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ORGANIZATIONAL WELL-BEING

Well-Being, Leadership, Performance, Sustainability and Representative Workforce Strategy

WHY INVEST IN WORKPLACE WELL-BEING?

Health issues in the workplace cost not only the employer money (and increase stress for remaining employees, creating a vicious cycle), but sick or injured employees impact on families, communities, and the healthcare system. The boundaries of the workplace are permeable, and costs are easily transferred to other elements of society.

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  Statistics show that the cost / benefit equation is calculated as follows: Every $1.00 invested in developing healthy workplaces will return between $1.15 to $8.00 in bottom-line savings

 

 

Representative Workforce Strategy for First Nations People

Statistics Canada population report 2017, states that since 2006, the Aboriginal population in Canada has grown by 42.5% more than four times the growth rate of the non-Aboriginal population over the same period. According to population projections, the number of Aboriginal people will continue to grow quickly. In the next two decades, the Aboriginal population is likely to exceed 2.5 million peoples. Another sure thing is that Canada has an aging workforce with Baby Boomers are beginning to retire in droves and the challenge exists on how to fill these jobs and the growth of the Canadian economy. The shortage workforce GAP in the Canadian Labor Market is a series issue as Canadian businesses struggle to find a workforce to service Canada's new markets, products and services. The answer is simple - Canada's emerging workforce to fill the jobs will come from the fast growing Aboriginal population in the next decade.

It is now crucial for Organizations to be responsive to these Labor Market facts and ensure that workers to fill the existing jobs gaps can be sourced from the fast growing First Nations population. Employers should seize this opportunity to include more First Nations people in the Canadian Labor Market.

The recruitment and retention of First Nations people in the workplace in both private and public sector organizations is an important human resource issue. Aboriginal and Non-Aboriginal Organizations are usually faced with high recruiting costs as recruiting Aboriginal people tend to be higher given the challenges of finding the right individual for the job. Therefore, it is important to guarantee that everything that can be done to ensure that Aboriginal people are recruited and retained in the workplace, which will contribute to the bottom line and productivity of the workforce and community.

Shift Gears and Take Action Today to increase Aboriginal recruitment and retention in the Canadian Workplace. The recruitment and retention process has many stages along with workplace environmental factors that all work together to ensure that Aboriginal people that have been recruited experience workplace inclusion and are retained by the organization. Employers that achieve a high level of workplace inclusion are likely to achieve better than average results in Aboriginal Retention and Performance.

Recruitment and Retention of First Nations people is a difficult matter. There are no absolutes since every organization is different and recruitment and retention issues vary according to employee and employer situations. However, there are general actions you can take to make your workplace more aligned with the needs and aspirations of First Nations workers.

There are principles and frameworks that may be useful to your organization as you seek to develop Aboriginal Workforce Strategies and Practices that increase First Nation Recruitment and Retention.

Shift Gears. Take Action Today. My Work & Well-Being Consulting is committed to working in partnership with your Organization to customize the Recruitment and Retention of First Nations People Strategy that is in keeping with the needs of the Organization. For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


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Canada's Federal Government and many Provincial governments have made the business case for Employment Equity. It can be called the case for Equal Representation. It is the cornerstone of the Workplace Equity Program, better known as Employment Equity.

In 1986, the Employment Equity Act was passed by Parliament. The fundamental purpose of the act was to correct the disparate representation between certain designated groups as they existed in the general population and as they existed in the workplace. The four designated groups recognized by the act are: Aboriginal Peoples, people with disabilities, women and visible minorities.

The business case for employment equity involves more dimensions than redressing representational disparities. Some advantages of an equitable workplace include:

The fundamental purpose of the Employment Equity Act is to identify and eliminate employment barriers faced by Aboriginal people as well as people in the designed groups. Another purpose relates to institutional practices, policies and training regimes that address those barriers and create the accommodations and support systems necessary to improve the representation of designed groups through recruitment, retention and advancement.

Shift Gears. Take Action Today. My Work & Well-Being Consulting is committed to working in partnership with your organization to develop and/or revise institutional practices, policies and training regimes that address barriers to Aboriginal people and other designated groups to ensure inclusion, equity, performance, retention, and advancement in keeping with your organizational goals and objectives. For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


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Diversity recognizes that, though people have things in common with each other, they are also different many ways. Everyone should have a right to equal access to employment and, when employed, should have equal pay and equal access to training and development.

