Workplace Trends Impacting Tech During The Great Resignation
Canada’s tech industry continues to grow, as does its need for talent. According to a recent report by the Innovation Economy Council, the Canadian tech industry lost a big portion of its international tech talent due to pandemic border closures. Now Canadian companies are struggling to attract foreign talent to move North.
Understanding the trends impacting the workplace and the labour market is fundamental to remaining competitive in both recruiting and retention.
Decrease in Foreign Talent
Before the pandemic, international talent was flocking to Canada’s booming tech sector. Toronto had the second-largest talent boom next to Silicon Valley. Employees were becoming more and more attracted to Canada due to the country’s diverse and open reputation. However, the pandemic forced international borders to close for an extended time, causing this boom to slow down.
The pandemic also led to a large-scale career reconsideration, with record numbers of workers voluntarily leaving their positions. Reasons include backlogged retirements, burnout, trepidation over returning to the office and general ‘pandemic epiphanies’.
Recently, we at the Canadian Workplace Culture Index partnered with the Angus Reid Institute to poll employees across Canada from workplaces of various sizes and industries. One particular finding jumps off the page: 60 percent of respondents indicated that a 10 percent raise would sufficiently entice them to leave their current job for the same position elsewhere. Needless to say, this is a very concerning situation for CEOs.
Company Culture
Company culture can be a differentiator if it’s prioritized. Unfortunately, many companies seem unable or unwilling to do so. Thirty percent of respondents believe that people get away with bullying in their organization, while more than a third think that senior managers don’t make an effort to listen to, check in, or connect with employees.
Many companies find themselves in a vicious circle: exits leave them short-staffed, which leaves remaining personnel to deal with increasing workloads, leading to further burnout and more exits.
The tech industry is certainly not immune. While there may be no magic solution, communication goes a long way. Dialogue and resources surrounding mental health and Justice, Equity, Diversity and Inclusion (JEDI) send a powerful signal to employees and can move the needle on company loyalty.
Remote, Hybrid and In-Person Working Models
Some prefer working from home, while others thrive in an office environment. One thing is for certain: everybody now has an opinion. Companies that lack flexibility will find themselves at a competitive disadvantage when recruiting.
Tech is ahead of the curve in this regard, with many in the industry already accustomed to remote work. While those in other industries fumble around with Zoom buttons, it may not be technical aspects that create a challenge within tech, but cultural ones. Communication, collaboration and teamwork are key, and companies must find successful approaches to facilitating them remotely.
Another consequence of the remote workforce is the untethering of physical proximity from recruiting. As a result, compensation expectations will become de-linked from geography.
Managing Five Generations of Workers
Traditionalists, Baby Boomers, Gen X, Millennials and Gen Y are all present in today’s workplace. While tech is forward-looking by nature, it’s important to establish mentorships and facilitate the exchange of knowledge.
Equally important is providing each generation with a fulfilling environment. For all of the discussion surrounding generational differences, studies show that the desire for flexibility, work-life balance and employers who reflect employee values spans generations.
Evolving Benefits and Perks Paradigm
Benefits packages are becoming increasingly personal. Investment matching, personal development programs, home office budgets, child care and flexible vacation packages are among popular perks. When competing to recruit and retain top talent during an employee’s market, nothing is off the table!
Soft Skills are Hard to Ignore
It goes without saying that the technology industry requires technical skills. What’s also irrefutable is that much of this specific know-how has a shelf life. Like those in other industries, tech companies are wisely emphasizing softer skills such as communication, organization, problem-solving, project management and resourcefulness. Technology may impact the day-to-day operations of the workplace, but these aptitudes will continue to be relevant.
Though not simple, the path forward to creating a workforce that is resilient against the factors that have led to workplace attrition boil down to creating a bond between company and employee. Team members want to feel appreciated through salaries, creative benefits packages, JEDI initiatives, flexibility, and two-way communication and they want to know that the companies that they work for prioritize work-life balance and happiness. Those that do these things will position themselves as leaders in recruitment and retention.
Assessment and certification processes, like the ones we conduct at the Canadian Workplace Culture Index, can help measure and improve company culture. While there are unique challenges affecting today’s workplace, staffing chief among them, there are also incredible opportunities for those who rise to the challenge.
Kemp Edmonds is the Managing Director of The Canadian Workplace Culture Index.
