuming that delegation is a cure-all can sometimes hinder your goal of raising engagement and motivation. Some people are content with where they are, so having a discovery meeting is imperative to know what you have to work with and if delegation is right for a specific employee.


Evaluate Interest Level, Skill Set, and Willingness to Learn

Whether an employee has an interest in receiving more responsibilities similar to their own role or has aspirations for going outside their current experience, it’s good to see where their interest lies. Cross-training, personal development, and career advancement can all develop specific traits and skills needed for delegated tasks. However, choosing the wrong path could be the difference between a reskilled, star employee to a burnt-out, disgruntled worker. Once you determine where the employee’s interests lie, evaluate their skill set for the particular task or role. If you uncover that reskilling or training is necessary, don’t worry. Most professionals need this during the course of their careers. If they are willing and up for the task, most likely they will succeed.


Be Aware of the Peter Principle

Developed by Laurence J. Peter, this management concept views promotion for promotion’s sake can be detrimental to a company and its employees. As he states, “In a hierarchy, every employee tends to rise to his level of incompetence… In time, every post tends to be occupied by an employee who is incompetent to carry out its duties.” This happens when an employee lacks the skillset needed to perform the new role. For instance, an employee is “super competent” in a coordinator role, then gets promoted to a managerial role and is “competent,” and so on until the employee reaches the level of “incompetence.” Avoid this by developing strong training programs and open communication about specific tasks or projects. It won’t help you or empower your employee if you delegate tasks that won’t be completed with excellence.


Don’t Overwork Your Team by Delegating Too Much

While delegating tasks can help your employees feel appreciated and motivate them to excel, it’s important to know how much is too much. It’s never a good idea to overload your star employees with excess work while allowing your other employees to carry less weight. If possible, spread the workload among all employees, selecting special tasks for the employees who have opted for reskilling or specifically asked for more responsibility. During the normal ebb and flow of busy seasons, you may not have the luxury of only delegating to employees who request it. During these times, use discretion to ensure healthy employee morale and avoid burnout.

What do you do to empower employees through delegation? How has delegation helped motivate and engage your team? 


Express Employment Professionals allow clients to focus their efforts and time on being productive and doing what they do best – their business. Let their team focus on finding that right hire – that is what they do best!

Contact Hanif and the team today! Connecting employees with great companies like yours. 

'It's What They Do'

Express Employment Saskatoon Your Trusted Saskatoon Headhunters and Employment Agency


Trusted Saskatoon Employment Agency Express Employment Discuss A New Survey on Employee Social Media Use

Express Employment Professionals is Saskatoon’s only locally owned and operated staffing and recruitment agency, that offers a full scope of staffing and recruitment solutions from professional search and headhunting to temporary staffing in Saskatoon. Express Employment Saskatoon Is Your Trusted Saskatoon Recruitment and Employment Agency allows clients to focus their efforts and time on being productive and doing what they do best – their business! Let their team focus on finding that right hire – that is what they do best! In their latest Saskatoon employment agency tip, they discuss Canadian companies firing employees for inappropriate social media posts. 



From Instagram to Insta-Fired: 86% of Canadian Companies Would Fire Employees For Inappropriate Social Media Posts


Personal social media posts are not off limits when it comes to getting and keeping a job, according to a new survey released today from The Harris Poll commissioned by Express Employment Professionals.

A large majority of Canadian companies (86%) say they would fire an employee based on inappropriate social media posts.

Fireable social media offences include posting content that damages the company’s reputation (63%), reveals confidential company information (58%), showcases and/or mentions illegal drug use (45%), violates the company’s social media use policy or contract (37%) or showcases and/or mentions underage drinking (32%). Only 14% of Canadian hiring managers say their company would not fire an employee based on their social media posts.

But it’s not just current employees who need to be careful about what they post on social media. Two-thirds of Canadian companies (65%) say they use social media to screen job applicants and say it’s an effective screening method (64%). Of those employers who use social media to screen applicants, 41% report finding content on a job candidate’s social media that caused the hiring manager not to employ them.