Promoting and supporting diversity in the workplace is an important aspect of good people management - it's about valuing everyone in the organization as an individual, with particular focus on inclusion of First Nations people and New Canadians in Canadian workplaces. However, to reap the benefits of a diverse workforce it's vital to have an inclusive environment where everyone feels able to participate and achieve their potential. Age, disability, race, religion, gender and sexual orientation among others - sets minimum diversity standards. An effective diversity and inclusion strategy goes beyond legal compliance and seeks to add value to an organization, contributing to employee well-being and engagement.

Diversity and Inclusion are good for people and good for business. People want to work for an employer with good employment practices. They want to feel valued at work. Diversity and inclusion helps organizations to: 1) make sure their HR policies and working practices are bias free and fit well with the principles of good governance; 2) Create working environments in which people from all backgrounds can work together harmoniously by combating prejudice, checking stereotyping and stopping bullying, harassment and undignified and disrespectful behavior; 3)Develop an open and inclusive working culture; 4) have a workforce that is more creative and innovative; 5) Market competitiveness 6) Corporate Reputation; 7) Ethical Behavior; and 8) Employer Branding.

Shift Gears. Take Action Today. My Work & Well-Being Consulting will support organizational leaders with different strategic approaches for diversity and inclusion of First Nations people in the workplace. For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


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Talent management seeks to attract, identify, develop, engage, retain and deploy individuals who are considered particularly valuable to an organization. By managing talent strategically, organizations can build a high performance workplace, encourage a learning organization, add value to their company and branding agenda, and contribute to diversity management. For these reasons, leaders and HR professionals widely consider talent management to be among their key priorities.

The concept of talent management was once solely associated with recruitment but has in recent years evolved into a common and essential management practice covering a multitude of areas including organizational capability, individual development, performance enhancement, workforce planning and succession planning.

There is a strong business case for addressing Talent Management. There are positive and beneficial results that can be achieved in organizations, especially organizations in North British Columbia, with a tailored, organization-wide talent management strategy that provides a focus for investment in human capital that can contribute towards diversity management and building a high performance workplace.

There is a strong business case for addressing Talent Management. My Work & Well-Being Consulting will support organizational leaders with different strategic approaches for effective talent strategies needed to meet future challenges and opportunities. For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


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Developing a pool of competent candidates leads to a stronger and viable organization. Succession planning focuses on identifying and growing talent and skills for the organization to fill the organization-critical positions in the future. In the face of skills shortages and a lack of confidence in leadership potential, succession planning has gained popularity, and is now carried out in both in large and small organizations. Transitioning and career pathing will connect financial and human resource allocation by connecting succession plans directly to management's operational plans as well as training and professional development plans. Succession planning for an Aboriginal representative workforce will allow you to identify gaps and positions that needs to be filled. Workforce audits will assist organizations in preparing and anticipating future staffing requirements for Aboriginal workers.

There is a strong business case for addressing Talent Management. My Work & Well-Being Consulting will support organizational leaders with different strategic approaches for succession planning, transition and career pathing for Aboriginal Workers. For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


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  "Partnering and Including First Nations Communities, you create Economic Certainty…this can be done through building respectful relationships;…having a representative workforce strategy in your Industry that helps with the employment of First Nations people at all levels of your organization. Private Sector is looking at how to recruit First Nations people for certain jobs…. It's important to respect diversity so that First Nations Young People can compete provincially, nationally and globally. A gap that should be closed is investment in Human Capital through good Recruitment and Retention Strategy because First Nations Youths are the highest growing population in Canada….We should all work together in partnership for a better future." - Perry Bellegarde, National Chief, Assembly of First Nations - Keynote Address at the 15th Annual BC Natural Resources Forum, January 17th, 2018

  "The Natural Resource sector has to work with communities, the environment, First Nations People, Industry and the Government to come up with genuine solutions and partnership agreements ...we have to do this together" - Dr. John Thompson, Chair, Resources for Future Generations - Presentation at the 15th Annual BC Natural Resources Forum, January 17th, 2018

 

 

Workplace Health and Well-Being Services

Employers can explore workplace health, well-being and potential through research and analysis solutions.

