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Businesses take time to get ahead, but what do you do when your industry experiences a downturn? When the market tanks and your competition become stiffer, you must learn how to out-innovate your competitors.  

Itec group has your back, however, even during trying times. We have the tried-and-true tips to get through challenging times while still coming out on top.  

Statistics have shown that companies that make an effort to keep innovating during market downturns tend to outperform the market and grow faster in the years to come. Research from Northwestern University's Kellogg School of Management suggests that strategic investments in innovation can help determine which companies will thrive, survive, and stick around for the long term.  

Are you ready to come out on top during a market downturn? Let’s look at some ways you can out-innovate your competition when the market tanks.  

Don’t Copy the Competition, ‘Steal’ the Competition 

Don’t get us wrong, you can look at your competitors and analyze them to determine what trends, if any, are slowly ticking upward. That’s a perfectly reasonable thing to do and can help you determine your own business’ trajectory. 

However, what you need to avoid is trying to mimic or even outright copy other businesses that appear to be doing well despite the downturn. The problem is that just because a company is performing well in the initial dip doesn’t mean it’ll continue to do so.  

Rather than trying to copy what APPEARS to be working, you need to innovate on your ground floor. Take this as an opportunity to recruit talent from competitors as they become available. During volatile times, people will be looking for businesses that care about them and share their values.  

If you don’t have the budget for a new hire, that’s OK. You can still ‘steal’ the competition by pulling ahead of the curve and making your business more appealing to those looking for new opportunities. Read further, and we’ll tell you how. 

Focus on Streamlining Operations and Optimize Customer Service 

Instead of getting caught up in long-term uncertainties, focus on what you can change tangibly right now. What businesses need more than ever is streamlined operations and great customer service. By keeping your business running smoothly and putting your customers first, you’ll increase the likelihood that your clientele will choose your business over the competition. 

Let’s look at the 2008-2009 financial crisis. Fast food powerhouse McDonald’s focused their cost-cutting measures on items such as reducing energy consumption, streamlining operations, and creating a series of simplified menu offerings (dollar menu items) to push their efficiencies further and cut costs.  

You also need to hone in on your customers’ needs. In McDonald’s’ case, people still needed their quick, easy, comforting foods – but they needed them to be at a fraction of the cost. McDonald’s understood what their customers wanted at the time and focused on delivering products that directly appealed to their desires. 

Not only this, but these simplified items were also cheaper to produce, meaning McDonald’s wasn’t facing a severe financial loss by trying to create a new, “fancier” product in the hope of getting ahead of the curve. Essentially, they read the room, and they delivered. 

Strike a Balance Between Cost-Efficiency and Growth 

While you continue to focus on cost-effective ways to innovate to weather the market downturn, it's important to strike a balance between short-term cost-cutting and long-term growth. 

There’s a time and a place where the most cost-efficient innovation comes through groundbreaking products or services that make your business stand out.  

However, you need to analyze your respective industry to determine if that big a leap is the right move. In some cases, it very well might be. In others, innovating existing products and services to enhance their value may be not only more cost-effective but a better move for long-term survival.  

The trick is to analyze your business, the market, and your competitors to determine what the right move is for you.  

It’s a balance between weathering the storm and continuing an upward trend of growth. There is a time and a place to push for either. 

Check-in with Your Consumers 

In this day and age, there’s something to be said for investing in ways to develop stronger consumer relationships. This allows you to anticipate their wants and needs, as well as improve their overall buying experience. 

By keeping your hand on your customer’s pulse, you can steadily predict where they’re going to be willing to invest their money, even during difficult times. This insight can reveal key factors that might be missing from your business – factors that could encourage them to spend their hard-earned cash with you. 

Don’t be afraid to connect with your audience during trying times. Ask them what they’re looking for, what their pain points are, and what they would be willing to spend money on if you were to apply new innovations to your products and services. 

Empower Your Current Staff 

During times of crisis, you’re only as strong as your weakest link. However, that doesn’t mean the solution is to immediately start cutting staff to save costs – rather, you can empower your staff to help find solutions and maximize efficiency. 

Maybe you have a gap in your innovation plan that needs to be filled that you’re unable to outsource. This is when you can look internally and empower your employees to be a part of your long-term growth plan to keep the business running even through difficult times.  

Here are some ways you can help encourage your employees to be a part of your innovation plan:  

• Provide transparent and regular communication 

• Offer opportunities for upskilling and training 

• Recognize and reward employee contributions 

• Involve employees in decision-making processes 

• Foster a supportive and collaborative workplace culture 

• Maintain flexibility with work arrangements 

• Encourage innovation and creative problem-solving 

• Invest in employee well-being programs 

• Set clear and achievable goals 

• Reinforce a sense of purpose and alignment with company values 

• Reassure their job security 

 
Market downturns are just as scary for employees as they are for business owners. They may worry about their career prospects, the potential for layoffs, and an inability to support their families. Make sure your valued employees know they can be a part of the solution, rather than their elimination being the solution.  

By leveling up your current employees, not only do you further maximize efficiency, but you can also save a good deal of money if you don’t have the resources to outsource.  

Invest in Digital Marketing to Promote Your Growth 

Investing is daunting during a market downturn. However, to own a business is to diligently and intelligently direct the flow of money in ways that help the business grow. One of the primary means of growing your business is making sure your business is getting out there through smart, innovative marketing.  

Your business is only as valuable as its visibility. If someone is searching online for the “best place to buy tires in my area” and your website isn’t optimized to appear high in the search results, you could be missing out. And that allows your competitors to go in for the steal.  