In contrast, most job seekers (61%) do not believe a candidate’s social media profile(s) should impact their likelihood of being hired. Interestingly though, job seekers agree that once someone is an employee, their employer should be able to fire them based on social media posts (88%). In fact, job seekers are even more likely than employers to say employees should be fired for posts that violate the company’s social media policy (52%) or showcase and/or mention underage drinking (39%).

Despite the prevalence of social media, less than one-fifth of Canadian companies (18%) have a formal social media policy for employees. In terms of how companies do handle social media use by employees, 37% discourage the use of social media during work hours, 21% provide resources and information on professional social media etiquette, 14% block social media sites on company property (e.g., laptops and cellphones), 13% view or monitor employees’ social media accounts and 12% have access to employees’ social media accounts.

However, not all companies discourage social media use by their employees. One-quarter of companies (25%) encourage their workers to build their personal brand and have a well-defined presence on social media.

Companies need to come to terms with employees using social media, but they also need to provide clear guidance as to what is acceptable, according to Jessica Culo, an Express franchise owner in Edmonton, Alberta.

“Without a social media policy, there is no guidance or a baseline from which to build conversations,” said Culo. “Education, training and regular communication regarding social media use that is open and transparent is a must.”
“We live in a world now where our personal brands are not separate from professional brands, and it is important for employers to understand this, ensure team members understand this and to plan around the impacts and interactions,” added Culo. “Hiring based on shared values is also critical when considering implications of social media actions.”

While she says most companies do not formally monitor their employees’ social media posts, many employees add their team members and bosses to their social media so their accounts are being monitored informally.

In terms of how she handles social media in the workplace, Culo has chosen a commonsense approach with her team.

“We have chosen to embrace the use of social media in the workplace, as people have become used to being able to communicate on their personal devices throughout the day,” explained Culo. “An expectation we have of each other, however, is that social media posting unrelated to our business is not done during working hours (i.e., it is saved for breaks and before and after work). We have also asked that our team members do not post unprofessional things (like alcohol use for example) related to the business or workday.”

Her advice to employees and job seekers is to be conscious and considerate about what is posted on social media.

“Be aware that everything you post or comment on social media could be seen by your clients, team members and your boss,” said Culo. “Refrain from posting or commenting when emotions are high, or if/when under the influence of anything. If it is a good idea to post it now, it will still be a good idea to post it later when your mind is clear.”
“Social media is a powerful tool for expression and connection, but a poor decision in content posting can haunt individuals for the rest of their careers,” Express Employment International CEO Bill Stoller said. “The best advice is to refrain from publishing anything you wouldn’t want your boss to see or think you may regret in the future.”


Survey Methodology

The Job Insights survey was conducted online within Canada by The Harris Poll on behalf of Express Employment Professionals between Dec. 1 and Dec. 15, 2022, among 506 Canadian hiring decision-makers (defined as adults ages 18+ in Canada who are employed full-time or self-employed, work at companies with more than one employee, and have full/significant involvement in hiring decisions at their company). Data were weighted where necessary by company size to bring them into line with their actual proportions in the population. Respondents for this survey were selected from among those who have agreed to participate in our surveys. The sampling precision of Harris online polls is measured by using a Bayesian credible interval. For this study, the sample data is accurate to within + 4.6 percentage points using a 95% confidence level. This credible interval will be wider among subsets of the surveyed population of interest.

The omnibus survey was conducted online within Canada by The Harris Poll on behalf of Express Employment Professionals from Dec. 13-15, 2022, among 1,050 adults ages 18 and older. Data are weighted where necessary by age, gender, race/ethnicity, region, education, marital status, household size, household income and propensity to be online, to bring them in line with their actual proportions in the population. Respondents for this survey were selected from among those who have agreed to participate in our surveys. The sampling precision of Harris online polls is measured by using a Bayesian credible interval. For this study, the sample data is accurate to within + 3.8 percentage points using a 95% confidence level.


Express Employment Professionals allow clients to focus their efforts and time on being productive and doing what they do best – their business. Let their team focus on finding that right hire – that is what they do best!

