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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.   

Much like Collin Robinson from the popular show "What We Do in the Shadows," who thrives by draining the energy of his unsuspecting co-workers through tedious conversation and monotony, every workplace has its version of an energy vampire. These individuals can sap the morale and productivity of a team, leaving a trail of exhaustion in their wake. For hiring managers, recognizing and neutralizing the impact of these energy vampires is crucial to maintaining a positive and productive work environment. This blog explores how to spot these challenges early on and implement effective strategies to foster a vibrant, engaged workplace.

Identifying Energy Vampires

Energy vampires are not always easy to spot; their effects may be subtle and accumulate over time. However, some common characteristics include:

• Constant Negativity: Frequent complaints about work, colleagues, or the company without constructive feedback or solutions.
• Drama Creation: An inclination towards creating or exacerbating conflicts, often leading to an atmosphere of tension and unease.
• Lack of Enthusiasm: A noticeable disinterest in their work or the team's success, which can dampen the group's overall motivation.
• Poor Collaboration: Difficulty working with others, often due to an inability to listen, empathize, or compromise.

Strategies for Managing Energy Vampires

Once identified, taking proactive steps to manage energy vampires is essential for protecting the team's morale and productivity. Here are some strategies:

• Open Communication: Engage in a private, honest conversation with the individual. Express your observations and the impact of their behavior on the team. This can sometimes lead to self-awareness and change.
• Set Clear Expectations: Clearly outline the expected behavioral standards within the workplace. Emphasize the importance of positivity, teamwork, and constructive feedback.
• Provide Support and Resources: Sometimes, the behavior of energy vampires stems from personal or professional dissatisfaction. Support, such as access to counseling services or career development opportunities, can address underlying issues.
• Encourage Positive Relationships: Foster an environment that encourages positive interactions among team members. Team-building activities and social events can help cultivate a sense of camaraderie and mutual respect.
• Monitor and Follow-Up: After addressing the issue, closely monitor the situation and follow up regularly. Recognize and reinforce positive changes in behavior to encourage continued improvement.
• Decisive Action: If the behavior persists despite interventions, it may be necessary to take more decisive action, including reassignment or, as a last resort, termination, to protect the well-being of the team.

Much like their fictional counterparts, real-life energy vampires can drain the life out of a workplace. Hiring managers can mitigate their impact and preserve the team's engagement by remaining vigilant and employing targeted strategies. Remember, the goal is to stop energy vampires in their tracks and transform the workplace into a space where positivity and productivity can flourish. Through open communication, support, and positive reinforcement, it's possible to turn even the most draining situations into opportunities for growth and improvement.

Can't seem to find the talent you need to get the job done? Let our team at itec group lend a hand!

Personal development is a crucial driver of employee engagement and growth. As a manager, what are some of the most affordable ways to invest in your employee's personal development? Investing in employees' personal development doesn't always have to come with a hefty price tag. Here are a few ways to foster a motivated and skilled workforce without breaking the bank.

Online Learning Platforms

Utilize free or low-cost online learning platforms, such as Coursera, Udemy, or LinkedIn Learning. Many of these platforms offer courses employees can take at their own pace. 

Book Clubs

Start a workplace book club where employees can read and discuss relevant books. Choose literature that aligns with professional development and encourages team members to share insights.

Internal Workshops and Skill-Sharing

Leverage the expertise within the team by organizing internal workshops where employees can share their skills and knowledge with colleagues. This fosters a culture of learning and collaboration.

Cross-Training Opportunities

Enable employees to learn new skills by allowing them to shadow colleagues in different departments. This expands their skill set and promotes a better understanding of the organization as a whole.

Lunch and Learn Sessions

Host informal lunchtime sessions where employees can share interesting topics or skills. Encourage diverse presentations to expose the team to various areas of expertise.

Mentorship Programs

Establish a mentorship program within the organization. This doesn't require significant financial investment but can yield substantial returns in terms of employee growth and satisfaction.

Flexible Work Arrangements

Offer flexible work hours or remote work options to allow employees the flexibility to pursue external courses or certifications outside of traditional working hours.

