HR Times Volume 3 Issue 2 - Work-Life Balance: Two Sides of The Scale

Work-Life Balance:

TwoSidesOf TheScale

ABOUT US ABOUT US

The Human Resources Student Association (HRSA) is a student-run business organization at Simon Fraser University’s Beedie School of Business. We provide students with networking opportunities and resources to learn about the various functions of Human Resources and its significance in the workplace. Through the initiatives and events offered by the organization, HRSA strives to increase student awareness and engagement. Founded in 2004, HRSA is regarded as a successful and accomplished student organization, recognized as the only Human Resources business organization at SFU.

HR Times is a magazine run for students by HRSA. Founded in 2020 as a new initiative, we hope to support and inform students on the various trends in HR.

President

Victor Le

VP of Finance & Operations

Gleanne Abella

VP of Corporate Relations

Asmita Birring

VP of External Relations

Ashley Chia

EDITOR'S NOTE EDITOR'S NOTE

Happy 2023!! It’s a new term, and SFU HRSA is excited to present to you: HR Times Volume 3 Issue 2, Work-Life Balance!

The theme for Volume 3 Issue 2 is Work-Life Balance. For a company to thrive, the motivation and energy of employees towards their tasks must be maintained to ensure performance is high Creating initiatives focused on employees' benefits and well-being is essential for the creation of a positive work environment. The introduction of employee opportunities and an emphasis on good health can boost productivity in the workplace. Promoting work-life balance allows for the realization of these goals. The magazine aims to inform students about the various trends in Human Resource Management

It is a privilege working with professionals, students, and alumni to connect our readers and to learn more about the HR industry. If you are interested or know someone who is interested in being a part of our magazine, please reach out to us at externalrelations@sfuhrsacom

On behalf of the entire HRSA family, we appreciate your support and you sharing memories for the HR Times Volume 3 for the past year. We are excited for more amazing contents and initiatives in a few months!

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Kevin Yao

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Introduction to Theme

Work-Life Balance: Work-Life Balance: Work-Life Balance:

Two Sides of The Scale

Two Sides of The Scale

Two Sides of The Scale

The theme for Volume 3 Issue 2 is Work-Life Balance. For a company to thrive, the motivation and energy of employees towards their tasks must be maintained to ensure performance is high. Creating initiatives focused on employees' benefits and well-being is essential for the creation of a positive work environment. The introduction of employee opportunities and an emphasis on good health can boost productivity in the workplace. Promoting work-life balance allows for the realization of these goals. The magazine aims to inform students about the various trends in Human Resource Management.

Meet The

PROFESSIONALS PROFESSIONALS

Amy Davies is an Employee Retention and Onboarding Expert and the founder and CEO of First30, which offers advanced onboarding and outplacement services to businesses She is also the author of A Spark in the Dark: Illuminating Your Path to a Brilliant Career in a Reorg World and the upcoming What Employees Want: Proven Strategies to Attract, Retain and Engage Talent, releasing September 2023.

Before founding First30, Amy held leadership positions for top-tier companies in North America and the UK, including Unilever, Mars/Wrigley, Grainger and Rogers.

Fun fact:

I lived and worked in London, England for the first six years of my career

Linda has worked in the financial, non-profit, mining, startup, tech/manufacturing, and civil engineering consulting spaces during her 8 years of practicing HR She has experience in various areas of HR such as in recruitment, coaching, facilitating education sessions, performance management, employee recognition, payroll and benefits administration, and employee relations Linda has a BBA in Strategic HR Management and has earned the CPHR designation She loves to learn and is constantly attending development events to further her growth in all things people and culture.

Fun fact:

I am a Colombian-born, Swedish raised, Canadian, and I have been fortunate to have worked with some of the most diverse, positive and fun teams that has led to some amazing learnings in my career!

