How to Avoid Year-End Burnout

The final quarter of the year is here, and you’ve still got deadlines to meet, stuffed calendars, financial targets to achieve and team strategies to align for the next year. Even the holiday season can’t seem to make up for work-related exhaustion, stress, and anxiety. Long work hours and ever-growing to-do lists can take a toll and cause burnout for even the most hardworking and consistent employees.

Here are some tips to avoid year-end burnout, so you can peacefully enjoy the holiday season:

1. Prepare a “Priority List” – There will be several tasks to complete before the year-end but focus your attention and time on the essentials. Prepare a comprehensive “Priority list” that pushes you to complete tasks based on urgency. It’s important to understand what is crucial and time-sensitive before the year-end and what you can hold back until the new year.


2. Use Your Vacation Days – Spend time with friends and family and unplug completely on your days off. Breaks are important to energize your mind and boost productivity. A change of environment enhances creativity and sparks new energy into your work.

3. Schedule Me Time – Recharge your mind and body with a focused work out. Indulge in outdoor activities to fuel enthusiasm and build motivation. Bike rides, walks, yoga, and meditation are great stress busters. Additionally, schedule free time on your calendar and stick to it. It’s crucial to take some time out for yourself, even if it’s just 30 minutes a day.

4. It’s okay to say “NO” – Don’t take on more work than you can handle. It’s easy to say “YES” to everything and wanting to be that person to help others. Set clear boundaries on the things you can and cannot do. If you can’t physically and mentally spearhead another project, it’s better to say “NO” early on than feeling guilty for not meeting expectations.

Year-end burnout is real, but avoidable. Remember that you’re not alone. Confide in a colleague or manager. Be aware of your breaking point and take proactive measures to ensure that you don’t stretch yourself too thin.

Return to Work Anxiety: How to Help Your Employees

As governments loosen restrictions, many employers have begun developing plans to ensure that employees are brought back to an office setting safely. This includes operational and logistical considerations, setting up employee schedules, elevator usage policies and much more. But it’s important to also address and plan for how to deal with feelings of stress and anxiety around the return to work.

These uncertain times have taken a toll on the mental health of many employees, affecting future productivity and engagement levels. According to a survey conducted by KRC Research and Weber Shandwick, 45 per cent of employees are afraid that their employer will bring them back to the office before it is safe. Additionally, only 34 per cent of employees feel safe returning to work when there is a vaccine or treatment and 52 per cent of employees have growing concerns about the future of their company and their role.

Here are few tips that can help employers strategize for the new normal and address return-to work anxiety:

1. Communicate transparently and regularly
Consistent two-way communication is key to managing employee anxiety. Ensure that your teams receive regular updates about company performance, ongoing initiatives and any business-related information. Keep employees abreast of information that is critical to their role and to the success of your organization. Endorse transparency and engage teams to be a part of the growing conversation.

2. Implement Recommended Public Health Measures
Employees need to be aware of how the company is implementing, monitoring and enforcing government recommended public health measures. CDC provides a comprehensive guideline to help businesses and employers respond to COVID19 within the workplace. Provide your employees with assurance that preventive steps are being taken, closely monitor developments and update protocols as the situation evolves.

3. Provide training to leadership teams
Employees will depend on their managers and leaders to ensure a smooth back to work transition. Organize virtual training sessions that focus on managing a hybrid workforce, developing emotional intelligence and building a collaborative work culture. Arm your leaders with the necessary resources and tools to effectively address employee anxiety over return to work and provide healthy ways to cope with it.

4. Be Flexible
If your company has implemented remote work, consider surveying your employees to see how they feel about continuing that arrangement for a definitive period of time. Gauge the success of your remote work experiment by monitoring the productivity and engagement levels. Employees will expect flexibility, particularly if they are looking after children and parents. For employees that thrive better in an office setting, evaluate and plan for hybrid working arrangements.