Networking Opportunities

Facilitate networking opportunities within and outside the organization. This can be done through attending local events, webinars, or even creating internal networking events.

Recognition and Feedback

Regularly provide constructive feedback and recognition for a job well done. This helps employees understand their strengths and areas for improvement, guiding their personal development efforts.

When you're ready to hire in the new year, let our team at itec group lend a hand!

As the year draws to a close, itec group offers three innovative ideas to inspire your manufacturing and engineering team to a strong finish. These creative strategies can boost morale and drive productivity to ensure a successful end to 2023. Let's take a closer look.

Offer an Incentive-Based Event

Organizing an incentive-based event at the end of the year is a wonderful way to express gratitude toward employees and boost morale. To create a successful event, understand your employees' preferences and interests. Consider options like gift cards, extra paid time off, or special bonuses as incentives. Plan engaging activities or team-building exercises that encourage participation and foster a sense of camaraderie among colleagues. Acknowledge employees' achievements and contributions throughout the year, highlighting their hard work and dedication. Be sure to create a relaxed and festive atmosphere, perhaps hosting the event at a pleasant venue or organizing a themed party.

Give an Extra Holiday Off

Offering additional time off during the holidays can be a powerful way to motivate and inspire employees. Providing this extra break demonstrates that the company values work-life balance and acknowledges the importance of spending quality time with family and friends. It reduces burnout and stress and reenergizes employees, making them more focused and productive when they return to work. The gesture fosters a sense of loyalty and appreciation among the workforce, enhancing their overall job satisfaction and morale. Knowing they have the opportunity to relax and recharge, employees are likely to return to work with a positive attitude, increased motivation, and a greater commitment to achieving their goals.

Thank Your Team

Expressing gratitude and saying thank you to employees is crucial in recognizing their hard work and motivating them to finish the year strong. Genuine appreciation fosters a positive workplace culture, enhancing employee morale and job satisfaction. When employees feel valued and acknowledged for their efforts, they are more likely to be motivated to go above and beyond in their tasks. Recognition reinforces a sense of accomplishment, boosting confidence and self-worth among employees. It also creates a supportive atmosphere, encouraging teamwork and collaboration. Saying thank you validates employees' contributions and instills a sense of pride in their work.

If you need help hiring great talent in Ontario, contact our team!

We hear a lot about toxic workplaces, and no one wants to admit behaviors are happening under their noses that aren't great. But if you're struggling with employee retention, you may unknowingly perpetuate these harmful practices. Now is the time to look at your environment and dump these four toxic practices that might drive away your top employees.

Ignoring Employee Feedback and Concerns

Ignoring employee feedback and concerns can drive top talent away from your business, as it signals a lack of respect for their input and well-being. When employees feel unheard, undervalued, or unsupported, their morale and job satisfaction can plummet, leading to disengagement and decreased productivity. Employees seek environments where their opinions are considered, and their growth and development are prioritized. Failure to address concerns can erode trust and create a hostile workplace culture, causing high-performing employees to seek opportunities elsewhere where their contributions are recognized, and their voices are heard. Embracing employee feedback and actively addressing concerns retains valuable talent and fosters an atmosphere of collaboration, innovation, and loyalty that ultimately benefits the company's success and reputation.

Tolerating Toxic Employees

Tolerating toxic employees can harm a business, driving away top talent. Toxic individuals create a hostile work environment that erodes team morale, hampers collaboration, and damages overall company culture. Top performers are often committed to positive and supportive workplaces where they can thrive and contribute their best work. When toxic behavior goes unchecked, it can lead to frustration, stress, and burnout among top talent who may seek healthier and more respectful work environments. A company risks losing its most valuable assets by allowing toxic employees to persist. It undermines its ability to attract and retain high-caliber talent essential for sustained growth and success.

