Three Ways Canadian Employers Can Strengthen Their Retention Strategy

29
Jul 2022
217
A woman is sitting at a counter in front of a window.

Employers need an employee value proposition that goes beyond higher pay. Here are three areas to reexamine when competing for top talent in Canada:

As inflation tightens hiring budgets, many employers are reexamining their retention strategy. But it can be challenging to understand what today’s talent really wants. Ceridian’s 2022 Pulse of Talent surveyed more than 6,800 workers from around the globe and asked what they value from their current employers as well as what would keep them at their current jobs.

The survey found that 60% of Canadian workers are a flight risk, with 21% actively looking for a new role.  

There’s no one-size-fits-all solution to employee retention, and it’s clear that pre-pandemic strategies are no longer as effective as they once were. But this is a great opportunity to change your mindset around how you manage your people. Retention goes hand in hand with employee engagement. When employees are engaged at work, they’re more likely to stay.  

Here are three key areas employers should consider to boost their employee retention in the long run.

1. Overcome Burnout

One of the top strategies to improve your retention rates is to explore new ways of supporting the well-being of your people. Burnout can present itself in the forms of exhaustion, anxiety, poor sleep, and low engagement and productivity at work. 2022 Pulse of Talent found 84% of Canadian respondents have experienced burnout during the pandemic. When employees have had enough, they could look for a different role that allows them to alleviate this pressure.

The survey also asked employees what actions employers could take to reduce burnout. The top answer was mental health days, according to almost half (47%) of respondents. The close second answer was 42% saying they feel supported by their employer through flexibility.

HR leaders should consider what benefits their organization can offer employees to better support their mental and physical health. Some companies can provide the option of remote or flexible work at least one day a week or a set number of paid days off each year. Providing your workers with these options shows that you care about their well-being.

2. Support Skill Development

In an increasing digital world, it’s clear that people will need new skills as their jobs change. Understanding what these skills are and learning them is another obstacle entirely. What are the main challenges for employees who want to improve their skills? Thirty percent don’t know which skills they need for the future, 29% face time constraints, and 27% say financial resources make it difficult to acquire new skills. 

A staggering 8 in 10 Canadian respondents say employers should have all or some responsibility in their skill development. You can stand apart from your competitors by offering training and learning opportunities as part of your value proposition.

Providing innovative training methods can help your employees overcome cost and time commitment barriers, as well as benefits to your business. Upskilling your own workforce helps you build stronger teams, identify internal promotions, and create a clear succession planning strategy.

3. Amplify Diversity, Equity and Inclusion Efforts

Fostering a culture of belonging starts with diversity, equity, and inclusion (DEI). Many organizations have taken big steps in improving DEI in recent years.  Fifty-five percent of Canadian workers said their organizations are very or extremely diverse in the 2022 Pulse of Talent survey, and 69% said their organizations are good at fostering a culture of belonging.

More organizations are recognizing the importance of better DEI strategies, but having a plan isn’t always enough. While 50% of Canadian respondents say their employer has a DEI strategy, 22% of those people say they don’t see results reflected in the culture.

This survey made it clear that DEI has a huge impact on employee retention.  Nineteen percent of respondents reported that they were looking for work because employee and employer values weren’t aligned.

Sharing employer values is now an important aspect of belonging in the workplace. Measure your progress in DEI initiatives and share those results to clearly communicate that your organization values change.

By paying attention to these three areas, you can present a different employee value proposition to compete for talent beyond pay. The right retention strategy can help you retain your top talent and nurture your workforce resilience for the future.


 

At Ceridian, we create innovative technology that organizations around the world use to attract, develop, manage, and pay their people. Learn more about Ceridian and read the full 2022 Pulse of Talent report of global insights.


 

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.

 

 


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.
MORE NEWS