Some examples of innovative digital marketing techniques include:  

• Leveraging interactive content such as quizzes, polls, and calculators. 

• Creating interactive content like quizzes or polls. 

• Using AI chatbots for personalized responses. 

• Optimizing for voice search. 

• Adding AR or VR to enhance user experiences. 

• Making content shoppable for easy purchases. 

• Including gamification to boost engagement. 

• Sending personalized email campaigns. 

• Partnering with influencers for brand promotion. 

• Using localized ads to target nearby customers. 

• Sharing user-generated content to build trust. 

• Posting short, temporary content on Stories or Snapchat. 

• Running geo-targeted ads for specific locations. 

• Making helpful video tutorials or hosting live streams. 

• Trying AI tools for faster content creation. 

• Sharing insights with simple data visuals. 

• Using retargeting ads to re-engage visitors. 

• Hosting webinars or virtual events. 

• Telling engaging stories through videos or blogs. 

• Exploring newer platforms like TikTok. 

• Selling directly through social media features. 

Choose itec group 

As industries continue to grow and advance, so does the need for skilled staff to fill the gap. Itec group has employment solutions that meet the needs of modern-day businesses. We understand that your business requires a skilled workforce to drive you forward into the future, and we specifically match you with the right professional for the job.  

If your business is experiencing job losses because of market downturns, we can offer you employment solutions to keep your business going. Don’t leave it to fate – trust in the leading-edge employment solution providers proven to work. Contact us today. 

You’ve likely heard of quiet quitting – the act of actively searching for a new job and allowing work performance to fall by the wayside. It’s an act of defiance when employees feel their current job is unsatisfactory, and it can be an employer’s worst nightmare. 

However, quiet hiring is quite different. While many businesses put out ads to bring in new employees, quiet hiring is a process of training an existing employee to take over additional responsibilities. Or, in other cases, hiring a temporary worker to fill a role as needed or seasonally.  

The primary appeal of quiet hiring is that you go directly to the source rather than advertising a role. This usually comes with additional perks for the employee and employer.  

Exploring Quiet Hiring - The Benefits, The Drawbacks 

The entire process of quiet hiring involves recruiting talent under the radar. Rather than taking the typical approach, such as advertising on LinkedIn or Indeed, talent acquisition within the company will approach their hiring prospects privately. 

Usually, this means internal talent will be scouted and provided with the opportunity to take on new responsibilities and learn new skills. This also usually comes with additional perks, such as an increased pay raise or other company benefits. It also bolsters your resume.  

In other scenarios, companies may choose to hire temporary workers to fill a position rather than hire a full-time employee. The reason for this is that additional help may only be required for peak seasons, so hiring a full-time employee is not only unnecessary but a waste of money.  

This also offers opportunities for those looking to fill internships or seasonal jobs while they attend school, but these temporary jobs aren't limited to these scenarios. 

With quiet hiring, the recruitment process is discreet. This can be beneficial if companies want to scout competitor’s former employees, onboard new staff without tipping off competitors, and start a new business strategy without making it public. 

This sort of practice is very common in the tech space and among start-up companies looking to gain their footing.  

After you catch the attention of a new hire, the next step is to sign a confidentiality agreement and complete the recruitment process – all without prying eyes knowing anything about it. 

The Benefits 

The benefit of quiet hiring is that you have the opportunity to advance existing employees or temporary ones instead of paying a premium to bring on and train a new hire. 

This provides internal employees with the opportunity to advance in their careers by taking on new responsibilities and training to fill a new role. This comes with additional perks such as:  

• Additional hours, assuming the employee wasn’t working full-time prior. 

• Increased pay and benefits. 

• Additional training, which creates a more desirable resume. 

• Ability to grow professionally within a team. 

For the employer, this also develops a company culture that focuses on advancing internal employees and creating a well-bolstered team of professionals who are loyal to the business. The difficulty with hiring permanent, outside employees is that there is no guarantee they’re going to be a good fit.  
 

The benefit of hiring internally: You promote people who are loyal to the business and offer them the opportunity to advance themselves.   

The benefit of hiring temporary: As harsh as it sounds, temporary employees are just that – temporary. In the worst-case scenario, they are much more easily replaced than someone promised a salary. Of course, the goal is to replace employees only when necessary.  

The Drawbacks 

Like any method of hiring, there will always be potential drawbacks. There is no sure-fire way to get the most ideal outcome, so it’s important to approach things the right way. 

The drawback of hiring internally: Not all employees are willing to negotiate more responsibilities. This is why it's essential that, before looking to advance an employee, you have a meeting through HR to ensure they're feeling happy and supported and that they have the capacity to increase their responsibilities.   

If an employee is already struggling to meet quotas and deadlines, bringing them more tasks and training could push them over the edge.  

It’s also good to ensure that the additional responsibilities come with reasonable rewards. This could come in the form of additional hours, benefits, a pay raise, or even the potential for further career growth in the future.  

The drawbacks of hiring temporary employees: Temporary employees don’t always have the same loyalty or drive to produce for the company. This can be because they are accustomed to gig-hopping or because their time with the business is finite.  

If an employee is only going to be working for a couple of months, they could be more relaxed with deadlines and less loyal to the business. While truly professional temporary workers are not like this, it is still a possibility.  

This is why a lot of quiet hiring happens internally. 