To evaluate Corporate Well-Being and Wellness Management Programs, we adopt a research approach by using mixed methods (i.e. surveys, interviews, focus groups, observations and review of company policy documents to name a few) that are sector specific. Using sector specific context captures the distinctive attributes of a particular industry or type of workforce that allows us to capture inimitable information on factors that are enablers/promoters and barriers to employees’ working life realities, well-being and performance.
 
The mixed methods approach adopted, provides rich in-depth data that uncovers the understanding and meanings of employees’ lived work experiences and well-being at work.

We can chart the well-being data to any indicators that are pertinent to the client in keeping with the mixed methods approach framework. My Work & Well-Being Consulting team has extensive experience driving complex decisions in multi-stakeholder environments. We work in partnership to provide client-focused services to ensure research empirical information is available and presented to support decision making and the needs of each client and stakeholder.

Together we'll create the most effective plan to move you and your organization forward. For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


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There are positive signs that more Canadian employers aspire to improve employee health and well-being and reduce health-related costs. Some employers now talk about building a culture of health and wellness. This refers to encouraging employees to take responsibility for becoming and staying healthy, minimizing risk factors, and choosing the right health services from benefit plans. Risk reduction is likely to positively impact absenteeism and drug costs. My Work & Well-Being Consultants are committed to working in partnership with employers to mitigate risks that relates to the health and well-being of your employees. My Work & Well-Being Consulting is committed to working with employers to:

For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


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To achieve the best-practice Health and Wellness goal, employers must first take steps to address two of the biggest and most costly symptoms of an unhealthy and unproductive workforce: absenteeism and presenteeism. 

Reducing absenteeism has been a key objective of wellness initiatives. US employers face estimated absenteeism-related expenses of $74 billion US annually, including overtime and overstaffing to cover for this (Ruiz, 2006). In the Canadian workforce, absenteeism has been rising since the 1990s, although this trend leveled out in the last five years. In an average week in 2011, 8.1% of full-time workers missed work due to their own illness or disability or for personal or family reasons (excluding maternity leave). Actual work time lost for personal reasons increased from the equivalent of 7.4 days per worker in 1997 to 9.3 days in 2011 – or over 100 million work days lost for all fill-time employees (Statistics Canada, 2007).

Absenteeism is connected with other performance-related outcomes. Research conducted concluded that staff well-being is a significant predictor of not only absenteeism, but also work-related injuries, staff turnover, employee satisfaction and other outcomes including staff morale (Ipsos MORI, 2008). 

Targeting a one-third reduction in sickness absence rates across the National Health Service (NHS) in the UK would result in 3.4 million additional available working days annually, equivalent to an extra 14,900 full-time staff with an estimated annual direct cost saving of $861 million (NHS Health and Well-Being Review, 2009). Clearly, the overall quality of people management in an organization influences employee performance and well-being, with absenteeism being only one such indicator. 

A less visible problem is Presenteeism, which imposes on US employers an additional $150 billion in hidden costs (Hemp, 2004). Presenteeism can occur when individuals with prior health conditions, such as allergies or migraines, come into work when they are not well. The result is lost productivity greater than for absenteeism. Presenteeism also results when employees experience work-life conflict or heavy workloads. Effective solutions to high absenteeism require more than absenteeism management policies.The cost of Presenteeism – occurs when an employee is physically present at work, but is less productive because he/she is sick, injured or stressed. 

My Work & Well-Being Consulting is committed to working in partnership with employers to reduce and/or eliminate employee absenteeism and presenteeism though the use of well researched, tested academic models, and with training and education on absenteeism and presenteeism. For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


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An organization may benefit more from a robust engagement and well-being strategy, especially in terms of lower absenteeism, presenteeism and turnover, that from a workplace health promotion program. Employee Engagement, Well-being and engagement are closely linked, despite the fact they are usually managed as distinct goals and strategies in most organizations. The Gallup research states that people that have high individual well-being are more likely to see their workplace as positive, productive, and engaging. Conversely, if they are struggling or suffering, it rubs off on the workplace and the team. 

By creating a culture based on trust, respect and mutual support, employers will be enabling employee well-being and performance at the same time. Research correlation show that engagement and well-being go together. It is possible that higher levels of employee engagement directly contribute to positive health status. But equally plausible, the same conditions in the work environment that promote engagement also promote health and well-being. 