Promoting a Culture of Burnout and Overwork

Promoting a culture of burnout and overwork can drive away your best employees, as it undermines their well-being and work-life balance. When employees are constantly pushed beyond their limits and pressured to prioritize work over their health and personal lives, it erodes their motivation, creativity, and job satisfaction. Top performers are drawn to environments that recognize the importance of healthy work-life integration, where their efforts are acknowledged without sacrificing their mental and physical health. Fostering a culture that values rest, encourages manageable workloads, and promotes self-care retains top talent and enhances productivity and innovation, contributing to a more sustainable and successful business in the long run.

Keeping Employees Stagnant

Failing to provide advancement and development opportunities can lead to the departure of top talent from your business. High-performing employees are motivated by growth and opportunities to expand their skills and responsibilities. When these opportunities are lacking, top talent may feel stagnant and undervalued, seeking out organizations where their potential is nurtured and rewarded. Without a clear path for career progression, employees might feel their contributions go unnoticed, leading to disengagement and a decline in overall morale. Investing in your team's professional development, offering avenues for advancement, and demonstrating a commitment to their long-term success within the company is crucial.

If you need help hiring, give us a call!

It's not uncommon for productivity to dip in the summer months. Your team is daydreaming of anywhere but work. But your productivity rates must stay high. Here are some fun incentives that can improve morale and increase energy in your company this summer.

Offer Flexible Hours

If your environment can handle more flexible hours, offer this as a benefit in the summertime. You can allow your team to adjust their start and end times based on their personal needs, such as the commute or children's schedules. You can also tap into your employees' most productive hours. For example, if someone is a morning person, they may start early and get things done before closing time so they can end their day when their brain begins to wander.

Organize Sports Events

Teambuilding can be a great opportunity in the summer. Consider organizing a sports event or team for your employees. Casual games like softball or kickball are popular among employees and provide an outlet for their energy in the summer. It can be a fun way for your workplace to get involved in the summer and have fun.

Offer Free Lunch

When you can, offer your team free lunches, which can be motivating when they start to feel the lunchtime slump. Provide options for people with all dietary needs to encourage everyone to participate.

Plan an End of Summer Party

Another fun way to get everyone excited about the workplace in the summer is to plan an end-of-summer party. As the season begins to wrap up, plan an event for employees and their families before your employee's children start back to school. There are countless options, including a barbeque at a local outdoor spot, a fun day at an amusement park, or a casual dinner at a great venue in your town.

If you can't find the employees you need, let itec group help!

Every good manager wants a team of happy and fulfilled employees. But to do this, it's important to gather employee feedback and know how to support their needs. Both good and bad employee feedback will make a difference in what you can do as a manager, so it's up to you to solicit their input and create an environment where they are willing to share. Here are tips to help you transform employee complaints into compliments and create a more cohesive workplace.

Take Time for Feedback

One complaint many employees have of bad managers is that they don't take the time to listen to feedback. They assume things are fine and don't solicit the thoughts of their team on any given project, situation, or experience. Make sure your employees know that their contribution matters, including feedback.

Listen to the Good and Bad

Another mistake managers make is that they are only willing to hear the good feedback and avoid the bad. It's just as important to know what your team is unhappy about so you can solve the problem. Don't assume just because no one is saying anything negative that everything is just fine.

Show Your Support

It's also up to you as a manager to show your support and make their jobs easier. What can you provide that will help the team thrive? Are there tools, technology, or additional talent that could improve the working conditions of the entire group?

Go the Extra Mile

There may also be times when you must go the extra mile and pitch in when necessary. If things are overwhelming, find out how you can help. Roll up your sleeves when needed, and work with your team to get things done.

If you need help hiring, give our team at itec group a call!

Employee layoffs can be difficult, so they must be handled effectively and respectfully. Everything from planning to messaging to providing a severance package should be considered carefully before letting anyone go. If your business is considering layoffs, consider these tips to ensure things go smoothly.

Include HR in All Decisions

Never do layoffs without the complete buy-in of your company. Always include HR in your decisions of who to let go. You want to ensure that you remain compliant and handle everything within the requirements of the law and your company's policies. HR can give you additional tools to make the process go smoothly.

