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.

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.

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.