Job stress is a common issue that can significantly impact both employee wellbeing and business productivity. While a certain level of stress is normal and even motivating, chronic stress over time can lead to absenteeism, poor performance, mental health issues, and higher turnover rates—ultimately harming your business.

A 2023 study by Statistics Canada revealed that over 4.1 million Canadians (21.2 percent of those surveyed) reported experiencing high levels of work-related stress. The consequences are not just emotional—physical problems like headaches, sleep disturbances, and cardiovascular issues are also common. Mental health is also affected. Anxiety and depression are closely linked to prolonged job stress, with one in three Canadians citing job-related stress as the primary cause of their mental health struggles.

As an employer, it’s important to recognize the signs of chronic stress among your employees. Watch for emotional outbursts, irritability, low productivity, or physical symptoms like fatigue and muscle tension. However, not all symptoms are easily visible, making it crucial to foster a culture of mental health awareness and provide support for those struggling with stress.

Common sources of job stress include unrealistic workloads, poor work-life balance, unclear job expectations, workplace conflict, and unsafe working conditions. To reduce stress, employers should take proactive steps such as setting clear job expectations, providing adequate resources and training, promoting a supportive work environment, and offering flexible work options.

Additionally, offering an Employee Assistance Program (EAP) and stress management training can help employees manage stress effectively. A healthy, supportive work environment not only boosts employee morale and productivity but also helps attract top talent and reduce turnover, benefiting the business as a whole.

A global leader in HR and health & safety consulting, Peninsula has been supporting small and medium businesses for 40 years. We are trusted by over 140,000 SMBs globally. In Canada, we helped over 6,500 SMBs with tailored HR documentation, 24/7 employer advice, and provide employment management software. We pride ourselves on delivering a service that mitigates risk, adds value, and allows businesses to focus their time on what matters most.

Workplace leadership specialist, educator and award-winning author Pierre Battah spoke on both days of the Hardlines Conference.

With his wit and insight, Battah delved into discussions on the importance of leadership, particularly in elevating the voices of others and fostering a positive work environment. Day two’s talk revolved around many topics, including employee retention and psychological safety.

The role of employee management often falls on others, not just the person in the HR department, he said. The people you work alongside and mentor should keep you “mindful of the fact that your next generation of leaders in your company are probably already there,” and they will need a good leader.

Leaders should also provide positive feedback on a regular basis, particularly in a 5:6:1 ratio of positive to negative feedback to maintain employee engagement and motivation. Implement a system to “catch people doing things right” and recognize their contributions, he suggested. He also outlined the 12 elements of employee engagement, one of which is psychological safety.

Building psychological safety involves recognizing the importance of using people’s strengths and developing their emotional intelligence. Employees must feel safe to express themselves and take risks without fear of humiliation.

Jason Tasse, president of Lee Valley Tools, shared his insights on innovation and culture at the recent Hardlines Conference, held at the Fairmont Le Manoir Richelieu in La Malbaie, Que., last month. His discussion revolved around his philosophies of pride, presence, (being) practical, people (before profit), and play – at work and in the long game.

Tasse illustrated that Lee Valley’s culture is built on practicality, a people-first approach, and long-term planning. Leadership training emphasizes collaboration and emotional connection.

Tasse began his career at Lee Valley 29 years ago in his hometown of Ottawa, starting out in the lumber yard. He assumed the role of president on Jan. 27, 2021.

“I’m reminded of the privilege offered to me to lead, inspire, and guide,” he said during the conference. “I’m reminded of the countless individuals who have placed their trust in me knowing that the decisions I’m going to make, and the actions I’m going to take, are going to have a profound impact on our lives. I love my job. I love the people I work with and the brand I work for. I’m proud of this.”

Tasse also highlighted the cell phone ban policy during meetings to ensure everyone is focused and mindful. Lee Valley has a unique culture, he said. There is no minimum wage, employees do not work on commission, and the rate of layoffs is minimal.

“We’ve only had two layoffs in almost five decades for a retail company. That’s pretty impressive. Our people are encouraged to solve customers’ problems at the lowest cost to the customer, and yes, sometimes that means sending them down the street to a competitor because it’s the right thing to do.”

As part of his presentation, Tasse gave accolades to three employees who exemplify their commitment to the Lee Valley brand.

To fuel the future growth of IKEA, the brand maintained its focus on recruiting quality talent while creating life-long relationships with its existing co-workers. Last fiscal, IKEA Canada saw a significant decrease in co-worker turnover rate, starting the year at 35 percent and ending at 24.5 percent, the lowest turnover rate in a decade and more than 10 percent less than the industry average of 37.4 percent.

IKEA Canada says it plans to continue this downward trend by focusing on the things that matter most to co-workers such as flexibility, financial tools and options, development opportunities, and mental health benefits. It also plans to boost wages and employ new technologies to improve retention and recruitment.

In 2022, across the company’s 600-plus stores and warehouses the quit rate fell to 17.5 percent in April, from 22.4 percent in August. In the U.S, UK, and Ireland, each departure cost IKEA $5,000 or more in rehiring and retaining costs, according to a Bloomberg article. In the U.S., the company’s quit rate is more than 70 percent higher compared to other industries, according to a 2022 McKinsey report.