Amy Davies First30 CEO

Linda Olofsson

R.F. Binnie & Associates Ltd. HR Generalist

Meet The

PROFESSIONALS PROFESSIONALS

Jasmine Ashe

Jasmine has her Chartered Professional in Human Resources (CPHR) designation. In addition, she completed her Bachelor of Business degree, with a major in Human Resources, from the University of the Fraser Valley in 2018 When Jasmine first started her University journey, she had no idea where she wanted to specialize She took general business classes to get a feel for what she enjoyed HR came naturally to her and she enjoyed learning about all the different topics in HR She currently works as an HR Generalist and has a passion for the work she does In Jasmine’s spare time, she enjoys her hobbies, which include surfing, snowboarding, golfing, camping, and traveling with her husband

Fun fact:

I learned how to drive a manual transmission in my dad’s very old 3-seater Toyota truck... I was short and couldn’t put the clutch in all the way, so I always put pillows behind my back so I could reach the clutch all the way and drive properly!

Kyleen is a 2019 SFU Beedie alumni She graduated with her Bachelor of Business Administration specializing in Human Resources and Marketing She got the opportunity to complete a few co-op terms during her time at SFU, which was how she found herself in HR She is currently working for BGC Engineering Inc as a HR Generalist In this role, she supports junior recruiting, functional recruiting, and immigration She also has experience in onboarding, benefits, and employee relations In the past four years, Kyleen experienced working in a mobile gaming tech company and multi-disciplinary engineering consulting firms.

Fun fact: I had no intention to pursue a career in HR and only took HR courses in university solely because I heard they were easy. 4 years later and I’m loving my career in HR. It’s never a dull moment and there is so much to learn.

Chilliwack Society for Community Living (CSCL) Human Resources Generalist

Kyleen Lee

BGC Engineering Inc. HR Generalist

What do you define as a positive work environment?

Amy: Creating a positive work environment requires consideration of the entire employee experience from the candidate experience all the way through the employee lifecycle Even at the offboarding stage Taking an intentional and thoughtful approach to their employee pre-boarding and onboarding, the benefits program, flexible working arrangements, to eliminating workplace harassment and bullying, and diversity of ALL kinds helps an organization and its people thrive I also think a course on unconscious bias that's incorporated in an employee's onboarding program that's reinforced in training throughout their employment helps to promote a positive work environment.

Linda: Feeling safe to be your authentic self, and feeling like you belong within your team An environment where mistakes are seen as learning opportunities A positive work environment is also one built on trust and respect. An environment where differences are embraced, questions are asked, dialogue is encouraged, and ideas are shared.

Jasmine: To me, a positive work environment is defined as having a workplace that has open communication, social connection, and a culture that is inclusive, where health and safety are at the forefront

Open communication is key as it allows your voice and ideas to be heard, no matter how serious or silly they can be I believe that no idea is a bad idea and that everyone should be able to share their ideas with the team with no judgment Since the pandemic, I strongly believe that social connection is important to have in the workplace We are in a world where we are seeing more positions that include remote work in organizations There are benefits to being able to work remotely However, being able to interact and build relationships in person and virtually is key to staying engaged and experiencing a positive workplace

Having a workplace culture that is inclusive provides a positive work environment by giving employees a sense of purpose within the work environment and the work they are doing. For me, being in an inclusive work environment ensures that the work I am doing is filling my cup and contributes to that positive work environment.

Lastly, ensuring the health and safety of all employees is essential to have a positive work environment At CSCL, we also ensure that we take the health and safety of all the individuals we support very seriously as well

Kyleen: There are many characteristics that are required in creating a positive work environment However, the most important characteristic is being able to communicate openly and honestly with your team, coworkers, and manager. Open communication is crucial for employee engagement, productivity, clarity in expectations, and it fosters creativity and innovation.

The ability to ask questions and receive constructive feedback allows an individual to grow It can be a motivator to getting better results and fewer misunderstandings. Open communication will lead to growing your professional relationships and adds to greater loyalty

What are ways you practice work-life balance?

Amy: Well, I have a high maintenance Doberman, so he makes sure we get outside for some fresh air and exercise every day! I try and make sure to avoid meetings in the mornings when I'm most productive so I can maximize this time, and use the afternoons to connect with my team and clients We all have our energetic and creative days, and our low-energy days I make the most of the former and take some time off during the latter, even if it's just getting out to run errands for a change of scenery.