Hold Exit interviews

Your departing employees are a great source of information. When they leave, you can talk to them about their experience, which can help you in the future. You must acquire as much knowledge about their projects and create a transition process as early as possible after layoffs are announced.

Discuss Layoffs Privately in Person

There is indeed a proper way to conduct layoffs. You want to talk to each person getting laid off in person. Of course, a video conference would also work in today's workplace, where remote work is standard. You also want to have these conversations in private so you can respect the feelings of each employee and treat them with compassion.

Provide References

Whenever laying off employees, be sure they know that they can rely on you to be a reference. They will be looking for new jobs as soon as possible, and references are often the most challenging hurdle. When they can rely on you to provide that information to potential employers, it will significantly relieve their stress about the situation.

Reach Out to Your Network

However, you can be a connector. Offer to reach out to your network to introduce employees to other people with opportunities. You never know how you can help someone, and if you can introduce your good but outgoing employees to someone else in the industry, take advantage of that.

When you're ready to build up your team again, connect with itec group to lend you a hand!

Hiring is critical to your success, but it's time-consuming and takes you away from running your business. There are ways you can save time and hire talented people for your open positions. A recruiting partner can save you in so many ways, including financially. Are you curious about how an agency can streamline your hiring process? 

Help You Optimize Your Job Description

Job descriptions, like any other online content, need to be optimized to be seen by as many people as possible. These principles of search engine optimization are part of a complex science, and there's no reason for you to learn something new to post a single job. Your recruiting partner can help you with this process. They understand the intricacies of SEO and how to create a job posting that the best candidates will see.

Use Smart Recruiting Techniques

Data-driven recruitment means you understand the cost-benefit analysis of every new hire before making a decision. Your recruiter can help you better understand many metrics involved in the recruitment process to ensure you're making the best decision possible with the information you have.

Pre-Screen All Candidates

When you don't have all the time to devote to hiring, pre-screening can feel like an unnecessary addition to the process. But it can be the best way to gather important information before moving to the next steps. A recruiting agency can do this at scale and only send you the best candidates for consideration.

Use Assessment Tools

An agency can also provide assessment tools to help determine a candidate's proficiency in various skills. Whatever skills are determined to be the most appropriate for the job, you don't have to take the candidate's word on the matter. Your recruitment partner may be able to provide assessment tools to get a better feel for someone's skills before they interview.

Support Onboarding

Your recruiter relationship doesn't end when an offer is extended. Recruiters will help with onboarding to ensure your new employee is prepared and ready to start their new career with your organization. They can also be a resource in the future should you have any questions or concerns.

itec group can give you the answers you need. Get in touch with our team!

The idea of the skills gap has been around for a long time. Much like our business world, the skills gap itself is evolving. The missing puzzle piece in many of today's jobs is knowledge of technological advancements that will become increasingly important to business success. So how do you close the skills gap in your company? Let's take a closer look.

Upskilling

It's always more complicated to replace employees than to keep the team you have. If you upskill, you show your team that you're willing to invest in their future. What skills are you missing, and who on your roster has the interest and ability to learn them? Offer upskilling for things that will benefit you as well as your employees.

Generation Z

Companies that embrace every generation are better at disseminating knowledge and up-to-date skills. Younger employees, especially in up-and-coming Generation Z, will bring new skills. These are things that your team can benefit from. At the same time, your younger employees will learn the company culture and professional etiquette from your older employees.

Retired Workers

Throughout 2020, many older workers who were looking forward to retirement decided to stick around a little longer. That's led to more people retiring this year and in the foreseeable future. But boomers are not a generation that likes to sit around. Reengaging them by offering part-time or flexible roles can help you maintain their knowledge base and pass it on to incoming team members.

Recruiting Partner

You don't have to do your hiring alone. Recruiters can help you uncover new talent who will bring additional skills. They can work with you to determine the best fit and will spend less time sourcing and screening candidates than it would take you. They'll tap into a much broader applicant pool and provide you with qualified candidates.

If you're struggling to close your business's skills gap on your own, let the itec team help!