Contact Hanif and the team today! Connecting employees with great companies like yours. 

'It's What They Do'

Express Employment Saskatoon Your Trusted Saskatoon Headhunters and Employment Agency


Trusted Saskatoon Recruitment Pros at Express Employment Professionals Urge You To Check Out The New Grads.

Express Employment Professionals is Saskatoon’s only locally owned and operated staffing and recruitment agency, that offers a full scope of staffing and recruitment solutions from professional search and headhunting to temporary staffing in Saskatoon. Express Employment Saskatoon Is Your Trusted Saskatoon Recruitment and Employment Agency allows clients to focus their efforts and time on being productive and doing what they do best – their business! Let their team focus on finding that right hire – that is what they do best! In Express Employment's latest Saskatoon recruitment tip, they share an article on why you may want to consider hiring new grads .



Adding New Workers? Check Out The New Grads.
With summer right around the corner, business leaders will soon be seeing dozens of resumes from new graduates cross their desks. Many companies have begun preparing to add these entry-level professionals to their workforce, while others have already started the hiring process. And, it appears that this year even more employers are taking advantage of everything new grads bring to the table.
Hiring Increase Predicted
According to Forbes, a study conducted in August and September of 2014 found that the hiring of new bachelor’s degree graduates is expected to increase by 16 percent. USNews similarly reported that two other studies predicted an increase in new-grad hiring, with the National Association of Colleges and Employers expecting an 8.3 percent increase. Even out of the 65 percent of organizations that told The Society for Human Resource Management they had not yet hired any 2015 college grads, almost three-quarters still foresee hiring graduates this year. “We are beginning to see entry-level hiring pick up”, explained SHRM Survey Program Director Evren Esen. “Compared to recent years, 2015 college graduates can be optimistic in their job search.”
Businesses Benefit From New Grads

Not only is this good news for the job-seeking grads, it’s also good for the companies doing the hiring. While some business leaders are wary of hiring employees fresh out of college, smart employers understand these new professionals have a lot to offer and can greatly benefit the workplace. Their youthful energy and knowledge of what’s popular among the younger generations can be instrumental in shaping effective marketing and sales campaigns. New grads are also known for their enthusiasm and hope for the future, which can translate into hard work and the willingness to tackle big projects. And, with the constant need for innovation to stay ahead of the competition, the youngest employees are sometimes a company’s greatest assets. 
A Job Offer Isn’t Enough
With the rise in college graduate hiring, though, employers are also going to have to work harder to attract and keep this new talent wave. Forbes found that simply getting new or upcoming grads to accept the job offer doesn’t necessarily mean they’ve committed to you and your company. It’s now recommended that employers, “after making a new hire, devote effort to making them feel wanted before their start date.” Some ways to keep a new hire’s attention and build loyalty include maintaining communication through emails, phone calls, or social media, and providing relationship-building opportunities either in person or through social media sites. The more ties that are created between the new hire and employer, and the more often they’re reminded of why they want to work there, the less likely they are to take another job offer elsewhere.
This may sound like a lot of effort to go through in order to bring a young, inexperienced professional to your team. However, the war for talent has been going on for years, and now that hiring is picking back up, businesses can expect to have to fight a little harder for the top talent graduating from college this year. And, in light of all that new grads have to offer, it could be well worth it.



Express Employment Professionals allow clients to focus their efforts and time on being productive and doing what they do best – their business. Let their team focus on finding that right hire – that is what they do best!

Contact Hanif and the team today! Connecting employees with great companies like yours. 

'It's What They Do'

Express Employment Saskatoon Your Trusted Saskatoon Headhunters and Employment Agency


The Trusted Saskatoon team brag about Panko Collaborative Law & Mediation

Panko Collaborative Law & Mediation is a settlement firm focusing on family law and offering a supportive environment for families in transition or conflict. Using a holistic approach, the team at Panko Collaborative Law and Mediation walks with their clients through whatever legal issue they are involved in, empowering them to problem solve out of court. Panko Collaborative Law & Mediation is a Trusted Saskatoon Law Firm Specializing in Family Law! 