Ideas Are Virtually Worthless
We have all discussed great ideas with friends, family members, coworkers and acquaintances. A lot of folks think they've got the next big thing rolling around in their heads. I once thought that but I was living in a fantasy and was in my early twenties. Are those the same thing?
Ideas are meant to be set free
Sometimes people want to have signed non-disclosure agreements(NDAs) before talking about their ideas. Those NDAs are easier than ever thanks to services like Contractually so that's not the same issue it once was. This philosophy of coveting ideas has always stuck with me when it comes to coveting ideas...
This rings true with one of my personal philosophies about writing, publishing and blogging: If you don't share your knowledge no one will know that you have it. Another personal philosophy I've developed that I share with anyone willing to listen is that ideas are worth 1% and execution is worth 99%. This makes some people a bit sad but it rings true for everyone.
Execution isn't everything
The missing ingredient in my formula was something akin to timing but not quite. Something akin to market fit but not quite. I found my answer after reading another post on LinkedIn from David Allison about the idea that everything at work and in our personal lives should go through three stages: Vision. Alignment. Execution. Alignment is the missing ingredient. Whether we are deciding where to go on our family vacation, where to go for lunch or which software solutions to purchase as a company to execute successfully on our vision or idea we much find alignment before we execute.
Ideas are virtually worthless
I'd love to hear your thoughts, scathing reviews, corrections, ideas and questions.
Additional Reading: Ben Parr's astute assessment of the question: "I am creating the next Facebook and need funding. What steps should I take next?"
Case Study: Facebook & Labour Law in Canada
This incredible story begins in Edmonton when a veteran worker began posting to Facebook about their direct management. Sometimes while on the job and sometimes from home.The statements were 'offensive' according to some sources. The employee may or may not have known but all of their posts were public based on their profile settings at the time.
The posts referred to one of the supervisors as "evil," a "bitch," a "hag," "C_unt" and "the devil". The other supervisor was characterized as a "yes man" and an "idiot". The posts also contained threatening language such as "DIE BITCH DIE" and "WRONG AGAIN BITCH you gonna be the one missing PERMANENTLY" - Field Law's Workwise Newsletter.Around the same time... beginning in June of 2009 Facebook started experimenting with changes to the site that were altering user's privacy settings and started new users with 'open' profiles by default:
- The Day Facebook Changed Forever: Messages to Become Public By Default -ReadWriteWeb, June 24th, 2009.
- More Ways to Share in the Publisher -Facebook Blog, June 24th, 2009.
- Facebook Privacy Changes Go Live; Beware of "Everyone" -PCWorld.com December 9th, 2009.
Around this time I began working at BCIT and was appearing in the media speaking about the barefoot bandit, political social media gaffes and social media charlatans. I had also been lucky enough to develop courses at BCIT. These things and a strong LinkedIn profile along with an honest and transparent online persona spurred a law firm in Edmonton to reach out to me.
The conversation was interesting to say the least. The information communicated to me demonstrated that the need for individuals with the knowledge and skills to discover information about social networks in these types of cases is large and growing. Young lawyers may have used Facebook or Twitter since they were teenagers but they don't necessary understand these networks in enough detail to be of assistance in these detail orientated cases.
The work was around what's called an agreed upon 'Statement of Facts' that both the griever and the defendant agree to. I was tasked with analyzing and creating an accurate statement about the state of Facebook at the time of the incident. If the grievor challenged any items in the Statement of Facts I would be required to take the stand as an expert witness. This was an interesting position to be in. The other lawyer would be challenging me as an expert in the field while I was on the stand. The grievor eventual agreed to the 'Statement of Facts' and I wasn't required to testify.
I'd love to talk more about my opinion on the case and the circumstances surrounding it but I am unable to comment on the specifics of the case at this time as the decision may be subject to a judicial review(an appeal). It is therefore not appropriate to publicly provide my opinion on the outcome of the decision. Although I can share with you the case study as published publicly by the law firm I worked for. They also quote some of the posts made by the employee on the first page. Be sure to read it through as it is extremely insightful and interesting.
This emerging and interesting new field of the law has definitely gotten me excited to do more work like this. It also spurs some interesting questions for me: What is an expert? What is a reasonable person? How would a reasonable person be expected to understand Facebook's privacy settings? Questions abound, but more importantly what do you think of the case?
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