Low employee engagement and negative well-being contributes to absenteeism. Employers therefore must look for synergies between their employee’s resilience, well-being and engagement strategies. Engaged employees have high levels of job autonomy, resilience, and a good support network of coworkers and supervisors – all critical for reducing workplace stress and enhancing well-being. 

My Work & Well-Being Consulting is committed to working in partnership with employers to develop a robust evidence-based employee engagement and well-being strategic plan, and to educate and train leaders, line managers and staff on employee engagement. For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


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By targeting high risk employees, wellness interventions can lead to improved health status and reduced healthcare costs. A multi-pronged, comprehensive wellness intervention can assist organizations to identify common success factors for employer-sponsored wellness strategies. A corporate culture that promotes wellness as a means of enhancing employees’ quality of life, work-life-balance; policies and the physical environment that enable employees to participate; adapt programs over time to the changing wellness needs of employees; providing support, education and treatment; and technology facilitates health risk assessments and access to wellness education. 

My Work & Well-Being Consulting is committed to working in partnership with employers to:

For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


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There is growing recognition that more action is needed to address mental health issues in the workplace. Mental health problems are costly to employers, given that 20% of all absence and 30% of all disability claims are mental-health related (Mental Health Commission of Canada). Employers need to be guided by goals: supporting employees who are experiencing mental health problems; and designing the work environment so that it contributes to positive mental well-being. 

Mental health is a state of well-being in which the individual realizes his or her own potential, can cope with the normal stresses of life, can work productively and fruitfully and is able to make a contribution to her or his own community (Mental Health Commission of Canada, 2012). High levels of absences and disability claims equates to mental health costs. 

Mental Health problems, particularly depression, are a major cause of presenteeism, absenteeism and disability. Depression can be caused or made worse by workplace conditions. Mental health problems and illnesses are the leading cause of short‐ and long‐term disability in Canada and the toll on Canadian workers and workplaces is substantial. 

The economic burden of mental disorders in Canada has been estimated at $51‐billion per year. Almost $20‐billion of that comes from workplace losses (Martin Shain, 2010 Report). 

The stigma of mental illness is a barrier that must be removed in order for workers who experience depression and other mental health problems to see and receive treatment. Mental health is an issue that impacts every workplace in Canada. The workplace can contribute positively or negatively to a person’s mental health. Employers and employees will both benefit from a psychologically healthy workplace. 

Improving employees’ mental health include: Better employee engagement, morale, satisfaction, retention and recruitment, productivity. It educes absenteeism, grievances, health costs, medical leave/disability, and workplace injuries.

Mental health statistics:

My Work & Well-Being Consulting is committed to working in partnership with employers to reduce absenteeism and disability claims and eventually mental health costs; to develop effective policies and practices for improving mental health in the workplace; for stress reduction, better coping skills, managing depression; and for training and education on Managing Mental ill-health at work. For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


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Bullying and Harassment can DESTROY or DISMANTLE your organization. Bullying and Harassment is toxic and can drive an individual to suicide, absenteeism, presenteeism and your organization to financial devastation and ruin the organization’s reputation. Unaddressed Bullying and Harassment exposes your organization to the risk of workplace violence, litigation risk, turnover of the wrong people, rise in disability and health and safety costs.

Workplace Bullying and Harassment is a serious issue that affects all business sectors and occupations and the safety and security of every employee and employer. Employers are required by Canadian Labor Code to develop anti-harassment policies. The model policies are to assist employers in meeting Canadian Human Rights Commission requirements as it relates to bullying and harassment.

The 2012, CareerBuilder-Canada released results of their Canadian Workplace Bullying Survey of 552 full-time employed Canadians (non-government, not self-employed):

Source: http://www.workplacebullying.org/canada-2012/

My Work & Well-Being Consulting is committed to working with your organization to develop workplace bullying and harassment policies and procedures, to develop a culture and strategy that will stop and/or reduce workplace bullying and harassment, and to train and educate leaders, managers and staff on anti-bullying and harassment in the workplace. For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


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The Canadian Center for Occupational Health and Safety (COHS) and the UK’s Health and Safety Executive (HSE) states that workplace violence is not just a physical assault as it is a much broader problem.

Workplace Violence is any act in which a person is abused, threatened, intimidated or assaulted in his or her employment. Workplace violence is a factor that can promote absenteeism. Workplace Violence can negatively affect business productivity and profitability. Employers have the corporate social responsibility to exercise due diligence legally to protect the health, safety, and well-being of all employees.