A Fresh Perspective On Dispute Resolution from The Trusted Team at Panko Collaborative Law & Mediation  

It is safe to say that not many lawyers specialize in alternative dispute resolution and mediation when it comes to resolving client disputes. What the team at Panko Collaborative Law & Mediation offers is certainly different,  and we are eager to share what they do, why they get the thumbs up from Trusted Saskatoon and what makes them stand apart from the crowd!  



The first thing to note is that the goal at Panko is NOT to go to court! 


This is a rather surprising goal for a law firm, so to understand why it helps to learn how the company came to be in the first place. We sat down with Dominique Panko, a mediator at the company, to find out more about the history, the people and the philosophy of the firm. 

Dominique's mother, Charmaine Panko is the founder and principal lawyer at the firm. To say Charmaine is a trailblazer is an understatement. She was invited to study law at the University Of Saskatchewan and eagerly commenced her studies in 2000. Charmaine was a mature student and she had already started her family. Understandably she found the workload combined with mothering nine children intense, so she petitioned the University to allow her ( and other mothers) to study part-time. They agreed, and in 2005 Charmaine graduated with a Batchelor of Law (with distinction). After law school, she joined Miller Thomson, where she was a collaborative lawyer, mediator, arbitrator, and trainer, before leaving to start her own company, Panko Collaborative Law & Mediation in 2015.

When Dominique was sharing her mother's story,  it became clear that Charmaine has a talent for problem-solving,  and that she actively seeks out unique ways to overcome objections and tackle roadblocks encountered. Now a mother of 11, Charmaine is an entrepreneur overseeing a successful family-owned and operated Saskatoon law and meditation firm, where Dominique and 3 of her other children also work.   

A Commitment To Doing Things Differently 


"We will not go to court- there are ways to go your own way that aren't so hard and ways that don't have to be a road to misery. Our goal is to get former adversaries to work together" - Dominique Panko
When asked what being trusted means to the team at Panko, Dominique replied that confidentiality was paramount, clients have to be able to trust them and they must trust the process - to do that they need to feel safe. 
The process is very different from what people are used to when struggling with disputes in the emotional areas they deal with. They specialize in mediating family law, divorce and separation, wills and estate disputes. They offer holistic support and their team is invested in finding a way to an amicable resolution for their clients. Hear what their peers have to say...

" As a fellow attorney, I'm scrupulous about who I send my friends and family to. Charmaine is a seasoned attorney who works to achieve the very best results without destroying families. Charmaine's training in mediation and collaborative divorce help her to guide families through the transitions of separation and divorce without the high cost (and emotional toll) of litigation." Carrie Luelling

Panko Collaborative Law & Mediation has several pathways to achieve a successful outcome, including:

Collaborative Law
In this process, each person involved has their own specially trained lawyer. Both lawyers commit to resolving all matters between the people involved without fighting in court. Sometimes in this process, the lawyers might suggest the inclusion of other collaborative team members such as separation coaches, child consultants, or divorce financial experts. The video below explains the process in detail. 


" Collaborative Law was able to work around my busy schedule while guiding me on the proper sequence of everything involved in a separation. There were quick responses to any and all of my questions. When it came time to have a face-to-face meeting, I found it to be a comfortable experience. Which was nice, as I was nervous about mediation, to begin with. I found everyone in the office to be very professional." A Harrison


Mediation
A process using a neutral third party to facilitate negotiations and conversation for people in disagreement to reach a mutually satisfactory solution.


Kitchen Table
Working through the agreements that need to be made in an informal way, perhaps through conversations at your kitchen table.

Do It Yourself Separation / Divorce
They can teach you the steps to ensure your separation story is a successful one by taking the CommonSense Separation Course

" We refresh our mission statement every year to ensure it remains relevant. Our role is to empower people through difficult transitions - we go where ever there is conflict and we approach challenges with a fresh perspective. We give our clients tools that they can use for the rest of their lives" - Dominique Panko, Mediator

The team at Trusted Saskatoon is extremely proud to promote and support the wonderful team at Panko Collaborative Law & Mediation. It is clear that they are passionate about helping people find a better way. The situations they are involved with are amongst the most painful, emotional and challenging times in their clients' lives. Charmaine, Dominique and the Panko team authentically care, they are actively involved in offering new ways and they are passionate about petitioning for much-needed change in family law and the justice system so it works better for all involved, but especially for the children! 

