Have you been “restructured”?

January 7, 2020 by Guest Blogger - Ross Reimer

In my work as a recruiter I meet every week with a wide variety of individuals, many of whom have been restructured from their former positions. Margins are tight, companies are looking for every way to improve productivity and profitability, thus restructuring takes place and results in some or many positions being reduced or redesigned. So… if you have been restructured what are your next steps?

First and foremost it’s important to recognize you’re not alone. Not a day goes by where I don’t see outstanding resumes of people who have made great contributions and are now looking for their next career step. It does not carry the stigma that it once did, and the vast majority of employers do not look at a person who’s been restructured as someone they should be careful about hiring. In fact, enlightened employers often look at it quite differently and see it as an opportunity to add experienced, excellent talent to their organizations as they move forward.

Secondly, it is critical to accept the facts of a restructure and get prepared to move on. If you’re offered some kind of career counseling absolutely accept it and use it wisely. In many cases people who are restructured haven’t prepared a resume, networked effectively or interviewed for a position for many years. Using professional help in these areas is a great idea. It’s healthy to “talk it through”, process what has happened and prepare for the transitional phase.

Thirdly, remember a key to securing your next position will be developing a professional resume. It’s imperative to understand you are competing in the job marketplace and your resume will be viewed against dozens and perhaps hundreds of others. Frankly the resume is the opening statement to a potential conversation and a lack of attention at this point can be very costly. The good news is professional resume writers are reasonable in cost and easily found.

Finally, many restructuring situations include some form of severance pay or salary continuance. In some cases if the years of service are significant this can be quite lengthy and may prompt the thought that says there’s lots of time to find the next opportunity. My advice is, get busy with searching for your next position. In many cases it takes longer than people think to be reemployed and the stress that builds is a distraction and very counterproductive.

So remember, if you find yourself in a difficult spot of having been restructured there is light at the end of the tunnel. It’s imperative that you understand the transitional phase and all that goes with it is actually your new job until you are reemployed. Get all the support you can, read every positive article available, focus clearly on your strengths and how you can help the next employer by bringing all of your experience and ability to a new position.

 

Ross Reimer is President of Reimer Associates Inc.

How Canada’s Top Fleet Employers buck the trends

November 28, 2019 by Angela Splinter

Trucking HR Canada’s Top Fleet Employers program is not a competition – it’s a way to recognize companies that showcase this industry as a great place to work, attract a new generation of employees, and set standards that we all can learn from as we promote the positives of working in trucking and logistics.

High human resources (HR) standards are vital to the industry’s ability to compete for talented and skilled workers. The stakes are rising, considering the changing demographics of the workforce.

According to our Labour Market Information research:

  • Only 9.5% of truck drivers in Canada are younger than 30 years old, compared to 24% of the entire Canadian labor force.
  • Only 28% of truck drivers are younger than 40, compared to 45% of the entire Canadian labor force.
  • 32% of truck drivers are 55 or older. Only 21% of the entire Canadian labor force is that age.
  • Nearly 7% of truck drivers are 65 or older. Only 4% of all Canadians are still working after retirement age.

Our Top Fleet Employers are showing leadership in bucking these trends. They do this by including human resources in their strategic business plans. They embrace a training culture and commit to diversity and workplace inclusion. And they communicate effectively with staff, leading to engaged, productive employees.

Compare how our Top Fleet Employers stack up against the industry and Canada’s labor market as whole:

  • Of our Top Fleets, 35% have 4% or more female drivers, and 25% have 25% or more females in leadership.
  • These fleets are able to attract younger workers: 25% have 20% or more drivers who are 35 and younger, and 56% have 20% or more workers in this age group in non-driving positions. These percentages are above the national average as cited in our recent Labour Market Information.
  • Our Top Fleets recognize the importance of on-boarding: 92% have a comprehensive formal orientation process, which leads to higher retention, particularly among drivers.

While many of our Top Fleet Employers go above and beyond industry compensation benchmarks, it is clear that their employees also value the culture around them. Our surveys consistently have comments from employees saying how much they value feeling like “family,” how much they appreciate being listened to, and how much they actually enjoy coming to work every day.

Our Top Fleet Employers also take care of their wider communities by supporting charitable causes. Nearly 92% of these companies are actively involved in community and charitable initiatives that reach well beyond their payrolls and purchasing practices.

We know that charitable endeavors like these are valued by younger workers in the labor pool. Our own millennial research shows that young people want to work for organizations that help them make an impact, and make them feel they are a part of something bigger.

Collectively, it is these approaches and commitments that help to raise the profile of the trucking industry as a great place to work.

And based on the numbers, this matters more than ever.

Women with Drive: The journey continues

December 11th, 2019 by Angela Splinter

On Dec. 3 in Ottawa, Trucking HR Canada, along with partners from across the country, wrapped up our “Women with Drive Hits the Road” tour.

The initiative builds on the success of the national Women with Drive leadership summit that takes place in March each year, in Toronto, as well as the popular Western Women with Drive event hosted in partnership with the Alberta Motor Transport Association.

From St. Bruno, Quebec, through to Surrey, B.C., our Hits the Road tour delivered full rooms and fulsome conversation. It gave us the opportunity to connect, converse, and celebrate women in the trucking and logistics industry.

I asked my team members at Trucking HR Canada to highlight some key take-aways from the 2019 tour, and here they are:

 

Mentorship, sponsorship, and support

We heard from successful women that it is vital to be in an environment that encourages relationships with mentors, sponsors, champions, and others who can provide a strong support network even outside of work.

Managers and leaders should consider how they can provide latitude for staff to take calculated risks that move outside what is easy for them so they can develop and grow. Workplaces need to be inclusive, with one panelist talking about something as simple as having “female-friendly” fitting uniforms. Another talked about policies and training to ensure that all staff—men and women—have safe and appropriate options for sleeping while on the road with a co-worker.

 

Focus on opportunities

We talk a lot about the fact that trucking is a male-dominated profession. But during our tour we also heard that we should stop emphasizing it. Women are not only filling jobs in the industry, they’re taking prominent roles and showing others how to make the most of their opportunities.

In St. Bruno, a panel of women truck drivers contributed their perspectives about how carriers can make workplaces more welcoming to women drivers, while retaining women who are already there. Camo-Route presented their “Women Drivers: Objective 10%” project to increase the percentage of women truck drivers in Quebec from 4% to 10%. They rolled out two trucks completely wrapped in pink, which made a splash.

In Surrey, B.C., one woman brought her teenaged daughter to our event. She said she would pay for all of her children to get their license to drive because the trucking industry has good jobs that will always be there. (Wow! If we could only get our governments to do the same.)
Female entrepreneurs in Regina commented that women need to “just do it” and have the confidence to propel themselves forward in their workplace, whether it’s behind the wheel or stepping up to bigger roles in the shop or office.

In Ottawa, government representatives from a number of agencies had their own myths dispelled as we highlighted the progressive and modern approaches our industry is taking when it comes to gender diversity.

 

Communication is key

Numerous panelists, including our Toronto stop, spoke about the need for young women in particular to seek support when they need it, and that all women in the industry should see themselves as ambassadors for their profession.

Another recurring theme, elaborated on with our panelists in Manitoba, is that conversations about mentorship, opportunities, and diversity aren’t for women only. Everyone should have a voice.

My favorite comment during our tour came in Surrey when one of our panelists was asked, “What question are you most tired of hearing on the topic of women in the workforce?”

Her response: “There isn’t one.”

The conversation continues on March 12 in Toronto at our national Women with Drive event. Learn more here.

And stay tuned about our “Hits the Road” tour in 2020.