The ’Great Resignation’ phenomenon persists, affecting turnover rates and labor shortages for the vast majority of employers in the country.

Nearly 36% of Canadian blue collar workers changed jobs in 2022, with 16% planning to change jobs in the coming year. The same is true for white-collar workers in Canada. Approximately 21% left their jobs in 2022, with 16% planning to leave in the coming months.

Do you want to know why these employees are leaving your company and what types of benefits you should implement to keep your current employees and attract the best talent in the market? Learn more about: 

 

what is going on now?

Many workers are leaving their positions in pursuit of fresh challenges. Additionally, employers are growing more concerned about an impending economic slump. Both parties are being more cautious as a result of rampant inflation. There are signs that top talent is demanding greater pay, but firms are using a ’wait and see’ approach to hiring.

An Express Employment Professionals’ poll indicates that other factors contribute to the reduction in recruiting and the labour shortage. Many firms are concerned about a recession and are delaying hiring new employees because they may be unable to provide competitive wages or benefits.

It’s a dangerous gamble because rivals can choose the other path and use more aggressive tactics. Offering a competitive wage as well as benefits that are desired by the majority of employees is a winning strategy. While some perks are regarded as conventional, other particular or intangible benefits can enhance a job offer during pay negotiations or revising compensation packages. Are you interested in finding out how to create tactics that will draw in and keep your future workforce? Or would you like to know the ranges of salaries? Get the salary guide.

Smiling woman with kid on her lap sitting at a kitchen table with tablet.
Smiling woman with kid on her lap sitting at a kitchen table with tablet.

get your hands on a copy of our 2023 salary guide 

And check insider information on the most recent salary trends!

get the salary guide

 

must-have perks

Randstad Canada conducted a study in collaboration with Ipsos to crack the talent code to determine what incentives might persuade Canadian employees to stay with their current employer. According to the survey, the most crucial factor was the salary. 

You can meet top talent’s salary expectations by using the salary guide. Continue reading to learn about other advantages that may help you stand out.

reasons for employee resignations

Your top talent may leave or even apply elsewhere due to a number of issues. These elements include:

a graph of reasons why employees resign
a graph of reasons why employees resign

traditional benefits

Several survey respondents also highlighted traditional benefits, which are seen as ’essentials in a job offer or remuneration package. These consist of: 

  • prescription medication coverage
  • medical and dental coverage,
  • paid time off, 
  • RRSPs with employer matching,
  • and pension or retirement plan with employer matching.

what potential employees want when choosing an employer

In addition, our employer brand attractiveness report can assist you in identifying other factors that may attract potential candidates to your candidate pool.

a graph of what employees want
a graph of what employees want

differentiating perks and benefits

creative perks and benefits

Even if they don’t express it explicitly, talent prioritizes a few additional ’creative’ bonuses and benefits. Some instances:

  • training or opportunities to gain new skills
  • financial assistance for personal projects (e.g., educational allowance, extended paid parental leave, or childcare support)
  • small lifestyle perks, such as free snacks or meals, a gym membership, discounts on everyday purchases or trips
  • paid time off on their birthday

this year’s expected perks and benefits

It is essential to provide remote and hybrid work! However, we’d be remiss if we didn’t mention a slew of other highly sought-after perks, such as:

These advantages are significant in an era when an increasing number of talents are concerned that inflation will reduce their standard of living.

make a difference by paying the appropriate salary rates

Want to know more about salary ranges or discover what drives talent away?

get the salary guide

 

intangible perks and benefits

Employees cannot be expected to remain at a company simply because they receive a paycheck. HR officers and managers must turn to innovative and distinctive perks and benefits to hone their retention and recruitment efforts. Providing intangible perks and benefits may tip the scales in your favour.

Perks and benefits that are intangible have a value that cannot be measured. They are frequently firm-specific. They rely on the managerial team’s interpersonal, behavioural, and leadership styles. 

