BY HR Reporter |
A large majority of working Canadians (86 per cent) are as confident or even more confident in the stability of their jobs versus the way they felt a year ago, according to an ADP Canada Sentiment Survey of 862 workers.
BY HR Reporter |
A large majority of working Canadians (86 per cent) are as confident or even more confident in the stability of their jobs versus the way they felt a year ago, according to an ADP Canada Sentiment Survey of 862 workers.
“Confident employees are more focused and generally more engaged, which means they are comfortable with taking risks and innovating. This can lead to better performance and productivity,” said Virginia Brailey, vice-president of marketing and strategy at ADP Canada. “A confident workforce is a key ingredient in building a strong employer brand.”
Highlights of the survey:
- Millennials (ages 18 – 34) are optimistic about the stability of their jobs with almost half (46 per cent) saying they are more confident in the stability of their jobs than they were one year ago.
- A smaller percentage of older workers, particularly those ages 55-64 (24 per cent), are more confident than a year ago, though most report they feel about the same as last year (57 per cent of workers 35 and older).
- Almost half (47 per cent) of Atlantic Canadians are more confident in the stability of their jobs than they were one year ago.
- One quarter (25 per cent) of Albertans are less confident in the stability of their jobs than they were one year ago.
- “Human Resources departments are being tasked with creating the programs and structures that support a strong employer brand,” said Brailey. “By investing in programs that build culture, leadership and employee opportunity, HR teams set their organizations up for long-term success. These investments make it easier to attract and retain top talent, even when workforce confidence falters,” she added.
Employer brand-building ideas for organizations:
Invest in employee development: Creating long-term opportunities for employees aids in retention and builds an employer brand in the labour market. Opportunity-building can include formal training programs and informal assignments that build new skills.