When It’s Appropriate and Not Appropriate to Quiet Hire 

There are several factors to consider when quiet hiring. A business should only consider quiet hiring in situations where: 

• Current employees and internal talent are ready and able to take on new roles 

• Ample training is available to advance employees 

• The business model focuses on professional development and upskilling opportunities to increase retention 

• The industry is experiencing staffing shortages 

• The company is comfortable and/or experienced with hiring temporary or freelance workers 

However, quiet hiring may not be the appropriate course of action when:  
 

• The employees do not have the capacity to take on new responsibilities or are at risk of burnout 

• There are skill gaps in the business where new hires are ideal for solving these issues 

• The headcount of the business is too low to fill new roles 

• The work environment isn't adapted to promote remote work or short-term staffing solutions 

The Importance of HR During the Quiet Hiring Process 

Human Resources (HR) is going to be essential when taking the plunge into quiet hiring.  

HR is there for the business and the employee, ensuring both parties are satisfied with the employment agreement.  

As mentioned previously, HR can step in and do meetings to ensure that any internal employees considered for a position can take on more responsibility. While this may seem like a repetitive point, it’s one of the more essential considerations to bear in mind. 

If employees are already struggling with their current workload, that means it’s likely better to outsource than it is to go internal. This is where HR can help a business make that determination. 

Not only this, but HR can also negotiate terms and conditions with employees to ensure that they are prepared and happy with the agreement. This can include conversations about what the employee needs to make the transition (training, support, etc.) and who will take over their previous position/responsibilities.  

It’s important to ensure that, when moving one employee to a new position, there are others able to take over pre-existing responsibilities. This ensures that business operations continue to run smoothly, and employees aren’t left feeling overwhelmed and unsupported. 

Once training and upskilling are organized and expectations are set, it’s time for HR to schedule when these tasks will be completed. It’s good for employees to understand how long the training will take and what’s expected to ensure they’re fully prepared for their new role. 

In the case of temporary workers, it’s likely this training period will be shorter, considering you’re more likely to hire someone with a pre-existing skillset.  

Quiet hiring is a strategic approach where companies fill skills gaps internally and redeploy employees into new roles or responsibilities without formally announcing job openings. It’s a strategic approach that enables businesses to advance the careers of internal employees or save costs by employing temporary workers.  

It’s an approach that benefits both employees and employers when executed correctly and can provide innovative solutions when new roles become available. 

Rely on itec group - a local leader in Recruitment Solutions 

Itec group is a leader in the recruitment sector, particularly within the rapidly evolving world of advanced manufacturing. In today’s competitive landscape, businesses must stay agile and future-focused, requiring a specialized workforce that is adaptable and forward-thinking. 

Whether you're hiring internally, on a temporary basis, or outsourcing talent, our industry expertise and market insights guarantee you’ll have the right people to drive success. 

With the right talent, your business stays ahead of trends and gains a sustainable competitive edge. Partner with us to build a high-performing workforce that positions your company for future growth. 

Contact our recruitment team today and let itec group provide you with the best workforce solutions in the industry.

Today, almost nothing is truly private. “The internet knows all” has never rung truer, and so too has the trend of “Quit-Tok” – AKA, broadcasting your quitting or layoff experience to potentially thousands (if not millions) on TikTok.  

This could be a potential nightmare for employers, because your digital reputation is hard to fix once it’s been tainted. It’s not impossible, but it’s better to avoid a potential issue before one arises. And now more than ever, you need to consider that we live in a digital age where anyone can take their grievances online, which means you need to know how to handle and mitigate potential damage.  

Fortunately, itec group is up-to-date not only with the current employment trends, but tips and tricks to deal with them as they arise.  

What is Quit-Tok? 

As we mentioned, Quit-Tok is a viral TikTok trend where people share their experiences quitting or being laid off – sometimes even while it’s happening live! Usually, they air a lot of grievances and “drag” the employer over the situation, garnering a great deal of discussion and online sympathy. 

Listen, many people have had lousy jobs. That’s why the trend is so viral. Most people can connect with the concept of working for someone who doesn’t appreciate you, or perhaps even mistreats you.  

It’s an unfortunate reality, but as an employer, it doesn’t have to be YOUR reality. 

The problem with this digital phenomenon is that the conversation is almost always one-sided. As a business, it’s hard to respond to Tik-Tok drama in a way that is both graceful and professional, especially if you don’t want to shift blame.  

It never looks good to point the finger, even if it's warranted. So, how do you combat online discourse about your business from a disgruntled former employee? 

Not every Quit-Tok experience is someone leaving simply because they’re upset. Sometimes, Quit-Toks detail experiences where a person feels the need to simply move on from a position and wants to share their experience with a broader audience.  

Either way, it’s not ideal and doesn’t reflect well on your business. 

Non-Disclosure Agreements - A New Age Necessity  

Non-disclosure agreements (NDAs) have always been essential in businesses that require a great deal of privacy. However, in the digital age, having a general non-disclosure agreement can help save you potential reputational damage. 

An NDA can prevent an employee or former employee from posting TikToks or other social media about their former employer, presuming the NDA includes provisions that prohibit confidential information, trade secrets, or other general sensitive details about the company.  

However, the scope of the NDA in question matters. If the NDA specifically only covers trade secrets and confidential information, it’s still possible that a former employee can post their general opinions or experience about your business, provided they don’t share those specified details.  

NDAs also can’t prevent a former employee from exercising their rights to report illegal activities (AKA whistleblowing) or discrimination, as those are generally protected by law.  

