RHéveil-matin is a daily column in which managers and their employees present inspiring solutions for a good start to the day. As you sip your favorite beverage, discover new tips to keep your 9@5 productive and energizing.

RÉVEIL-MATIN. The war for talent raging in Quebec, like elsewhere in the world, promises no respite in 2024, according to new data.

In fact, workforce management specialist ManpowerGroup tells us that nearly 34% of Quebec employers plan to hire new employees in the first quarter of the year when we adjust the data from their study for seasonal variations. This corresponds to an increase of 9% compared to the same period of the previous year.

Elsewhere in the country, however, the survey of 1,000 Canadian organizations rather heralds a slowdown in demand compared to the first quarter of 2022.

A company’s size appears to have a direct impact on how confident it is of attracting all the employees it needs in January, February and March 2023. While 43% of companies with more than 250 employees are not afraid, only 19% of those with fewer than 10 feel the same way.

The key, reiterates Anne Marie Lanthier, Vice President of Manpower Quebec, will be retaining existing employees to prevent the organization’s attrition rate from fueling labor needs.

To achieve this, the Harvard Business Review has identified a dozen key tips gleaned from work by researchers and experts over the past year. Here are five:

Companies can benefit from more inclusive language as early as the process of preparing a job offer. The creation of a reference dictionary can provide guidance to members of the organization who lack alternatives.

Creating a work environment that is not overly stimulating for employees should be sacred so that they remain focused and empowered to take action. In order to do this, each teammate must first determine what kind of harmful noise they made. Then those who bother them the most must be defined. Finally, everyone must ask themselves how to help their colleagues create the ideal context to make them productive.

Recognizing the hard work and achievements of its employees is also important as it boosts their morale, productivity, performance and ultimately retention rate. To maximize impact, you need to choose a path and context that speaks to the person concerned: not everyone wants to be the center of attention during a meeting in front of the entire company.

When you make a mistake in your efforts to make your organization more just, diverse, and inclusive, you need to recognize your mistake. Before apologizing and trying to justify the actions taken or not, listen to the complaints. Then be really curious to understand how you can do better in the future. Leading by example will make the rest of your team more likely to adhere to these new organizational habits.

Many leaders have to juggle management expectations and employee needs. To get out of this energy-intensive and frankly not entirely obvious situation, on the one hand try to use data to demonstrate to managers what the reality of field workers is like.

On the other hand, give your team members the freedom to find the solution to their problems themselves, for example by helping them change their perspective or by surrounding themselves with allies to complete their challenge.

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