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Managing People and
Building Teams
Presented by Chris Pangrass
Chris Pangrass
• 16+ years of HR Experience
• Management and HR Diploma
• Pursuing a Chartered Professional in Human Resources
(CPHR) Designation
About our Presenter
Learning Objectives
Effective Strategies and Best Practices to:
● Attract the right fit
● Onboard and engage employees
● Retain and promote employee engagement
● Maintain safety and COVID considerations
MANAGING PEOPLE AND BUILDING TEAMS
Private and Confidential
The importance of “finding fit”
The importance of onboarding
Savings of training properly vs the cost of high turnover
Employee mindsets post COVID
How businesses may pivot
CORE DELIVERABLES
WHITE
Private and Confidential
Cost in both time and spend in recruiting
Recruitment steps
▪ Identify Need to Hire
▪ Create Job Description and Post Role
▪ Review Applicant
▪ Phone Screen
▪ In Person Interviews
▪ Work Samples/Tests
▪ Personality Tests
▪ Select Candidate
▪ Reference and Background Checks
▪ Extend an Offer
ATTRACT
WHITE
Private and Confidential
Identify a Need to Hire
▪ External vs Internal Hire
Create Job Description and Post Role
▪ Establish solid JD
▪ Where are you advertising?
▪ Be intentional and thoughtful on the skills required
▪ Think of targeted spots for specific roles (trade schools, associations)
▪ Sponsor jobs to drive hits
▪ Understand the market and your competition
ATTRACT
WHITE
Private and Confidential
Phone Screen
▪ This is first contact with potential employee
▪ Typically a “touch base”
▪ Listen to verbal cues
▪ Determine what matters
▪ Read the resume
▪ Be prepared to discuss
ATTRACT
WHITE
Private and Confidential
In-Person Interviews
▪ In-person meeting with candidate
▪ Obtain more detail
▪ Assess candidate's ability
▪ Assess the candidate and their rapport
▪ Go through a systematic set of questions
▪ Avoid “gut feeling”
▪ Avoid common interview biases
▪ Also an interview of the company for the prospective employee
ATTRACT
WHITE
Private and Confidential
There are things you are permitted and not permitted to ask
-Age -Clubs/Organizations -Disability
-Education -Gender -Height and Weight
-Language -Name -Photographs
-Religious Beliefs -Smoking -Sources of Income -Race/Colour/Ancestry/Place or Origin
ATTRACT
WHITE
Private and Confidential
Types▪ Aptitude/specific-skills
tests
▪ Testing skills in specific areas
▪ Work Simulations
▪ Example work scenarios that candidates have to work through
▪ Personality tests
▪ Myers-Briggs (MBTI), Colours, DISC
Pros Cons
• Same for everyone
• Additional layer of verification of skills/credentials
• Saves time on interviews
• Quantifiable
• Can be strictly job-related
• Easy to put too much stock into them
• Potential for bias
• Don’t give the whole picture
• Puts people in ‘molds”
• Potential for discrimination, if not executed properly
• Could be unnecessary and/or costly
ATTRACT
WHITE
Private and Confidential
Select Candidate
Reference & Background Checks
Create a proper EA
Make an Offer
ATTRACT
WHITE
Let’s Talk About This
Comments and Questions
Private and Confidential
Without proper orientation/onboarding procedures there is an increase in employee turnover
58% more likely to be with the organization after three years T h e W y n h u r s t G r o u p
2 distinct things
ONBOARD AND RETAIN
WHITE
Private and Confidential
Orientation-primary purpose-routine tasks
Typically over in a few hours
▪ First impressions matter
▪ Disclose housekeeping information
ONBOARD AND RETAIN
WHITE
Private and Confidential
Introductions to your business and the team
Rock Solid First Week
ONBOARD AND RETAIN
WHITE
Private and Confidential
Onboarding can last up to 12 months.
Introduction and training on business processes
Acclimation
Provides tools to become successful
ONBOARD AND RETAIN
WHITE
Private and Confidential
▪ Don’t lose the momentum
▪ Evaluate performance
▪ Provide feedback
▪ Allow for adjustment
▪ Engage HR if expectations are not being met
▪ Use probationary period
ONBOARD AND RETAIN
WHITE
Let’s Talk About This
Comments and Questions
Private and Confidential
Turnover had a cost
Engaged employees are more productive
Five times less likely to leave
ENGAGEMENT
WHITE
Private and Confidential
Not just salary and compensation.
Communication is essential
ENGAGEMENT
WHITE
Private and Confidential
Frequency:
▪ Yearly Reviews
▪ Quarterly Reviews
▪ Monthly/Ongoing Feedback
Types of Reviews
▪ Top-Down review
▪ 360 Degree Review
▪ Self-Assessment
ENGAGEMENT
WHITE
Private and Confidential
ENGAGEMENT
WHITE
Let’s Talk About This
Comments and Questions
Private and Confidential
Will all have experienced lockdown differently
Different psychosocial stress factors
COVID fatigue
Anxiety of coming back
Some may even have been sick
UNDERSTANDING POST COVID MINDSET
WHITE
Private and Confidential
Want to continue working from home
Safety Processes
Focus on benefits
Employees want to know
Their job is stable
The company cares
Open and honest communication
EMPLOYEE MINDSET
WHITE
Private and Confidential
Common FAQ’s
Can my employer require me to be immunized?
Can an I refuse to come back to work?
Can we fire an employee for refusing to get a COVID -19 vaccination?
EMPLOYEE MINDSET
WHITE
Private and Confidential
Reflect
Focused on what worked.
Debrief
Re-engage with employees.
Return-to-work discussions.
Employees will want you to be listening and taking action to their needs.
Starbucks
HOW BUSINESSES MAY PIVOT POST COVID
WHITE
Private and Confidential
Create support policies.
Leverage what you have done well.
Hybrid working models
POST COVID PIVOT
WHITE
● Business Coaching and Workshops
● Email [email protected]
● Next Workshop: Power of Community and Collaboration on
June 9, 2021
YEG Business Recovery Program
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