When you draft an NDA, work with a legal professional to cover all your bases to ensure your business’ privacy and reputation.  

What an NDA Does NOT Protect 

NDAs are primarily designed to protect confidential business information, trade secrets, and proprietary knowledge as well as reputation. There are legal limits to what an NDA can enforce, particularly when it comes to reporting illegal activities:

Abuse 

If you or an employee is aware of or has experienced abuse, whether it’s physical, emotional, or sexual in nature, NDAs cannot legally stop anyone from reporting this to law enforcement or relevant authorities.  

Human Rights Violations 

NDAs also cannot prevent anyone from reporting violations of human rights within the workplace; this can include discrimination, harassment, racism, sexism, or unsafe work conditions, which are protected by state/provincial labour laws or international human rights laws. There is no legal instrument that allows a person to sign away their basic human rights.

Protections 

In most jurisdictions, whistleblower protections exist to safeguard those who are trying to expose illegal or unethical practices, including both abuse and human rights violations. Signing an NDA does not prohibit anyone from being able to report these issues.  

Laws like the Whistleblower Protection Act or the Sarbanes-Oxley Act provide protections for employees in these circumstances, meaning even if they’ve signed an NDA, their employer cannot seek legal recourse because of violating said NDA in these cases.  

In Canada, we have our own whistleblower rights and laws called the Whistleblower Protection Act. 

How to Handle Online Reputational Attacks on Your Business 

So, what do you do if a former employee “flames” you online? Maybe you didn’t have an NDA, or your NDA didn’t specifically prohibit them from posting. It’s time to do some damage control! 

Step 1: Preventative Measures 

Listen to your employees before grievances get to the boiling point. As an employer, you have a lot of responsibility – we understand that. However, being engaged and actively involved with your employees allows you to do a temperature check on where they stand with your business. 

If you notice that an employee seems to be struggling, withdrawing, or notice their work performance is suffering, don’t be quick to point the finger. Talk to them about it. Offer support and see what’s bothering them before an issue becomes a major problem. 

You don’t have to wait until you notice something’s wrong, either; you can schedule quarterly check-ins with your employees and managers to ensure everyone is feeling good about the business and the work they’re doing. 

Step 2: How to Handle an Unhappy Employee 

It’s hurtful and hard to hear an employee is unhappy with their position, but don’t let it turn into a fight. That’s a surefire way to add fuel to the fire. 

Listen Actively:  

• Hear them out. Let them get their grievances out without interrupting or offering harsh judgment. Remember, you’re in a position of power, so talking down to your employee after they confide in you could make a small problem a big one.

Identify the Root Cause: 

• If the primary issue lies in, say, an over-zealous or demanding manager, scheduling issues, or workload, see if you can find the main cause of the issue. Identifying this prepares you to find possible solutions.  

Prepare a Plan: 

• In most cases, you can find solutions. Work with the employee to find a solution that works for BOTH OF YOU. Remember, it isn’t just about giving in and giving your employees everything they want every time they don’t like something – it’s about maximizing their efficiency while maintaining job satisfaction.  

• Say the issue is workload – see where you can offset things while also offering tips and ideas to increase output while mitigating the stressors that come with it. For some, this can be using an app to schedule out their work day-to-day. This can be a productive end-of-week task your employee can do to take charge of their work schedule.  

Be Willing to Make Tough Decisions: 

• Ideally, no one wants to see an employee go. But it’s better to come to the conclusion that someone isn’t being successful at a job and coming to a mutual separation, rather than a dramatic “break up”, if you will. This can look like re-assigning an employee to a different position within the company, agreeing to layoff, or letting that person go.  

• Depending on your situation, this may come with a conversation about severance, which you can have to ensure that your employee leaves feeling good about their departure. But it’s important to remember you can’t make everyone happy. However, if you do things by the book, you have the best possible defense in a situation where an employee is unhappy about their departure.  

Step 3 - Document Your Conversations 

For both the employee and employer’s records, you should ALWAYS document key points discussed and any agreed-upon steps or plans you’ve put in place. This provides accountability for everyone involved and makes sure there’s nothing lost in translation. 

What’s more, if you have no choice but to go the legal route, having documented evidence of your conversations that showed you took the best and most ethical steps in the situation provides good insurance for your defense.  

Step 4 - Report the Content 

TikTok can remove a video if it violates their community guidelines or terms of service. If someone is slandering your business, you can take the following steps to address the issue: 

1. Review the Community Guidelines: See if what is said in the video violates any of TikTok’s most current community guidelines. 

2. Report the Content: Provided the video violates community guidelines, you can proceed by reporting the content. 

3. Contact TikTok Support: If you need further clarification, contact TikTok’s support team to see what your rights are. 

4. Take Legal Action: In extreme cases that pose a threat to your reputation, you can have a lawyer take over the case. This may involve sending a formal cease and desist to the former employee in question.  

Quit-Tok might be a trend, but you don’t have to be a victim of it. Itec group helps match you with the right employees for the job. We’ll partner with you to deliver the recruitment solutions that fit your business’s needs, and the people you need to drive your business forward. 

Together, we will help you build and enhance strong and inspired teams that align with your business’ expectations and long-term goals. Contact us today.  

You’ve probably heard of the Great Depression, but in recent years, you may   

have heard of a similar term that reflects the opposite problem: the Great Resignation. But what is it, and why is it the cause of great regret among generations like Gen Z?  