My Work & Well-Being Consulting is committed to working with your organization to develop anti-workplace violence policies and procedures, to develop a culture and strategy that will stop and/or reduce workplace violence, and to train and educate leaders, managers and staff on anti-workplace violence. For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


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Better balance, better business. Successful business leaders do more than just balance the books; they also help their employees to balance work-life issues. Work-Life Balance is a serious and growing concern for employers, and business owners and managers who find ways to help workers have a life and a job will reap real rewards in terms of employee recruitment, retention, morale and productivity.

Whether your company is small or large, formal or informal, very personal or policy-driven, there is something you can do about work-life balance. 

In the last decade:

My Work & Well-Being Consulting is committed to working with your organization to develop work-life balance policies and procedures, and to train and education your leaders, managers and staff on work-life balance strategies. For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


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The recent debate around sexual harassment has highlighted how much there is still to do to create safe and inclusive workplaces. So much about what has emerged has touched upon many topics that are at the heart of what the HR profession is about: employee voice, inclusive workplaces, a speak up culture, gender equality and good management and leadership.

Organizational leaders have an ethical and social responsibility to guard employees against sexual harassment in the workplace by creating a culture where there is a zero-tolerance approach to sexual harassment, where everyone knows what is acceptable and what isn’t as well as putting procedures into place that support victims of harassment.

My Work & Well-Being Consulting will support organizational leaders to change their workplace culture for the better and how to tackle sexual harassment and bullying at work. For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


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Fostering employee well-being is good for employees and their employers. Promoting well-being can prevent problems from escalating and help create positive working environments where individuals and organizational leaders can thrive. It can be a core enabler of employee engagement and productivity, and there's growing evidence that employee wellness programmes can have a positive impact on key organizational performance indicators. Investing in employee well-being can lead to greater resilience, innovation and productivity. Good leadership and management practices are required to successfully implement well-being strategy. Promoting and supporting employee well-being is at the heart and purpose of championing better work and working lives because an effective workplace well-being program can deliver mutual benefits to employees.

For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


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The purpose of health and safety law is to ensure a safe working environment for employees. This requires employers to meet health and safety obligations, predominantly covered by the Health and Safety at Work Act.

My Work & Well-Being Consulting will work with organizational leaders with associated legislation, examining employers’ health and safety obligations which can include carrying out risk assessments, developing health and safety policy, and develop strategies for safety information and training. My Work & Well-Being Consulting will support organizational leaders with Health and Safety at work. For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


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  My Work & Well-Being Consulting will work with organizational leaders to foster, promote and maintain a health and well-being workplace. Some additional areas include: employee financial well-being, employee engagement, employee communication, well-being at work, Stress in the workplace, Occupational Health, Culture, Leadership, People Management, Values and Principles and other areas.

 

 

Human Resources Management Services

Job redesign is an effort where job responsibilities and tasks are reviewed, and possibly re-allocated among staff, to improve output. Redesigning jobs can lead to improvements in employee morale, health, well-being, job satisfaction and productivity.

Job Redesign is effective to promote organizational Improvements that entails: Competitive Advantage Performance/Productivity, reduced Absenteeism, lower Turnover Accident/Injury Rates, Cost Savings, Hiring Selectivity, Product/Service Quality, and Customer Service/Satisfaction.

My Work & Well-Being Consulting is committed to working with your organization to develop Job Redesign Strategies, to develop Job Redesign Policies and Procedures, and to deliver training and education for leaders and managers as it relates to the effectiveness of Job Redesign. For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


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As a Certified John Maxwell Coach, Trainer and Speaker, My Work & Well-Being Consulting offer customized presentations to fit your individual or team’s needs and budget such as:

My Work & Well-Being Consulting will provide effective team communication and structure that is important for forging relationships equipping your team with the proper attitudes to develop leaders within. We will work through goal setting and communication exercises that will bring cohesiveness to your group ultimately increasing productivity due to the positive influences each member will have on the group as a whole. In addition, My Work & Well-Being Consulting will at your request, incorporate your organization’s meeting theme, mission / vision statement or build on your existing training schedule to best fit the needs of your group.

