Novel Recognition Study Aims to Help Attract and Retain Global Talent in Canada

CPHR Alberta and the Vantage Circle team uncover impactful insights in a first-of-its-kind study to help shape the future of workplace recognition in Alberta and across Canada. 

Alberta, Canada, June 2025  – Vantage Circle, the world’s leading Behavioural-Science-Powered Global Employee Engagement SaaS-Platform, in partnership with CPHR Alberta, is pleased to announce the release of a groundbreaking new report: “Reimagining Recognition: A Strategic Look at Workplace Recognition in Alberta.” 


As Alberta and Canada work to attract and retain global talent in a fiercely competitive labour market, the report offers strategic, research-backed guidance and insights better position themselves. This first-of-its-kind study combines insights from led sessions from senior HR leaders across Alberta and responses submitted to Vantage Circle’s proprietary AIRe™ assessment. 


The findings demonstrate how modern recognition practices can reinforce behaviours aligned with organizational success, and how HR professionals can be powerful catalysts for lasting culture change. CPHR Alberta’s forward-thinking approach equips members and their organizations with the insights and tools needed to create impactful, people-first recognition strategies. 


Ioana Giurca, CEO of CPHR Alberta, noted: 


“Alberta’s ability to compete in the global economy depends on attracting and retaining top talent. With this study now completed, HR and business leaders across the province have access to key insights to support their continued work in building thriving workplaces.  


The findings highlight that there is still more to be done in Alberta to ensure meaningful recognition programs are in place—programs that not only strengthen retention but also support both the bottom line and the people who drive business success. These insights are already shaping workforce strategies and driving meaningful change in Alberta’s business community.” 


Partha Neog, CEO and Co-founder of Vantage Circle, said: 


“Recognition plays a pivotal role in shaping organizational culture and employee engagement. This report offers valuable insights into how Canadian organizations are approaching rewards and recognition in a rapidly evolving work environment. We hope these findings will serve as a practical guide for HR leaders looking to create more meaningful and impactful recognition programs.” 


Key findings include: 


  • 40% of organizations actively promote recognition tied to behaviours that support diversity, equity & inclusion (DE&I), sustainability, and other organizational values. 
  • Over 80% continue to rely on service awards as the primary component of their recognition and rewards (R&R) programs. 
  • While 50% of organizations report that their recognition is based on both outcomes and behaviours, two-thirds of those admit they lack a structured process to consistently identify or differentiate employees who demonstrate those behaviours. 


The report also reinforces the strategic importance of certified HR professionals. Organizations that employ Chartered Professionals in Human Resources (CPHR) are better positioned to design and sustain impactful programs that retain top talent and support long-term business goals. 


Having a Chartered Professional in Human Resources (CPHR) within organizations is critical to achieving business objectives and safeguarding an organization’s greatest asset—its people. This is why Vantage Circle is entrusting a CPHR to support the growth of our Alberta office, hiring and retaining the workforce's top talent. 


This report aims to equip HR professionals with actionable insights to enhance their recognition strategies and align them with employee expectations in today’s hybrid work environment. 


Download the full report: Reimagining Recognition: A Strategic Look at Workplace Recognition in Alberta 



About Vantage Circle 


Vantage Circle is a leading global employee recognition and rewards platform powered by behavioral science. Trusted by over 3.2 million users and 700+ organizations worldwide, the platform helps build high-performance cultures by aligning recognition with company values and business goals. Vantage Circle enables HR leaders and managers to identify, recognize, and reinforce meaningful behaviors through targeted recognition, personalized rewards and incentives, and a holistic approach to employee wellness. With over 14 years of experience, the platform supports global enterprises such as Wipro, Infosys, Blue Star, Bosch, Tata Communications, Tata Motors, Tata Realty, Cognizant, Wells Fargo, and ACG in transforming how they engage and motivate their workforce. The platform is available in 16+ languages with localized rewards in over 100 countries, making recognition more relevant and inclusive. It also integrates seamlessly with collaboration tools like Microsoft Teams and Slack, enabling recognition to happen in the flow of work. 



Learn more at vantagecircle.com. 