The Great Resignation refers to a widespread trend of employees voluntarily leaving their jobs in waves, which began in the U.S. in 2021 and continued into 2022. This phenomenon was driven by several reported factors, such as the COVID-19 pandemic, changing work expectations, and evolving economic conditions.   

However, a recent survey showed that 80% of Great Resignation quitters regretted their decision. Though many people left to find better work- 

life balance and improve their mental health, only about half of those respondents were satisfied with these two areas in their new roles.  

The idea that “the grass is always greener on the other side” is pervasive and deceptive. In other words, just because you leave one job doesn’t mean the next one you find is going to be better.   

Please understand, we’re not telling you to continue working in poor working conditions. However, we suggest that you aren’t quick to jump ship in the vague hope that another position COULD be better.  

This potentially career-altering mistake could have serious consequences, so let’s explore alternatives to quitting. We’ll discuss how to make the most of your current job and, most importantly, how to advance your career effectively. 

Don’t let your resignation turn into Great Regret. Luckily, the experts at itec group have great advice.   

The Benefits of Staying at a Job Long-Term  

Long-term employees show that they’re dependable, which increases their chances of receiving an internal promotion and other benefits.  

Ironically, it also shows other potential employers years down the road that you’re a loyal employee, which makes you more hirable.   

The key is to stay with a job long enough to advance your career and potentially climb the ranks within the company. 

Taking on new responsibilities within a company is a learning opportunity that increases your skills and ability to improve your career prospects within the company.   

Long-term employees often reap additional rewards for their dedication. For instance, some companies offer a paid time off system that grants more vacation days to those with longer tenure.  

Other companies offer salary increases, a retirement savings matching program, or investment in a profit-sharing plan. 

All of this is only possible if you stay with a company long-term.  

Being known as a serial job hopper not only makes you less employable, but you also lose out on the opportunity to develop your professional skill set. A jack of all trades but a master of none could lead you to earn less.   

How Job Hopping Hurts Your Career  

Here’s how jumping from job to job too often can hinder career advancement: 

1. You Lose the Chance to Build a Strong Professional Network

Staying at one company or within a particular industry for a long time allows you to build a strong professional network. If you have a habit of job hopping, you’re not likely to make connections in your industry and are less likely to receive references if you need to move on. Not having connections within your industry can limit your prospective career growth.   

2. You Lack the Accomplishments of a Long-term Employee

You’re also going to have a harder time demonstrating accomplishments and contributions to previous companies. This puts you at a disadvantage when competing for jobs because your achievements don't measure up to other candidates. 

Employers typically favour candidates who demonstrate a consistent record of growth and progression. Constantly switching careers can make it challenging to show long-term commitment and development in any particular role.  

3. You Don’t Have Experience with Long-Term Projects

Many roles require involvement in long-term projects and strategic initiatives, and if you haven’t been in a long-term role, it’s less likely you have this experience.  Frequently changing jobs can prevent you from seeing projects to completion, leading to a resume lacking evidence of long-term contributions.   

4. You’re More Likely to Be Dissatisfied  

Just like how children who constantly move have a hard time adjusting to a new school and finding new friends – constantly starting over in new roles can lead to frustration and dissatisfaction.   

Remember, it takes time to adjust to new environments, build trust with your colleagues, and fully understand the company's culture and expectations or fully get a feel for the company's culture and expectations. 

You may have left one job thinking a new position would be better, only to find out you don’t click with the company’s work culture. You could also end up with more stress.  

5. Your Perception of Your Career Direction is Clouded  

Employers are more likely to question your career direction or goals if your resume shows a history of unrelated job changes. This could lead them to perceive you as someone who lacks focus or is unsure about their career path.   

It can also cloud your perception of your career direction and blur the upward trajectory that could lead to career growth and success.   

What to Do About it  

If you find yourself frequently switching jobs and feeling unhappy with your work, it’s time to ask yourself a few important questions:  

1) Is the reason you regularly job-hop due to work environments, or are you working in the wrong field? If so, how can you improve your skills to open doors to more fulfilling career prospects? 

2) Do you job-hop impulsively? If that’s the case, what personal coping skills can you develop to make more thoughtful decisions?  

3) Are you constantly seeking a better work-life balance or higher pay? Then, what conversations can you have at work to make sure both you and your employer can mutually benefit, and your overall experience improves?  

Instead of making a snap decision and jumping from one job to another, there are alternatives you can consider before you make a career-altering decision.  

Tips on Making the Most of Your Position  

When working for any company, you’re bound to run into speed bumps and obstacles – it's a natural part of the workforce. Disagreements with fellow employees, being burnt out, or simply feeling overwhelmed are all part of the work experience. Work, by its definition, is hard sometimes, even in a job you love.   

But what’s the alternative for someone eager to jump ship? After all, it’s the employer’s responsibility to retain their employees, right? While it’s true that employers play a role, but you can be a part of the solution, too.  

If you’re struggling in the workplace, whether it be due to feelings of being overwhelmed or dissatisfied, ask for a one-on-one meeting with your higher-ups.  Depending on where you work, you may have this conversation through HR, with a manager, or even your boss.   

Either way, try to come into the meeting with a can-do attitude and with a desire to find a mutually beneficial resolution. 

This conversation is not meant to be confrontational. A confrontational attitude won't create a positive outcome and will set a negative tone for the meeting. 

Here are some talking points to consider:   

● Be open about the work culture: Without pointing fingers, open up about how you feel the work culture is negatively affecting your ability to be an efficient and innovative employee.   