With the fall season underway, many employees face the “post-summer blues,” a period characterized by decreased motivation and productivity as the carefree days of summer give way to back-to-school routines. With shorter daylight hours and increased responsibilities, this transition can negatively impact team performance and engagement. However, employers have a unique opportunity to re-energize their workforce and set a positive tone for the busy months ahead.

To effectively manage this transition, a strategic approach focused on employee wellbeing, workplace culture, and engagement is essential.

Create a supportive environment: Recognizing the challenges of seasonal transitions is crucial. Employers should create a supportive atmosphere where employees feel comfortable sharing their feelings. Open communication enables organizations to provide necessary resources, helping employees combat burnout and restore their focus.

Encourage team building: Rebuilding team spirit after the summer season is important for restoring a positive work environment. Organizing team building activities can help employees to reconnect with one another

Offer flexibility in schedules: Remote work is rarely an option in retail environments. However, flexibility in schedules—if you can offer them—can significantly ease the transition. By supporting a healthy work-life balance, employers can help employees regain focus without the added stress of rigid schedules.

Set clear goals: One effective way to combat the post-summer slump is to introduce new challenges and establish motivating goals. Presenting opportunities for growth and learning encourages employees to re-engage and builds excitement about upcoming projects.

Promote wellness initiatives: Finally, launching or reinforcing wellness programs focused on mental and physical health can be especially beneficial. Offering wellness workshops or Employee Assistance Programs (EAPs) can help employees feel motivated, ultimately enhancing overall productivity.

By prioritizing these strategies, employers can combat the post-summer blues and help keep teams excited for the season ahead.

A global leader in HR and health & safety consulting, Peninsula has been supporting small and medium businesses for 40 years. We are trusted by over 140,000 SMBs globally. In Canada, we helped over 6,500 SMBs with tailored HR documentation, 24/7 employer advice, and provide employment management software. We pride ourselves on delivering a service that mitigates risk, adds value, and allows businesses to focus their time on what matters most.

Tom Newton is an executive coach with 30 years of experience. As head of Trillium Executive Coaching, he emphasizes the universal challenges of leadership and team management. “The people and the challenges are the same,” he says. “The challenges of leading a team and navigating through the complexities of changing environments are always the same.”

Newton distinguishes coaching from mentoring and consulting by focusing on open-ended questions and confidentiality, which foster both performance and responsibility. When a person takes on new or expanded responsibilities, “the challenges of navigating that new team—managing and leading—are always paramount,” he says. The pressure to perform and meet targets can be overwhelming.

Often, Newton observes, people feel they must be the solution provider for others, believing they need to have all the answers. “I like to use a metaphor: imagine walking up a mountain with a full backpack. What’s in their backpack?”

This “backpack” includes the weight of team responsibilities and individual roles within the team. Newton explains that in some company cultures, employees can become accustomed to asking their boss how to handle certain aspects of their role. “A leader might say, ‘Let me show you how to do this,’ or ‘Let me tell you how to handle this.’ That can be enticing for the boss, because they get to share their knowledge.”

However, this dynamic can lead to dependence, where the leader takes on the burden of solving problems instead of encouraging independence. Newton equates this to putting more weight back into the boss’s “backpack.”

Coaching, he explains, provides a confidential environment that, by asking those open-ended questions, can prompt individuals to reflect inwardly and help them unpack and share responsibilities.

A press release from the Menopause Foundation of Canada (MFC) highlights findings from its recent Menopause and Work in Canada report, which includes an economic impact analysis by Deloitte Canada. The report reveals that unmanaged menopause symptoms lead to approximately 540,000 lost workdays annually, costing employers an estimated $237 million in lost productivity.

Women face a total of $3.3 billion in lost income due to a reduction in hours and/or pay—or from leaving the workforce altogether. Two million Canadian women are between 45 and 55, the age range when most reach menopause, and this cohort is projected to grow by nearly one-third by 2040.

“This work is helping to dismantle the institutional bias that still exists within workplaces, preventing many women from reaching their full career potential. [In the] longer term we believe this will be key to Sun Life’s competitive advantage and that it will contribute to healthier societies in which we operate,” said Helena Pagano, EVP and chief people and culture officer at Sun Life, in the release.

MFC is calling on employers across Canada to join its “Menopause Works Here” campaign, which offers organizations free tools and resources, including a comprehensive workbook that provides simple and practical steps employers can take to create their own pathway to better support women at this stage of life.

Walmart Canada has announced that the company is investing an additional $92 million in pay increases for eligible supply chain hourly and frontline management, and retail hourly associates.

“As a people-led, tech-powered, omnichannel retailer, we’re proud to offer wages that are market competitive or better—and our benefit plans are some of the best in the Canadian market,” said AnnMarie Mercer, chief people officer at Walmart Canada. “Investing in our people is an ongoing and important part of making sure we continue to attract great associates who want to stay and grow with us.”

