Being your authentic self is becoming a familiar refrain as organizations have started recognizing the benefits of employees being able to be themselves at work. When the pressure of masking their identity to fit a certain image or standard is removed, employees can thrive as valued team members and contributors.  For employees to be authentic, however, organizations must be intentional regarding DEI (diversity, equity, and inclusion) and create a workplace that works for all. In great places to work, employees trust the people they work for, take pride in their work, and enjoy the peop ..read more

Employees can perceive work demand as a positive charge (i.e., manageable and rewarding) or a negative drain (i.e., overwhelming). It becomes a negative drain when they are consistently asked or expected to do excessive, taxing, unrealistic and stressful work.  Coping with these demands can result in longer days, lack of home- and work-life balance, fatigue and conflict. Employees who experience this for prolonged periods will begin to feel overloaded and overworked.  If negative work demand persists, it can result in emotional and cognitive exhaustion and can create an accumulati ..read more

The government of Canada is on track to reach its goal of welcoming 500,000 new Canadians by 2025 ..read more

In his latest shareholders meeting, Warren Buffet made a profound statement that AI is out of the box and there is no stopping it. Good or bad, it is here. He related it to the atomic bomb’s massive impact on the planet ..read more

How often have you asked someone you work with how they are, and you get a half-hearted, ‘good’ or ‘fine’? Maybe you have been the one to give the one-word answer because it’s easier than telling someone how you really feel ..read more

While programs like Bell’s Let’s Talk campaign have helped reduce the stigma around mental health, several indicators show that Canadians still have a lot to learn. There are many different facets of mental health in the workplace, and the terminology used to describe them can be confusing ..read more

Evidence suggests that resilience increases job satisfaction, happiness at work, organizational commitment, engagement, and productivity. So, it’s understandable that leaders would consider individual training as a means of nurturing resilience in the workplace.  However, uninformed buyers who don’t know to ask for evidence and stress-test the credibility of providers can fall into the resiliency training trap and be taken in by what I refer to as snake oil mental health interventions.  When employers purchase resiliency or mental fitness programs that focus solely on individuals ..read more

A psychologically safe workplace is designed to protect employees from mental harm and promote mental health. In these workplace cultures, employees are comfortable speaking up without fear of retribution or career risk. They feel they belong, are valued, and are typically more confident and comfortable in their roles.  ..read more

Cultivating a respectful workplace culture requires a comprehensive approach to create lasting change. At Respect Group Inc., workplace training is just one piece of the puzzle. We also facilitate group discussions on bullying, harassment, and discrimination to better connect with employees, boost engagement, and foster respect. Let’s explore the benefits of these conversations and best practices for success. The Value of Group Discussions on Sensitive Topics As organizational leaders, we should engage groups of employees in conversations about critical topics like harassment, bullying, and ..read more

Thanks to our funding partners, Mental Health Research Canada has been able to collect benchmark data on psychological health and safety in the workplace using the Guarding Minds Evaluation tool for over three years ..read more