Linda: My team and I set our MS Teams status message to note our regular work hours This sets boundaries for myself, and manages the expectations of others I also try not to answer emails outside of regular work hours. I use my company's health benefits to support my mental and physical wellbeing. Whether this is going to yoga and workout classes, tracking my sleep and fitness using my Fitbit watch, or investing in proper gear for hikes with friends I take my dog for a walk right after work every day – having this routine is helpful! This is something I need just as much as my dog does, both physically and mentally

I make time for friends and family, whether I’m connecting with them in person or virtually. These connections are super important to me and help me to disconnect from work and enjoy life.

Jasmine: Work-life balance can look different for everyone. The ways that I practice work-life balance is by ensuring I take my lunch breaks and also ensuring that I use my vacation days to truly unplug and enjoy the things I like to enjoy outside of work Both of these things I had struggled with in the past but have learned how beneficial it is to your own health if you take 30 minutes and eat your lunch without being in front of your screen and how great it feels to go away and unplug from work when being away on a vacation I also make sure not to bring work home with me and not to bring my personal life to work with me When not at work, I prioritize family and friend time and enjoy my hobbies as much as I can which is how I practice my work-life balance.

Kyleen: Activities I’ve included in my day-to-day practice to promote work-life balance include the following:

• Taking breaks throughout the day

• Setting boundaries by turning off email and chat notifications during non work hours

• Setting aside time at the end of the week to prioritize tasks for the following week

• Staying organized by calendar blocking tasks

• Communicating your workload and asking for flexibility and deadlines to set expectations

INTERVIEW FROM PROFESSIONALS

What are some groupbuilding activities or initiatives that you have explored or turned out as successful?

Amy: The key to great group-building activities is planning and inclusion When it comes to social team-building experiences, managers will want to make sure everyone is engaged in the planning so everyone will feel comfortable and enjoy the experience. A great way to do this is to send out a short survey with a list of options and allow people to anonymously respond with their preferences With all the best intentions there are many team-building activities which may appeal to the majority but exclude people depending on their life choices, their culture, and even their body shape or size For instance, not everyone drinks alcohol, and happy hours have traditionally been a popular team building activity Not everyone can participate in work events outside working hours Go Karting is fun for some, but others may have a disability or have a body shape which prevents them from participating People don't always feel comfortable sharing their personal situations in a group setting so they go along with it, but the activity actually functions to disengage them.

Linda: There are so many different and fun types of team building activities, such as axe throwing, scavenger hunt, escape rooms, and team meals (food brings everyone together!) Any activity where the team can get a bit outside of their daily norm and not talk about work, just have fun and get to know each other personally – that’s when I see teams thrive. ‘Get to know you’ games are great as ice breakers and you learn pieces of information about your team members that you may not have learned otherwise

Activities that promote open communication, encourage trust, and individuals leaning on each other’s strengths can be very successful

The team building activities will mean more, and your team will get the most out of the events, if the activities were thought of with the team members’ interests in mind

Jasmine: Group-building activities are important to conduct in a workplace, as it builds the team stronger An activity that really stands out to me is doing a scavenger hunt with your team. At CSCL, we have a number of services and programs We were tasked to go to different services and programs and find out unique information about a few different service areas and programs. This activity made our team come closer together as we shared our own findings from the scavenger hunt and it was fun to get to know your team members while driving around to different locations.

Another group-building activity that I have participated in was a specific training program CSCL has implemented called CORE training, which covers different topics related to the work that is done at CSCL These training sessions are held with new staff, and the training is engaging with group activities throughout the day In these trainings, you learn more about the history, organization, and how to deal with different situations that may arise In each of these trainings there are breakout sessions, this is for brainstorming and team building and is very successful for group-bonding as you learn from each member of the group as people may move from table to table, sharing their thoughts and ideas.

Kyleen: I have participated in several personality tests with previous teams It’s a great way to learn more about your coworkers Personality tests such as the Myers-Briggs Type Indicator or the DiSC assessment is great to understand the best approach in working with your team Not only do these tests raise self awareness, it also helps build stronger working relationships. I highly recommend any team to set some time aside, to discuss about the outcomes of each member’s test.

What are some challenges you face when building a positive work environment?