● Make a list of your contributions: In a situation where you feel undervalued, it’s good to offer up your contributions to the business and communicate your desire for acknowledgment. However, be open and honest in this conversation and be willing to receive feedback.   

● Express a desire for growth opportunities: Make it clear that you want to grow with the company and are willing to take on new opportunities in a scenario where your work life is overall positive.   

● Provide solutions: Take the extra step and try to come to this meeting with solutions in mind. Too often we look to others to solve our problems, but by offering solutions you think will work for you and the business, you’re showing that you’ve taken extra steps to solve the issue. This is the mark of an excellent employee.  

● Be open to feedback: This will sound harsh, but if you haven’t always been the best employee, you need to be willing to receive some feedback, including criticism. The last thing you should do is get defensive. When finding resolutions, both parties must make changes and admit faults. If you walk into the meeting “high and mighty”, you’re unlikely to reach your desired resolution. 

Itec Group is a leading expert in recruitment and market intelligence, and we ensure that businesses have the talent and knowledge they need to succeed We specialize in finding workforces for several business sectors:   

Advanced Manufacturing & Engineering  

● Application/Sales Engineering  

● Chemical & Material Engineering  

● Control Systems Engineering/Automation  

● Electrical Engineering/Technologists  

● Manufacturing & Quality Engineering  

● Mechanical Engineering/Technologists  

● Project Engineering/Program Management  

Professional Services, Operations & Supply Chain  

● Human Resources  

● Environmental, Health & Safety  

● Sales & Marketing  

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Over-employment. If you didn't know what it meant, you might assume it means having more employees than necessary.  

In truth, it’s the opposite: the modern use of the term refers to a remote or hybrid employee working for more than one employer, and using deception to hide that fact. These workers have two or more jobs and are likely to receive full-time pay and benefits from both.  

Over-employed workers often work from separate computers, streamlining tasks to reduce hours spent on each job and then leveraging those gains to work less than a traditional 40-hour week. They have more time, and make more money, all while receiving the equivalent income of two or more full-time salaries. 

Sounds like a dream, right? Well, that depends on who you ask. For the over-employed, it’s a win (at least at first glance). Businesses, on the other hand, often find themselves on the losing end of this trend. 

An over-employed employee is a disengaged employee, and a disengaged employee is unlikely to be loyal. They’re always going to be on the lookout for bigger and better opportunities. And they may even be using shady or downright unethical practices to get their work done faster.  

Some employees boast of working as little as only single-digit hours a week at a full-time position while receiving the full payout, despite the fact they didn't have the required hours to receive full-time pay. So long as the work is done and they appear to be online, they often slip under the radar. 

There are even online communities that offer tips to over-employed individuals, including strategies to hide their situation from employers and make the most money with the least effort. 

But how can your business prevent employees from holding multiple remote positions?  

According to Tierney Stauffer LLP, with some exceptions, dual employment is allowed in Canada. There is currently no law that outright prevents an employee from working with two different employers.  

However, there are instances where dual employment may not be appropriate, and there are measures you can take to prevent it. 

How Is Over-Employment Undermining Your Workforce? 

While each situation may differ, most online discussions about over-employment focus on maximizing profit while minimizing effort. 

Many of these employees, while skilled, have found ways to cut corners and get the equivalent of full-time work completed in the fewest hours required, often utilizing automated tools like generative AI to get things done with maximum efficiency.  

This leads them to being completely checked out of the role, seeing it only as a means of maximizing their own profits.  

Quality assurance is greatly reduced when the people you employ have other jobs on their minds, and perhaps most importantly, only see their employer as a paycheck. 

But it’s not only the employer who suffers – in the long run, over-employment hurts employees as well. 

It’s no secret that most people who work multiple jobs do it to increase their income. And, of course, employees need to be adequately paid. But having zero loyalty to a company is detrimental to everyone. It fosters a negative work environment and limits an employee’s own professional growth. 

When one person is spread too thin, their coworkers are left picking up the slack. This creates resentment and lowers morale across the board. 

It also threatens the future of remote work itself. Remote work has revolutionized many businesses (just ask Harvard Business School), but due to issues such as over-employment, some employers are forcing employees back into the office. This takes away both the cost savings and flexibility that remote work provides, harming employees and businesses alike. 

By allowing remote workers to minimize their work efforts for the maximum amount of profit, it sends the wrong message to other employees, creating a work culture where some people can reap the rewards without putting in the effort. 

If your employees can make more money with minimum effort, they have no reason to grow with your business or care about its culture.  

People need to make money. But the solution isn’t to swindle multiple business owners into paying a full-time salary for part-time effort. 

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Tired of losing top talent to over-employment? Stop settling for divided attention and invest in dedicated employees. Contact itec group today and discover how Canada's leading recruiting agency can help you build a loyal, high-performing team. 

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Why Do People Choose to Be Over-Employed? 

Many over-employed people, as we mentioned, don’t have to work 40 hours a week to receive full-time pay. Without commutes and office distractions, they work faster. Many also use software to help automate their positions (such as emails and other daily tasks). 

But instead of using this extra time to excel in their current role, many are choosing to use these time-saving efforts to take on second jobs. This divides their attention and prevents them from giving their best to your business. 

With over-employment, employees are increasing their pay without many of the sacrifices, such as their free time. They see it as a means of saving more for retirement while affording more of what life has to offer – many feel justified due to the increased cost of living. Plus, there’s less concern about losing their job, because they have another one in their back pocket. 

It sounds like an easy fix to inflation, job insecurity and general concerns for affordability. But as we've seen, it comes at a great cost to employers, damages workplace culture, and ultimately hurts the long-term career growth of over-employed workers themselves. 