These perks and incentives are related to the employment experience and aid in prioritizing personal development and the search for meaning by talent in 2023.

onboarding: an overlooked process

A robust, inclusive onboarding process is one of the intangible perks and benefits that gives you the most bang for your buck. No one wants to have to go through the hiring process again due to poor onboarding! This is why the probation period is so crucial for you and your talent. You’re both getting to know one another!

Implement an effective onboarding process that’ll be ready to launch on their first day on the job. It’s one of the best ways to make sure talent is quickly up to speed, in addition to being an excellent tool for fostering a sense of belonging from day one.

It’s particularly important during this period (and afterwards) that managers provide constructive feedback and clear goals so talent doesn’t feel incompetent or unfit to work at your company. This is vital: almost 73% of employees think their manager could set clearer goals. Only 25% feel they are being given feedback regularly enough to help them understand how they can improve.

Don’t forget! These days, employees are more concerned with personal development than professional development. They’re looking for a job that works for them.

If they’re displeased with a company’s lack of clear goals and processes, they won’t hesitate to cut their probation period short and take their skills to an employer that better meets their expectations. Not to mention that the company’s reputation might take a hit since unhappy employees can share their negative experiences on social media, particularly on sites like Glassdoor.

psychological safety and talent’s well-being

Most companies advocate a work environment where transparency, collaboration and goodwill are part of their employer branding. But how many of them actually put those values into practice?

And yet, as shown in our employer branding attractiveness report, ’job security’ and a ’pleasant work atmosphere’ are among potential employees’ top five expectations when choosing an employer. These two factors fit into the concept of psychological safety, which plays a role in providing a workplace where:

Studies show that such workplaces are more productive and innovation-friendly. They increase employees’ sense of belonging, and have a major positive impact on their emotional, mental and physical health. This, in turn, leads to lower absenteeism, less turnover, fewer employees quitting due to burnout, and a better motivated workforce!

Think about how you can provide this intangible benefit to your talent and make it a part of your company culture. This is your opportunity to stand out authentically, regardless of your company’s size or your business sector!

Man and woman having a laugh during a meeting in a meeting room.
Man and woman having a laugh during a meeting in a meeting room.

take the salary guide a step further

Do you want to learn more about salary ranges or what motivates employees to stay with their current companies?

get the salary guide

rebuilding social capital with an authentic employee experience

According to 43% of managers, building relationships is one of the biggest challenges in the current work world. Employers must, therefore, create human-centered, personalized work experiences to go along with increasingly high salary offers.

One way to do so is to increase employee motivation through managers’ authenticity and kindness. In 2023, it’ll be the four pillars of employee experience. Employee engagement, happiness and well-being will most definitely be indicators of your company’s health.

After all this time of isolation and social distancing, rebuilding social capital and re-establishing connections are essential steps in helping leaders foster talent loyalty. Moreover, motivated employees:

  • are emotionally attached to the company
  • care about the quality of their work and, more generally, about the company
  • have a positive affect on the behaviour of those around them
  • perform better than passively or actively disengaged employees

 

flexibility: your trump card

Flexibility is the secret to success in 2023. Any HR strategy worth its salt must make it its secret weapon. Employees today want the freedom to choose their work schedule and the ability to set their own hours and take paid time off.

Some individuals also desire to be allowed to take time off if they work above their scheduled hours on another day of the week. Others would choose to base their daily work schedule on their workload at the time. 

This type of benefit requires a long-term investment. If properly implemented, it can lead to:

  • greater trust between employer and employee
  • performance focused on results (rather than on hours of attendance)
  • employee empowerment thanks to procedures and technologies that make collaboration easier (for white-collar workers).

Yes, salary is, and remains, the most important criteria job seekers look for, particularly amid inflation and a possible recession. But, since everyone’s in the same boat, employers like you have everything to gain from improving their value proposition by providing more flexibility, safety, learning and career advancement opportunities and myriad other interesting benefits. It’ll help you stand out and get a head start in the race for top talent.

Check out the following articles for more information on retaining and attracting top talent with the best benefits:

You can also receive our tips directly in your email box or follow us on LinkedIn to receive expert advice on the various benefits to implement or optimize to avoid high turnover rates.