Amy: I just cannot believe how many people are still being bullied and harassed in their workplaces Dr Robert Hare, a criminal psychologist and a member of the Order of Canada, explains in his book, 'Without Conscience: Understanding the Psychopaths Who Live Among Us', that based on his research, an astonishing 4 - 5% of the North American population are non-murderous psychopaths Think about what that means in terms of workplaces!? The biggest challenge we all face is identifying workplace bullying and harassment and addressing it head on

Linda: Not everyone will have the same opinion or viewpoint, and that’s a good thing. We want diverse viewpoints, but not if it comes at the price of a negative work environment. There is an opportunity to educate hiring managers on how to reduce bias during the recruitment process, as well as companywide education and awareness on understanding bias, psychological safety and inclusivity.

It can be challenging when individuals have been using the same approach or way of thinking for a very long time As with any change, there will always be some resistance It is helpful to articulate the issue with the current situation and the outcome you’re seeking; if that is greater than the resistance to change then there will be a positive outcome

Jasmine: Some challenges that I have faced when building a positive work environment stem from communication and equality.

Everyone has different communication styles and when you are working in HR, you are communicating with many resources of people and departments I suggest learning whom you are communicating with and how their communication style works and adapting to that If you know a Manager likes phone calls, I usually pick up the phone and call them. However, if someone likes to discuss this over email, then it’s best to get a hold of them through email. It’s all about learning everyone’s communication style and being able to adapt to create a positive work environment with your colleagues and staff

Another challenge is when there is a lack of equality in the organization. This can bring its own challenges to creating a positive work environment if there are people who are being treated differently than others No organization or person is perfect, but making sure you treat others equally is what will make an organization succeed and would reduce turnover I like to believe if an organization hires two of the same positions, and both successful candidates have an equal amount of education and experience, they should be paid the same amount, however, this isn’t always the case which impacts the work environment negatively This is why I love working at CSCL, everyone is treated equally and our vision includes that all people have equal rights

Kyleen: Since Covid-19, more individuals are inclined to work from home Even though today’s technologies promote a productive virtual working environment, the biggest challenge to creating a strong company culture is a lack of communication Working from home comes with its pros and cons. When we have individuals working from home, they miss out on all the nonverbal signs and passing interactions among employees These interactions largely drive effective communication and connection

opportunity in a workplace, more specifically in an HR workplace?

Amy: Creating equal opportunity workplaces is not only the right thing to do, the best teams are made up of a diverse group People with a different set up experiences and ideas People who work differently, who THINK differently will come up with some of the best ideas. HR has the task of ensuring that hiring, succession planning and layoffs are inclusive So often companies and HR teams focus on equal opportunities in recruiting and that work is all erased when layoffs happen because research shows that minorities and women are most often affected when companies downsize.

Linda: Everyone deserves the opportunity to prove themselves, show their value and provide their unique viewpoints, and these points contribute to the overall success of companies

Recognizing and encouraging diversity in the workplace is a step to creating an inclusive workplace, where employees feel welcomed, accepted, and valued The other piece to this is creating awareness and education across the company, and then elevating this “What else could we be doing?” should be a top-of-mind question, and it will help drive you to be creative in approach

An inclusive and positive work environment drives employee engagement, satisfaction and retention as well Employees will want to stick around at a company if they feel content with the company and their employee experience

Jasmine: I strongly believe that everyone should have equal opportunities in the workplace, regardless of who they are as this promotes diversity, equity, and inclusion. Having equal opportunity in the workplace, specifically in an HR workplace, is important as I believe it increases productivity when working as a team Another reason why equal opportunity is important is that it eliminates any bias that could happen in a workplace.

Kyleen: Aside from the legal requirements, equal opportunity in a workplace is important because it brings all perspectives together It promotes intracompany networking and a culture of cohesive teams Understanding different point of views lead to positive results such as increase creativity when problem solving

UPDATES UPDATES UPDATES

Have you tuned in to our latest episode of HR Secrets? Learn more about obtaining a CPHR designation with CPHR BC & Yukon Member Relations Manager, Quinne Davey! You can find us on Spotify and YouTube at SFU HRSA.

It’s already February, but you know what that means (Hint: there’s networking and competition involved)… It’s Spring Soirée x Envision 2023! Mark your calendars for Saturday, March 18th and Saturday, March 25th for our awardwinning dual-pillar event. To keep up with the details, follow us on our social media.

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