How To Prevent Over-Employment 

If a contract stipulates that employment must be exclusive or outlines specific hours for job duties, working for a second employer could constitute a breach of contract and may be grounds for termination.  

By making it clear that your business does not tolerate over-employment, those looking to use your business will likely steer clear.  

However, there are additional measures you can take to avoid over-employment. 

1. Offer Competitive Pay and Create a Positive Work Culture

If you offer a competitive wage for the position you’re hiring for and foster a positive work environment, employees are less likely to feel compelled to have another job. The predominant purpose of over-employment is to increase income, so if the income is competitive enough that the additional effort of having another job is more hassle than it's worth, you reduce the risk of over-employment. 

Of course, offering a reasonable wage isn’t always enough, which is why having a positive work culture can fill the gaps. Having a positive and supportive work culture inspires employee loyalty, making them eager and excited to grow with your business and see it thrive. If you treat an employee like they’re just a number, they’re less likely to feel obligated to you or your business. 

While having an environment and culture that encourages employees to be fearful or cutthroat can seem beneficial in the early stages, it’s likely to have temporary effects. Research has shown that increased stress like this can cause employee disengagement. Engagement in work is characterized by feeling valued, secure, supported, and respected – which means employees are likely to be more inspired.  

Simply put, having disengaged employees is going to cost you money.

Studies by the Queens School of Business and the Gallup Organization found that disengaged workers had 37% higher absenteeism, 49% more accidents, and 60% more errors and defects.  

Organizations with low employee engagement scores experienced 18% lower productivity, 16% lower profitability, 37% lower job growth, and a 65% decline in share price over time. Conversely, businesses with highly engaged employees saw a 100% increase in job applications – and those are not small numbers.  

2. Adopt New Policies to Address Over-Employment 

As mentioned, stipulating clauses that prevent over-employment can be a great deterrent for over-employment.  

Employers need to be clear when it comes to their views and positions on over-employment and ensure that their employees understand company policies on maintaining more than one job – especially if it means working with a competitor. 

However, to make sure you’re on the right side of the law, it’s good to inquire with a lawyer before incorporating an over-employment clause into your contracts. They can take you through the contract terms, employment law, legal principles, implications, and complexities that come with developing an employment contract.  

3. Provide Clear Contracts 

Provide all employees with written contracts that define working hours, exclusivity to your business, your views and policies on over-employment, the monitoring rights of the business, and other workplace policies. This lets potential employees know that you’re aware of over-employment issues and could deter possible offenders from applying. It could also encourage greater transparency should current employees hold multiple positions.  

4. Regularly Monitor and Touch Base with Employees 

It’s easy to allow your employees to simply work independently – it’s most employers’ dream to trust their team to just get the job done without having to be watched like a hawk.  

However, in remote scenarios, employers need to determine how they plan to monitor and manage their employees to ensure they have reasonable means of meeting expectations and obligations.   

This can mean using several tools to track project completion, platforms to monitor employee activity, and scheduling systems to arrange periodic check-ins to ensure your employees are available and online. Some companies even adopt a company-wide policy of tracking the time of remote and hybrid workers, including tracking breaks, days off and vacation time. 

If employees know you’re on top of their time and success, the less likely they are to slack or focus their efforts elsewhere.  

5. Hire The Right Fit for the Job 

When hiring remote or hybrid workers, it can feel like you're constantly sifting through hundreds of applications, trying to find the right fit. In this day and age, people can lie about their experience and make it increasingly difficult to confirm their resume's legitimacy. You need to protect your time, your business, and your resources. That's why tec group is here to help.  

Our goal is to help you build and manage an agile workforce capable of filling specialized talent gaps within your organization.  

At itec group, we understand the critical importance of having the right people in place to drive the innovation and growth of your business.  

Our retention-focused hiring approach targets candidates with cross-functional skills who will not only excel in their current position but also learn, develop, and evolve to meet your business needs in the future. We also put great employees in contact with the best job opportunities in Canada.   

Don't allow over-employment to undermine your workforce. Contact us today and partner with us to find you the best people for your business.   

Simply put, a contingent workforce plan is an organized management of temporary resources.  At its core, it offers both cost savings and flexibility. When managed properly, a solid contingent workforce plan can take your business to the next level and even afford benefits to your employees. 

Benefits of hiring contractors - They are there when you need them most:

Utilizing contractors can help prepare your organization for known or forecasted increases and even unexpected opportunities; or shortages of workers.  This gives you more flexibility and subsequently helps you avoid losing dedicated employees.  

Contractors help in times of increased projects, summer and winter holidays, and unforeseen circumstances that could, without their presence, burden your employees and result in loss of productivity and overall morale issues.

Contractors are professionals, they come in for a specific job and their expectations are only to do the job they’re hired for.  They hit the ground running and often require minimal supervision or guidance. 

Addressing the all too common skills gap:

Contractors can offer specialized skills for a specific project minus the long term commitment. Not to mention, the skills they bring come with an ability to be quick and agile, to adapt to your environment and contribute to a rise in productivity and a healthy bottom line.  In addition, contractors by nature have experienced a multitude of companies; some well run, others not so much.  As a result they can bring a whole new outlook and mindset to a project and an organization.  From this new insight, innovation and inspiration can often emerge. 