How to Market Company Culture on Social Media

There aren’t too many companies today that don’t have a social media presence. Social media is a mainstream marketing tool, highly effective at growing brand awareness, cultivating relationships with your customers, and promoting your products or services. But do you ever use this all-star tool to highlight your company culture? If the answer is no, you’re missing out on an important opportunity to attract talent.

Passive and active job seekers will inevitably explore your company pages across different social channels and will even look at profiles of your existing employees. Which is why it’s so important to regularly post social content that paints a genuine portrait of your company’s culture, the perks and benefits of working there, and the amazing people that you employ.

Celebrate your employees
One way to showcase your company on social media is by celebrating your employees. Highlights of employee milestones, personal stories, and welcome messages about new additions to the team are great suggestions. A big trend on social media right now is content around unique ways in which people are working from home and dealing with its challenges (sometimes comically). Doing this shows the potential candidate that you value your workers, that you take pride in their contributions. Plus, such posts are also more likely to result in greater brand advocacy, yielding more internal likes and shares.

Promote company events
Does your company host a regular social outing? Or do you organize an annual team building affair or a charity drive? If so, show it off! Candidates love seeing the fun (and charitable) side of your business. While the pandemic has put the zap on any physical events for the time being, if you’re big on organizing any virtual ones, like a virtual coffee break and catch-up session, make sure to promote this as well. It’s important for potential candidates to see that you are going the extra mile, especially now, to bring your team together, in a fun way.

Profile your leaders
Building a profile for your leadership team is also a good way to showcase your company culture. Some organizations post written messages by leaders, others share videos of them speaking about an important topic. Videos, in fact, generate 12 times more likes and shares than text and images. Both are great ways of showing their personalities and thought leadership. Also, encourage your leadership team to comment on content posted through the company page. A vocal leadership team that is at the forefront of your content will give a glimpse to potential candidates of how your company operates.

Boast about perks and benefits
If your company provides any cool perks or in-demand benefits, talk about that in your social media content as well. For example, one company we worked with allowed dogs in the office every Friday, so their social media post for Fridays included photos of dogs working alongside the employees with a cheeky caption. Company perks, progressive policies, and benefits are all the hype and something that candidates definitely look for when choosing which company to work for.

Identify your values
Lastly, but very importantly, don’t forget to include curated content about your company’s values. Whether it’s a statement about your commitment to diversity and inclusiveness or philanthropic initiatives, job seekers want to know what you stand up for, what you believe in, and what principles guide your organization. By being vocal about this you will more likely attract candidates that share these same values.

It’s a good idea to embed company culture in all of your marketing materials but social media allows you to do it in creative ways, more frequently, and helps to spread the message further. By seeing who you are as a company, candidates will be able to make more informed choices and be better matched to your culture.

4 Ways to Boost Employee Morale While Working Remotely

Retaining employee morale is a struggle point for many employers right now. The Society for Human Resource Management states that 65% of employers find maintaining employee morale during COVID-19 to be a problem.

It’s not surprising that decreased productivity and disengagement are the result of our current working conditions: working from home, often feeling isolated and anxious about COVID19, having to parent children while focusing on work tasks, unable to make meaningful connections with your coworkers virtually, and feeling burned out with limited outlets to relieve stress.

We have all heard the statistics before and know that happy employees make for a successful business. Disengaged workers can cost anywhere between $483-605 billion per year according to Gallup’s, State of the American Workplace Report, and that’s under normal circumstances.

But how to keep employees happy right now? It’s not so easy. Company owners and managers have to get a bit more creative, and go the extra mile, to keep their teams engaged, productive, and satisfied. We offer some simple ways to boost morale and retain your top talent throughout the pandemic and thereafter:

1. Provide Opportunities for Professional Development: Learning new things has never been easier. Offer your team time and resources to develop new skills, explore their creativity, and catch up on industry trends. This will build confidence and focus while helping to cultivate a growth-mindset for the company. Encourage participation at informative virtual events such as industry specific webinars. Show your employees that there is room to grow, even right now, by moving forward with rather than halting any career advancement opportunities. Lastly, allow your employees to apply their new knowledge as their evolution will ultimately translate into company growth.