Your training requirements are safe with us. We provide a full range of solutions to the small, medium and macro business environment to address current and real issues as they arise and relate to workplace health and well-being. With a proven track record, enthusiasm and more than 17 years of training and mentoring experience, you are guaranteed to experience the benefit of our services where it counts most, employees’ health, well-being and your bottom-line!

Value added services and Benefits to you, our valued customer:

Our Process:

Some Training Courses Provided:

Leadership Development

For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


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Workplaces with a positive approach to workplace health and well-being are better able to recruit and retain talent, have improved employee engagement, enhanced productivity, are more creative and innovative, and have higher profit levels. Other positive impacts include a reduction of several key workplace issues including the risk of conflict, grievances, turnover, disability, injury rates, absenteeism and performance, or morale problems.

My Work & Well-Being Consulting is committed to working in partnership with employers to develop a recruitment and retention strategic approach that will promote the health, well-being and enhanced productivity, and to provide training and education on recruitment, retention and talent management strategies. For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


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Workplaces with a positive approach to workplace health and well-being are better able to recruit and retain talent, have improved employee engagement, enhanced productivity, are more creative and innovative, and have higher profit levels. Other positive impacts include a reduction of several key workplace issues including the risk of conflict, grievances, turnover, disability, injury rates, absenteeism and performance, or morale problems.

My Work & Well-Being Consulting is committed to working in partnership with employers to develop a recruitment and retention strategic approach that will promote the health, well-being and enhanced productivity, and to provide training and education on recruitment, retention and talent management strategies. For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


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As a Certified John Maxwell Coach, Trainer and Speaker, My Work & Well-Being Consulting offer customized presentations to fit your individual or team’s needs and budget such as:

My Work & Well-Being Consulting will provide effective team communication and structure that is important for forging relationships equipping your team with the proper attitudes to develop leaders within. We will work through goal setting and communication exercises that will bring cohesiveness to your group ultimately increasing productivity due to the positive influences each member will have on the group as a whole. In addition, My Work & Well-Being Consulting will at your request, incorporate your organization’s meeting theme, mission / vision statement or build on your existing training schedule to best fit the needs of your group.

For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


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Talent management seeks to attract, identify, develop, engage, retain and deploy individuals who are considered particularly valuable to your organization. By managing talent strategically, organizations’ can build a high performance workplace, encourage a learning organization, add value to their branding agenda, and contribute to diversity management. For these reasons, organizational leaders widely consider talent management to be among their key priorities.

There is a strong business case for addressing Talent Management. My Work & Well-Being Consulting will support organizational leaders with different strategic approaches for effective talent strategies needed to meet future challenges and opportunities. For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


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It is essentially important that organizations have policy and procedures that guide their operations and management of projects and people. Policies and procedures are established and implemented to absence procedures, discipline and grievance procedures, dismissal procedures, legal compliance, HR policies, productivity etc.

HR policies provide written guidance for employees and managers on how to handle a range of employment issues. They play an important role in practically and effectively implementing an organization’s HR strategy. They also provide consistency and transparency for employees and managers, helping to enhance the psychological contract and create a positive organizational culture.

My Work & Well-Being will work with employers and organizational leaders to ensure that they benefit from introducing HR policies. Our team will also provide guidance on implementing HR policies, the type of polices required from reviewing and auditing to benchmarking, consultation and drafting new policies.

My Work & Well-Being Consulting will support organizational leaders with different strategic approaches for policy and procedures needed to meet future challenges and opportunities. For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


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Employee turnover can have negative impact on an organization’s performance. By understanding the reasons behind staff turnover, employers can devise recruitment and retention initiatives that reduce turnover and increase employee retention. 

Employee turnover trends vary considerably across occupations, industries and regions. My Work and Well-Being will work with organizational leaders to outline the methods for measuring turnover as well as the cost of losing employees. Reasons why people leave organizations and recommended ways to improve staff retention will be strategized.

My Work & Well-Being Consulting will support organizational leaders with different strategic approaches for employee turnover and retention strategies needed to meet future challenges and opportunities. For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


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With predictions of rising worker shortages, recruiting and retaining employees is more important than ever. A worker’s first ‘onboarding’ experience is a major factor when it comes to deciding whether or not to stay with an organization. An employee’s first impressions of an organization have a significant impact on their integration within the team and their level of job satisfaction. Induction is an opportunity for a business to welcome their new recruit, help them settle in and ensure they have the knowledge and support they need to perform their role. For an employer, effective induction may also impact turnover, absenteeism and employer brand.