Let’s talk about cost savings:

Depending on the status of the contractor you can realize significant savings.  Sure independent contractors are typically paid higher but not in comparison to the obligatory costs associated with employees.  When you bring in an independent contractor you have an hourly fee (and maybe additional work related expenses ie.travel), but with an employee, in addition to salary you have costs related to training and development, paid breaks/lunches, sick days, benefits and severance.   Of course some of these costs would be allocated for temporary contractors as per employment standards however, you would still benefit by having skilled resources on a temporary basis to assist in short term needs, and often at a lesser cost. 

Considering the risks:

I’d be remiss if I didn’t share the inherent risks in some Contingent Workforce Plans.  If you do not utilize a reputable third party agency/managed services provider like itec group you run the risk of compliance issues with payroll and taxes leaving you vulnerable to paying back pay, civil litigation costs; settlement costs and legal/tax penalties and fines if your contractor is deemed an employee under the law in your province. 

In short, you can realize your growth strategies for your organization through a well-managed contingent workforce plan that mitigates the risks of pseudo-employment, reduces liabilities, maximizes productivity and provides an optimized and compliant workforce.

For more information on how your organization can engage temporary workers with minimal risk, please connect with us for a consultative assessment of your needs. 

Yes! Creating and nurturing a recruitment strategy will help you to manage expectations for your hiring managers; protect your company brand and increase your ability to attract and retain the best talent.  A recruitment strategy outlines in a clear format what roles you will recruit for, when, why and how.  It is aligned with your overall company objectives and budgets.  In fact, the key components to a solid recruitment strategy are not unlike the criteria for a S.M.A.R.T. goal.   They’re Specific, Measurable, Attainable, Relevant and Time-based. 

First and foremost you need to do an appraisal on your employer brand.  Identify your vision, your WHY and own it.  This way you can ensure your messaging is attracting the right audience. Utilize social media to your benefit.  Job seekers are resourceful and they will be looking for insight into the kind of company you are and whether or not the organization could be a fit alongside their own morals, beliefs and ambitions.  

Next, determine your plans for growth.  If your company is scaling, what roles do you need to hire for now?  Moreover, which roles will have the biggest ROI from an increased headcount? When you’re unsure of how many employees you’ll need; you can hire temporary staff to help you expand quickly and with minimal risk.  But be mindful of inherent risk associated with contract labor and consider partnering with a reputable third party vendor like itec group.  Most importantly, know your culture and be transparent with potential hires; you know what they say about one bad apple. 

Perform an audit on your department or division based on skill sets.  Where are you lacking?  What skill could you add to your arsenal that could be a turning point for your organization?   Be sure to integrate your diversity and inclusion program into your recruitment strategy.  Always be evolving, always be looking for ways to innovate, improve and be better than you were yesterday. 

Incorporate a level of flexibility into your plan and be willing to adapt to changing situations as they arise.  Your recruitment plan should be tactical but fluid when necessary.  Decide in advance what aspects of your plan are to be protected and what areas are more dynamic.   Know your competition and be sure your plan will highlight the key differentiators for your organization. 

Overall the key to your success is having great people.  However, it is with consistent action on the strategic objectives for the current and future demands of the business that will allow you to cultivate the teams you dream of.    

Covid fatigue; It’s not just a clever name, the struggle is real.  For over a year now many have been working from home and often balancing homeschooling at the same time.  Now with this third wave and a fourth looming, how do we continue to keep our employees engaged, motivated and feeling valued? 

For some, work has been the only constant in their lives; they depend on that for their mental health.  That dependency makes it imperative for employers to do everything they can to maintain a sense of connection with their employees; and like many things in life, it’s those small details that can make all the difference.

Make communication a priority: Now, more than ever before communication is paramount.  Since every organization and culture is different, you should use communication channels that make sense for your teams; focusing on what is familiar and trusted. Whether it be a slack channel, instant messaging or video calling; ensure everyone has several options to have two-way communication with team members and leadership.  This includes accurate and timely employee updates; confidential means to facilitate communication for questions and concerns or to seek help and of course don’t forget ways to have simple water cooler chats. 

Ensure consistent touchpoints: Depending on your business, initiatives and priorities may be a steady state or perpetually changing.  Since the pandemic and not unlike most times of crisis we’ve all sharpened our sense of resiliency and our understanding that plans may need to shift, and quickly. Staying connected and offering real time clarity to your employees will help in times of uncertainty and ambiguity.  Short check-ins provide opportunity to get a pulse for how people are doing, get on the same page, manage workloads and connect.  These few minutes with your employees will help to boost morale and will encourage feelings of hope and purpose.

Encourage self care and promote wellness: Remember travelling?  You get on the plane and the flight attendant does the usual spiel and they tell you in the event of an emergency to affix your own oxygen mask first and then help others with theirs because If you don’t look after you, you’re no help to anyone else.  So be like the flight attendant and promote self care for your employees, promote health and wellness in all you do.  Don’t just point employees to the EAP program, engage with them in all interactions, business focused or culture focused in a way that spurs wellness. 

Find ways to celebrate: This is where we have to get creative and find the good in each day.  Whether it be a birthday; an individual/group/company success; a work anniversary or a major life event for an employee, celebrate it.  Focus on the positive wherever possible.  In the words of Wayne D. Dyer, “Change the way you look at things and the things you look at change.”

Lastly, connect outside your organization and share ideas, share knowledge and help each other out.  I’ve seen more instances of this in the last year than ever before in my career and it reminds me of the human spirit and keeps me optimistic for the future. 

Stay well. 

Modesty Sabourin 

Director of HR, Operations