The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



By Jessica Jaithoo August 26, 2025
Author : Veronica Flores, CPHR, Wood Buffalo Chapter In the fast-paced world of HR, we often talk about unconscious bias, diversity, and inclusion. But one subtle form of bias that continues to shape workplace dynamics, often without us realizing it, is the halo effect . The halo effect, as outlined in Canadian Organizational Behaviour by McShane, Steen, and Tasa, is a perceptual bias where our overall impression of someone, often shaped by a single trait, influences how we judge their other qualities. I experienced the halo effect in a way that has stayed with me ever since. As someone who immigrated to Canada from a vibrant Latino community, I brought with me not only my culture and language but also a strong set of personal values: dedication to excellence, deep respect for others, and a belief in the power of organization and continuous improvement. Over the years, I've built a life in Canada and grown professionally. One thing my colleagues quickly noticed? I’m extremely organized—my files are color-coded, I like to automate tasks and improve processes, and I genuinely believe that a tidy environment leads to a clear mind. But one day, that very strength—my love for order—became the only lens through which someone saw me, and not in the way I expected. Our team was switching workstations, and I noticed a new coworker, someone from a different cultural background, standing near their new desk, not quite settling in. I casually asked if they had moved in yet, and they replied, “I’m just waiting for you to clean it first.”  At first, I laughed, thinking it was a joke. But their expression stayed serious. That’s when it hit me: they had assumed I was there to clean their desk. Why? Because I’m Latina? Because I’m tidy? Because I was organizing my own space? I simply showed them where the cleaning supplies were and walked away. But the moment stayed with me, not just because it was uncomfortable, but because it revealed something deeper about how we perceive each other at work. Later, I opened up to another coworker about what had happened. She shared a story of her own: because she is from China, a colleague once asked her to perform acupuncture or massage their neck, assuming she must know traditional Chinese medicine. She was just as stunned as I had been. These assumptions weren’t rooted in malice, but they were rooted in stereotypes. And they show how the halo effect, when combined with cultural bias, can lead to reductive and even offensive conclusions. The Hidden Cost of Snap Judgments The halo effect doesn’t always manifest in such overt ways. Sometimes, it’s as subtle as assuming a soft-spoken employee lacks leadership potential or that someone who struggles with English isn’t as intelligent. These assumptions can influence hiring decisions, performance evaluations, and even day-to-day interactions. For HR professionals, the implications are significant. When we allow the halo effect to guide our perceptions, we risk reinforcing stereotypes and limiting opportunities for others. Worse, we may unknowingly create environments where people feel unseen or misjudged. Strategies to Counter the Halo Effect Here are a few practical ways HR professionals can help reduce the impact of the halo effect in their organizations: Get to know people beyond the surface. Take time to learn about your coworkers’ skills, experiences, and goals. Be mindful of cultural assumptions. Just because someone is from a particular background doesn’t mean they fit a cultural stereotype. Create space for conversations. Sharing stories, like the ones my coworker and I exchanged, can build empathy and awareness. Focus on inclusion, not just diversity. It’s not enough to have different people in the room. We need to ensure everyone is seen and valued for who they truly are. The halo effect reminds us that perception is powerful, but not always accurate. That day in the office reminded me that even positive traits can be misinterpreted when viewed through the wrong lens. And that inclusion means more than just being present; it means being seen clearly. So, as an HR professional, ask yourself: Are you seeing your coworkers for who they really are, or just through the halo of a single trait?
By Jessica Jaithoo August 8, 2025
Author : Nicole Mahieux, Nick Canning & Kendal Tremblay Mental health is increasingly recognized as a cornerstone of employee well-being, business resilience and community strength. For HR professionals, supporting mental health is no longer optional—it’s imperative. While conversations around mental health have gained traction in many industries, one critical sector still faces unique and persistent challenges: agriculture. Farmers and agricultural workers play a vital role in food production and national food security. Yet they are among the most vulnerable when it comes to mental health struggles. In fact, they experience some of the highest rates of stress, anxiety, depression—and even suicide. This is not just a personal issue. It's a workforce issue. It's a public health issue. It's a business issue. There are a range of compounding pressures makes farming one of the most mentally taxing professions.  These include: 1.Financial Stress & Unpredictability Unstable markets, weather-dependent outcomes, and shifting government policies contribute to a constant sense of economic uncertainty. 2. Isolation Many farmers work alone and live in rural areas where access to social support is limited. Social isolation increases vulnerability to mental health concerns. 3. Stigma Although mental health stigma is slowly decreasing, it remains a barrier—especially among men, who represent 74% of the agricultural workforce. Traditional gender norms often discourage open conversations or help-seeking.
By Jessica Jaithoo August 7, 2025
As a proud participant in the Glowing Hearts program , CPHR Alberta continues to champion the value that Canadian Armed Forces reservists bring to our workplaces. Since joining the program, we’ve seen firsthand how supporting reservists not only strengthens our communities but also enhances organizational resilience and leadership. The Value of Reservists in the Workplace Reservists are more than military personnel—they are strategic thinkers, adaptable leaders, and skilled collaborators. Their training equips them with discipline, problem-solving abilities, and a mission-focused mindset that translates seamlessly into civilian roles. Captain McKenzie Kibler of The Loyal Edmonton Regiment exemplifies this. In a recent deployment on Operation REASSURANCE, he developed leadership and operational skills that now enrich his civilian career. Watch his story here. Support, Recognition, and Incentives for Employers Supporting reservists doesn’t mean sacrificing business continuity—in fact, it opens the door to meaningful recognition and financial support. Through the Compensation for Employers of Reservists Program (CERP) , employers can receive grants to help offset operational costs when a reservist-employee is away for 30 days or more. At the same time, organizations that register their reservist leave policies with the Glowing Hearts program are publicly recognized on the Canadian Forces Liaison Council website and receive a certificate of support and digital badge. These benefits not only ease the logistical challenges of supporting reservists but also position your organization as a leader in community engagement and national service. Tools and Templates for HR Leaders To make it easier for organizations to support reservists, CPHR Alberta offers a Reservist Leave Policy Template. This resource outlines eligibility, leave procedures, compensation, and compliance with federal and provincial legislation—making it simple to implement a supportive policy. Access the template through the Member Portal.
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