2. Recognize & Reward: This is not the time to skimp on praise and recognitions. Mental health issues are on the rise. The challenges of working in isolation have led to lower confidence and general feelings of being left out. Provide recognition to your team for their efforts to keep them feeling motivated and valued. Cultivate a work environment that supports constant feedback and acknowledgement. Consider rewarding employees for achieving targets and delivering quality work.

3. Celebrate “Togetherness”: Making work fun is a bit tricky right now when you can’t treat your team to after work drinks or organize a company scavenger hunt where colleagues can bond over an entertaining activity. But it doesn’t mean that it can’t happen in other ways. Virtual company events can be as effective in bonding coworkers and providing opportunities for some fun. There are several new companies on the market right now that offer moderated virtual events such as murder mystery or bingo games.

4. Increase flexibility: Being a flexible employer right now is key. Working from home can easily blur the line between professional and personal life. This is part of the challenge and the reason why many employees are feeling overwhelmed, overworked, and therefore disengaged. And with kids at home it is often difficult to maintain a 9-5 schedule. Acknowledge these struggle points and work with your team to develop a plan that will ensure optimal productivity even if that means they have to take the afternoon off but work into the night.

Make employee wellness the center of your business strategy. Invest in strengthening your employees’ emotional commitment towards work and focus on engagement practices that will help them to flourish and feel united with the company.

Remote Onboarding: How to Better Integrate New Hires

When we bring on a new employee, we go the extra mile to make them feel welcomed. We like to leave a special note on their desk with a motivational message. There are lots of introductions and friendly handshakes. Maybe a special lunch event organized. But alas, not anymore. Remote onboarding has proven to be a totally different experience.

While it’s hard to recreate the enthusiasm that you get from a physical in-person introduction to a group of people in an office, making new employees feel appreciated and welcomed should not be deprioritized during this time. Companies can simply make some adaptations to their regular on-boarding routines and make use of technology in order to continue to make a great impression on new hires.

For this article, we spoke with Mark Nishikawa of HIRE Technologies and Lindsay Carson of ProVision Staffing, both of whom had to be introduced into our work family remotely. They shared tips and experiences to help us craft a guide for a more successful onboarding of remote workers:

Digitize on-boarding documents

On-boarding employees usually involves a lot of paperwork, from signing deposit and tax forms to integrating the new hire into a company-wide benefits plan. Digitizing these documents can translate into meaningful time and cost savings for the employer and employee. HR software such as BambooHR, WorkBright, ClearCompany, Zenefits & ProProfs Knowledge Base automate the on-boarding process. For example, ProProfs Knowledge Base helps managers create a virtual employee handbook to familiarize new hires with company policies, vision, mission etc. “Digitizing the onboarding process frees managers from manual paperwork and allows them to shift their focus on optimizing new hire engagement,” Mark suggested.

Setting up a work-from-home station

Cloud-based technologies make it easy for new employees to hit the ground running even from home. Offer assistance in setting those up and make sure to assign appropriate user permissions to avoid frustrations. “It’s helpful to get an overview of what applications and tools are required for the job and to have the login credentials noted in one place,” Lindsay suggested. Be sure to also ship any required hardware (such as laptops) in advance of the start date, preferably all set up and ready to go.

Communication is key

Good, widespread communication is always important but especially so when everyone is working remotely. Announce the addition of a new employee with a company-wide email briefly outlining their role. Include a short profile with their interests and hobbies to help start conversations among the team. “It helps to feel welcome when your manager reaches out consistently and tries to answer your questions,” Lindsay pointed out.