Panko Collaborative Law & Mediation Is A Trusted Saskatoon Law Firm Specializing in Family Law and Mediation 




Communication Secrets of Great Leader, By: Hanif Hemani

Saskatoon’s only locally owned and operated staffing and recruitment agency, that offers a full scope of staffing and recruitment solutions from professional search and headhunting to temporary staffing. Express Employment Professionals allow clients to focus their efforts and time on being productive and doing what they do best – their business! Let their team focus on finding that right hire – that is what they do best! In their latest Saskatoon employment agency tip they share an article on building employee loyalty. 


Building Employee Loyalty. 

Maintaining a productive workforce is the key to having sustainable success in business. However, with companies adapting to the current economic climate due to closures and social distancing measures, keeping top talent can be difficult. Not only do organizations need to focus on recruiting methods when opening up this summer, they also need to develop best retention practices to ensure stability as the economy ramps back up in the third and fourth quarters.

 

And with the economy facing tremendous hurdles, one thing a company cannot afford to lose is its employees. According to a study by Employee Benefits News, the average cost of losing an employee is 33% of their annual salary. So, retention needs to remain a major focus.

 

One of the key measures to retaining workers is building employee loyalty. For businesses that furloughed workers amidst temporary closures, or had to lay off employees due to economic hardships, rebuilding loyalty is paramount to ramping up business efforts.

 

Enhance Employee Development Plans

 

Though some professional development plans may have been put on hold during these past few months, it’s more important than ever to pour energy back into your workforce. Employees want to work for a company that invests in their future. And the best way to do this is through education, cross-training or tuition subsidies to name a few.

 

According to a BlessingWhite study, most employees who were willing to quit their job cited lack of career opportunity, with 26% citing lack of growth opportunities. If your business doesn’t have the capital to invest in development now, what you do have is time and talent. An inexpensive way to utilize these tools is through mentoring programs and cross-training among employees. These are all great ways to engage your workforce and build excitement about their roles.

 

Continue to Create Culture

 

A company’s culture is the heartbeat of the organization. It ties everything within a business together, binding values, mission, work ethic, and environment. It is one of the most important tools a company has for retention and loyalty. In LinkedIn’s Workplace Culture report, 86% of Millennials say they would consider talking a pay cut to accept a position at a company with a mission and values that align with their own. And a Hays report found that 43% of workers are seeking a new job with culture being the main reason.

 

Employees want to work for a company they believe in and also work in an environment where they feel safe and secure. Your culture is your key to not only recruiting new talent this year but also retaining your current workforce.

 

Engage Your Employees through Empathy

 

If your business was forced to temporarily close or your workforce was required to work remotely during these past few months, you’re probably tasked with building re-entry plans to safely bring your team back to the workplace. While this will be a great time full of opportunity to increase production, it also may be a difficult time for your employees. They have developed new habits by adapting to the work-from-home environments and may have difficulty adjusting to the new normal. This can cause employee disengagement and emotional detachment. Because of this, empathetic leadership will be a major factor this year.

 

According to Businessolver, 93% of employees would stay with an empathetic employer while 82% would leave their position to work for a more empathetic company. Consider adopting a partial remote schedule so employees can easily adjust. Or offer new projects between teams to help create newness and excitement in the workplace. By understanding their needs and helping them through the transition, you will be able to not only build trust and engagement, but loyalty as well.

 

Express Employment Professionals allow clients to focus their efforts and time on being productive and doing what they do best – their business. Let their team focus on finding that right hire – that is what they do best!

Contact Hanif and the team today! Connecting employees with great companies like yours. 

'It's What They  Do'

Express Employment Saskatoon Your Trusted Saskatoon Headhunters and Employment Agency


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