My Work & Well-Being Consulting will work with organizational leaders to develop strategic approaches that covers induction’s purpose for both the employer and employee. My Work & Well-Being Consulting will support organizational leaders with different strategic approaches for Onboarding and Induction to meet future challenges and opportunities. For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


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Succession planning focuses on identifying and growing talent to fill business-critical positions in the future. In the face of skills shortages and a lack of confidence in leadership potential, succession planning has gained popularity, and is now carried out in both large and smaller organizations’.

My Work & Well-Being Consulting will work with organizational leaders to examine the typical roles covered by succession planning as well as the type of organizations’ who use it, and the difference between traditional and more recent approaches. My Work & Well-Being Consultants will work in partnership with organizational leaders to provide guidance on identifying successors, and the roles of leadership and HR throughout this process. For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


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Performance management is the activity and set of processes that aim to maintain and improve employee performance in line with an organization’s objectives. It’s strategic as well as operational, as its aim is to ensure that employees contribute positively to business objectives. Ideally, performance should be managed holistically, throughout the range of HR activities and processes.

My Work & Well-Being Consulting will work with organizational leaders to explore critical aspects to get right in performance management, as well as recent changes in thinking. Our team will work in partnership with you to establish objective settings, performance ratings, performance appraisals and feedback, learning and development and performance-related pay. For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


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  My Work & Well-Being Consulting will work with organizational leaders to foster, promote and maintain a healthy workplace through Human Resource Management. Our Team would partner with organizational leaders on all HR Issues and Services.

 

 

Leadership Services

Leaders and employees are motivated to support well-being initiatives and to improve their overall health, well-being and productivity. Leadership is influence — nothing more, nothing less. Everything rises and falls on leadership. To grow in leadership, one must grow in influence. It is important for employers to measure their executive and middle managers level of influence through the leadership assessment, as well as feedback from others around you (referred to as “raters”). This information can then be used to target your leadership growth.

This leadership assessment tool is designed to garner feedback from managers and others around them to identify areas and opportunities for manager’s leadership growth and development. Research confirms that to promote a healthy and productive workforce, requires leaders who aspire to create a healthy organization will take a holistic and long-term view of investing in people. Effective leaders also foster a culture that promotes employee well-being not just as an end itself, but as a key determinant of customer satisfaction, product or service quality and shareholder value. These are the biggest wellness dividends of all.

My Work & Well-Being Consulting will help employers develop personal leadership among the management team, develop organizational leadership and leadership of followers, conduct Leadership Evaluation, provide Coaching and Mentoring services, and lead Leadership Training and Education. For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


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  The single biggest way to impact an organization is to focus on leadership development. There is almost no limit to the potential of an organization that recruits good people, raises them up as leaders and continually develops them (John Maxwell)

 

 

Coaching & Mentoring Services

My Work & Well-Being Consulting, coaching involves understanding how you think, and understanding your perspective. From this benchmark, as consultants, we will place another perspective on top of yours – stretching and growing you to gently see a more empowering way. As a certified John Maxwell coach, MWWC will see what you are going through now and what is up ahead. Coaching is foreseeing, paving the way, coming alongside you while helping you achieve goals and overcome limiting paradigms.

My Work & Well-Being Consulting offer two levels of coaching support:

Please contact My Work & Well-Being Consulting, and together we'll create the most effective plan to move you and your organization forward. For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


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There is synergy of energy, commitment and excitement that participants bring to a mastermind group. My Work & Well-Being Consulting facilitated groups offer a combination of masterminding, peer brainstorming, education, accountability and support in a group setting to sharpen your business and personal skills. By bringing fresh ideas and a different perspective, MWWC masterminds can help you and your organization achieve success.

Key Benefits of a Mastermind Group:

Please contact My Work & Well-Being Consulting, and together we'll create the most effective plan to move you and your organization forward. For more information, please contact Dr. Nicole Cvenkel at nicole@myworkandwellbeing.com or at 1-250-981-0105.


Contact us for more information.

  With a proven track record, enthusiasm and more than 17 years of training and mentoring experience, you are guaranteed to experience the benefit of our services where it counts most, employees’ health, well-being and your bottom-line!

Testimonials