Use Video Conferencing

Face-to-face interactions through video calls are vital to the success of remote onboarding. “A group call to introduce the members of the company is helpful because you can put a face to a name,” Mark mentioned. Organize regular group video calls, even if brief, for the benefit of helping the new employee interact with their coworkers, rebuild office banter, and help keep your company culture alive.

One-on-one meetings

Don’t forget that new employees need a little bit more attention. You want them to last, you want them to be engaged, and you want them to succeed, after all. In an office it is easy to see when someone is struggling or finding something to be a challenge. But remotely not so much. One-on-one virtual meetings or calls between the new employee and their manager are a good way to provide support, identify struggle points, and nurture a professional relationship.

Benefits of Hiring Remote Workers

Remote work life has become the ‘new normal’ for most of us. Staff Accounting, Bookkeeper, Accounting Clerk and Coordinator are some of the fastest growing Finance & Accounting job categories in the work from home landscape. Cloud-based technologies and collaborative platforms have enabled smooth remote work transition for companies and have allowed employees to experience the power of utilizing data in the cloud.

Here are some benefits of hiring remote workers:

1. Reduces Business Costs
Hiring remote workers can result in significant business savings -office expenses, including infrastructure, utilities and supplies. Additionally, not all employees that work around the 9-5 clock are productive, resulting in more time wasted. With remote workers, hours billed = hours worked.

2. Increases Productivity
When companies offer the flexibility of remote work, employee satisfaction and productivity increases. 77% of remote employees say they are more productive when working from home (HubSpot, 2020). Employee monitoring software such as Teramind, VeriClock, ActivTrak, TimeDoctor are valuable productivity tracking tools that can help employers validate hours billed to hours worked.

3. Access To Deeper Talent Pool
Unrestricted by geography, hiring remote workers expands your talent pool and increases your chances of acquiring top talent. Your company now has the flexibility to staff based on business priorities and can hire specialized workforce for specific remote projects. Since 2015, the number of employees working remotely has grown by 44 percent (Wong, 2020).

4. Reduced Employee Turnover
Companies that hire remote workers also benefit from reduced employee turnover. 90% of employees claim that flexible work arrangements and schedules have increased their morale (Flexjobs, 2020). Employees enjoy the boost to their work-life balance that comes from a remote position and tend to stay at their jobs for a longer period of time.

The world might never be the same again as this remote working mandate takes over our traditional 9-5 regime. Remote work benefits employees and does wonders for businesses as well. At PTC we connect you with F&A, Administrative and Human Resources professionals who can work remotely.

5 Tips for Successful Business Continuity During COVID19

By our sister company, ProVision Staffing

Even under these unprecedented circumstances, some businesses are continuing to operate smoothly. What’s their secret? They acknowledge the challenges and also focus on the opportunities to make their company more resilient.

We offer 5 important strategies for businesses on a mission to stay alive, stay relevant, and come out of this pandemic less harmed:

1. Invest in remote work setups – Since 2010, the amount of people that work remotely once a week has grown by 400%. (Hubspot Research) Prior to the global pandemic, only 41% of global businesses offered remote work flexibility (flexjobs.com). Now is the time to increase your company’s investments in videoconferencing tools and collaboration software, many of which do not require a huge budget.

2. Consider contract employment – Contract employment gives businesses the freedom to “hire talent on-demand”. The flexibility and scalability of contract staffing allows businesses to achieve their long-term and short-term growth targets, which makes this staffing solution ideal for challenging economic times.

3. Keep communicating with & supporting your employees – It becomes extremely crucial to calm and reassure your workforce during such uncertain times. Employers must encourage upskilling, boost morale with special incentives and schedule regular video calls etc to maintain your teams momentum.

4. Plan for the future – Use this decrease in pace to re-evaluate and identify new business opportunities. Start building new connections, growing your social media presence and developing a strong comprehensive plan for COVID19 recovery.