The total compensation offering will include annual incentive bonuses aligned with company performance and comprehensive benefits coverage. Employees will also receive free and confidential 24/7 virtual care, employee assistance programs, and well-being programs through Telus Health and a 10 percent discount card for groceries and general merchandise. A deferred profit-sharing program and discounted stock purchase program are also being offered.

“These frontline investments are significant steps Walmart Canada is making on its ongoing journey to be the leading omnichannel retailer in Canada,” said Joe Schrauder, COO at Walmart Canada.

Earlier this year, Walmart Canada announced a $53 million wage investment in higher wages for store associates. ​In addition to pay increases, Walmart Canada also announced it will be investing in skills training and education offerings at no cost to the associate.

As Back-to-school season is in full swing, as parents face the challenge of balancing their professional responsibilities with the demands of their children’s needs for the new academic year.

Employers have a crucial role to play in relieving some of that stress to ensure that their employees can manage both work and family obligations effectively. Below are some strategies employers can implement to support working parents during this busy time.

Flexible work arrangements: Offering flexible work hours can be very helpful. Allowing employees to adjust their schedules, such as starting earlier or later in the day, can provide them with the necessary time to handle school drop-offs, attend parent-teacher meetings, or address other school-related tasks.

Paid parental leave: While not specific to the back-to-school season, having a strong and paid parental leave policies can support parents throughout the year. For those who are new to parenting or dealing with significant school-related changes, knowing they have access to paid leave can reduce stress and improve their focus when they are at work.

Open communication channels: Encouraging open dialogue between employees and management can help identify and address specific needs. Regular check-ins and surveys can provide insight into the challenges employees are facing and enable employers to tailor their support strategies effectively.

Mental Health Support: Recognizing the stress that comes with balancing work and family, employers should offer mental health resources and support. Access to counseling services, stress management programs, and mental health days can help employees manage their well-being and maintain productivity.

By implementing these strategies, employers not only support their employees through a demanding season but also work towards creating a more inclusive and supportive workplace. Ultimately, investing in the well-being of working parents contributes to a more engaged and productive workforce, benefiting both employees and the business as a whole.

A global leader in HR and health & safety consulting, Peninsula has been supporting small and medium businesses for 40 years. We are trusted by over 140,000 SMBs globally. In Canada, we helped over 6,500 SMBs with tailored HR documentation, 24/7 employer advice, and provide employment management software. We pride ourselves on delivering a service that mitigates risk, adds value, and allows businesses to focus their time on what matters most.

Read more articles of our back issues of HR Advisor here…

By Sarah McVanel

Sarah McVanel is the founder of Greatness Magnified, an organization that specializes in providing training programs and certifications for employees at large. She is a recognition expert, professional speaker, coach, author, and creator of F.R.O.G.—Forever Recognize Others’ Greatness. She invigorates companies to earn great people and to see their people as exceptional so that, together, they can create a thriving culture where everyone belongs.

“Perfectionism is a self-destructive and addictive belief system that fuels this primary thought: If I look perfect and do everything perfectly, I can avoid or minimize the painful feelings of blame, judgement, and shame.”—Brené Brown

As you can see clearly from this definition, there are a number of related concepts that we need to understand in order to manage perfectionism. It’s not like we can read a book and say, “Oh, I get it! That’s what perfection is! Now that I know, I can stop being so perfectionistic!” You can literally see how society reinforces and even fuels perfection.

Let’s take comparison, for example. We are meaning-making machines, and we compare ourselves to others. When I go into yoga classes, I have told myself, “You will not compare your practice to anyone else’s.” I know it doesn’t matter. I know it has no use. I know it’s the most “un-Zen” thing you can do, yet my brain goes there! “I’m not as bendy as she is.” “I wish I could touch my toes like he can.” “I wonder if I’d have the discipline the teacher has to do yoga teacher training.”

See what I mean?

Comparison is an enabler of perfectionism. Their co-dependency can be seriously unhealthy stuff. We can set an intention not to compare, yet our brain still does it.

It’s true that social media certainly didn’t help matters, as our smartphone is the Swiss Army knife of comparison. We look at pictures on Instagram, watch others’ lives on Facebook, compare our number of connections on LinkedIn, and even see how many more streaks someone has in Duolingo if we want! We have unending 24/7, 365-day opportunities for real-time data and fiction-fueling comparison.

Are you a perfectionist? Comparisons are not just external forces pushed down on us; they’re human foibles. That means we need to understand whether they’re immovable or if we can do something about them.

The ironic thing is that the more you are aware that comparison is inevitable and that being aware of it is key to keeping control over it, then perfectionism has a harder time digging its passive-aggressive claws into you.

• The next time you look in the mirror, notice one thing you like about yourself.
• The next time you talk to a friend, listen and take in a compliment they give you.
• The next time you sit across from your boss, rave about a win you’ve had.

Let’s look at where comparison is normally a weight or a burden. Acknowledge it. Name it. Notice it. As a result, it may become the very place where you find greater levity, lightness, and enablement.

This is our shared human experience, and therefore, the fact it’s so fickle makes it so fascinating. Comparison connects us all; therefore, we don’t need to make unhealthy comparisons—but rather understand that they are reactionary fiction.