5. Support your client base – Show your clients that you are here for them, and that you care about them. Avoid pushing for sales and take the time to listen to their concerns. Strengthen existing relationships by providing solutions that will appeal to them and that are relevant under existing circumstances. It is important to be recognize and plan that your customers’ requirements might change post COVID19.

It’s important for businesses to be adaptable and open to change. Post COVID-19 the world will likely be a different place, at least for the next little while, and businesses that are set up to adapt to the “new normal” will have the competitive advantage.

Contract Staffing To Support Your Business

PTC has been in the recruitment business for 3 decades and has witnessed multiple economic ups and downs, from the global financial crisis to the current COVID-19 pandemic. As we navigate this unprecedented landscape and its impact on the economy, we continue to support companies by providing temporary and contract staffing solutions. 

Businesses can benefit from contract staffing in a number of ways, especially in such challenging periods:

Cost-Effective Solution 

In order to remain competitive, to reduce overhead costs and to manage cash flows in such uncertain times, hiring temporary employees proves to be a cost-effective solution. Temporary employees work on specific projects for certain number of hours. If your business is seeking short-term support or requires additional help to manage workload due to unexpected external variables, hiring contract workers is ideal. 

Specialized Workforce 

Temporary and contract workers are equipped with specialized skill sets and hone a wide range of industry knowledge and experience. As a result, they are well-armed to fill skill gaps within an organization, allowing for businesses to continue with smooth operations.

Shorter Hiring Process

Businesses turn to contract workforce solutions because they benefit from a shorter hiring process. Contractors are experienced with time-sensitive projects and are often available to start immediately, once hired. 

Contract To Hire 

Hiring contractors is a great way for companies to test the waters and assess cultural fit. Companies get to work with contractors for a definitive period of time, allowing them to evaluate their skills and performance without having the pressure to commit to permanent employment.

Increase Talent Pool

Given this economic climate, many experienced candidates find themselves either unemployed or underemployed. Companies should use this opportunity to conduct a thorough ‘candidate market’ assessment and expand their talent pool to meet future workforce demand once the crisis settles. 

As we face the long-reaching implications of COVID-19 together, our goal is to support and champion your staffing needs at all times.

Benefits of Contract Staffing: Hiring in Challenging Times  

The Canadian labour market is shifting and growing, with contract and temporary workers making up half the workforce today. In 2018, temporary workers increased by 50%, outpacing the number of permanent jobs in Canada. This is in part due to different professional outlooks of millennials and GenZs but also a result of a much more flexible world.

How can employers benefit from temporary hires? Contract employment essentially gives businesses the freedom to “hire on-demand”. The flexibility and scalability of contract staffing allows businesses to achieve their long-term and short-term growth targets, which makes this staffing solution ideal for challenging economic times. 

Here are a few reasons why companies are making contract staffing an integral part of their hiring structure:

1. Cost Effectiveness And Lower Business Liability

Contract staffing eliminates payroll, benefits, and administrative expenses. When a company hires a full-time employee, it commits to providing salary, benefits and even accounts for all their expenses. However, with contract workers, you only pay for the hours the employee has worked with no commitment to benefit plans or bonuses. 

2. No-risk Hiring Flexibility 

More and more companies are turning to contract workforce solutions because it shrinks the hiring timeline. A flexible, contract-based workforce can easily meet dynamic business needs without long-term commitment. During crunch periods, employers can move full steam ahead for several months with complete operational support.

3. Immediate Results

Because of the varied experience that contractors gain through shorter term work commitments, their skillset is more diverse and often more easily adaptable.  Companies benefit from hiring a fully vetted candidate, who is ready to hit the ground running from his/her first day. Contract staffing allows employers to combat any skills gap for specialized projects or to meet seasonal demand. 

Don’t let hiring freezes, high employee turnover or complex hiring processes bring your organization to a crawl. Turn to contract workforce solutions and quickly acquire the skills and experience your company needs to meet the growing business challenges.