Unlocking Employee Engagement and Potential


Employee Engagement is often considered to be an important aspect of organizational success. Having a highly engaged workforce can lead to higher productivity and innovative thinking, better customer service, improved collaboration, and quicker adaptation to change. With the importance of employee engagement evident, it can mysteriously be one of the most challenging aspects of the employer-employee relationship to unlock. Although the concept is generally understood by employers, it may be oversimplified at times, and further steps should often be taken to increase the potential of the entire team.

In this blog post, I will explore the nuanced differences between employee engagement and satisfaction, the importance of measuring engagement at various levels, and how meeting individual needs can shape organizational engagement. I will also provide some insight into current trends along with approaches that people leaders can take to increase employee engagement.

Employee Engagement vs. Employee Satisfaction

I’ll start off this blog with a refresher of terminology. Employee engagement can be incorrectly used interchangeably with employee satisfaction. While the concepts are related, they remain distinct from one another. Employee satisfaction is also an important element of a workplace, but it does not encompass the level of emotional or psychological commitment to one’s work or the organization.

Employee satisfaction refers to how content employees are with their job and workplace. It is more related to working conditions, pay, benefits, and work-life balance. Those employees who are considered “satisfied” are generally content with their jobs, but this doesn’t necessarily mean they are “engaged”. In other words, their basic needs are met.

Employee engagement goes beyond satisfaction. It is an emotional and psychological commitment to the organization. Engaged employees are passionate about their work, willing to go above and beyond, are enthusiastic, and can have a higher sense of purpose in their work. Research from Gallup has shown that engaged employees are more productive, more customer-focused, and less likely to leave. They bring innovation, energy, and a positive attitude to their work, which can have a ripple effect throughout the company.

Measuring Engagement

Companywide Surveys

Many organizations use companywide employee engagement surveys to gauge the overall satisfaction and commitment of their workforce. These surveys can provide valuable insights into the general level of engagement and identify broad areas for improvement.

A companywide survey might produce an overall engagement score of 70%. While this seems positive, it may not account for the variations within different teams. Some teams might see a score of 90% engagement, while others are struggling at 50% engagement. It is possible that leadership might miss critical issues that need to be addressed. I am certainly not advocating to abandon companywide engagement surveys, but I do feel that they can be somewhat limiting in understanding motivators for the entire workforce. Still, every company should complete annual surveys along with pulse checks to get a sense of engagement challenges.

Team-Level Insights

Engagement can vary significantly across different teams within the same organization. A team-specific approach can uncover unique opportunities that may be masked in a companywide survey. For example, one team might struggle with leadership issues, while another might have challenges related to workload management. A more effective approach would be to develop customized strategies to address specific issues.

For example, a tech company where the IT department shows high engagement levels due to a supportive manager who encourages innovation and teamwork. In contrast, the sales department might show lower engagement because of unrealistic targets and lack of recognition. Addressing these issues at the department level can lead to significant improvements in overall engagement and performance.

Individual Engagement and Unlocking Potential

Measuring and addressing individual engagement is where we can access, or unlock, that extra effort, commitment, and sense of purpose. Every employee has unique motivators, needs, and challenges. For example, two employees in the same role might have different engagement drivers. One might be motivated by career advancement opportunities, while the other values a sense of belonging, collaboration, and teamwork. When we understand these individual motivators, leaders can adapt to meet each employee’s needs, leading to higher engagement. This approach to engagement can address specific needs, making employees feel valued, heard, and understood.

Feedback Tools

Measuring, and addressing, individual engagement allows leaders to identify issues before they escalate. This is a more effective approach then waiting for the annual companywide engagement survey. Regular check-ins, one-on-one meetings, and pulse surveys (targeted to the individual) can help leaders understand employees’ concerns, needs, and motivators. Proactivity and producing leading indicators may help reduce turnover, and in turn, avoid other compounding issues such as burnout of remaining employees. These tools should be designed to capture insights into each employee’s experiences and feelings about their work.

Regular one-on-one meetings between leaders and employees are critical for understanding individual engagement. These meetings provide a platform for open communication, where employees can discuss their motivators and current challenges. During these meetings, leaders should ask open-ended questions about the employee’s motivations and concerns.

Motivators and Individual Needs

Employees are motivated by different factors, plain and simple. We cannot assume that each individual has the same needs, motivations, and aspirations. This assumption fails to recognize the diversity and complexity of human behavior and experiences. We all come from different backgrounds, have different personal circumstances, and are at various stages in our careers and lives. As an example, a young professional entering the workforce may prioritize learning opportunities and career advancement, while an employee with a family may place more value on job security and work-life balance. As well, our needs and motivations can change over time due to personal growth, changes in our life circumstances, or our evolving goals. Therefore, we cannot make the mistake of assuming that everyone’s underlying needs and motivation structure is the same. When we acknowledge and adapt to the individual differences of our team, we can create a more inclusive, supportive, and productive work environment.

Rethinking the Hierarchy of Needs

Maslow’s Hierarchy of Needs has long been a framework for understanding human motivation. I have used this for years and adopted it in a human resources context. I normally apply the hierarchy of needs in the following way:

  • Physiological Needs – This translates to providing competitive salaries, a safe working environment, and resources for employees to perform their job.
  • Safety Needs – This level is all about benefits such as health and dental coverage, and protection from physical and/or emotional harm.
  • Social Needs – We all have needs for social interaction, a sense of belonging, and acceptance. This level is about establishing a sense of collaboration and teamwork and ensuring accessibility of leadership through communication and other means.
  • Esteem Needs – This level is related to recognition. We all require, to some degree, recognition for our contributions (but how this is done often can lead to low engagement). As well, respect from our peers and leaders is very important at this level.
  • Self-Actualization – At the top of the hierarchy is self-actualization, which is realizing our potential and enjoying personal growth. This can translate into challenging projects and providing opportunities for innovation and demonstrating creativity. I have seen organizations facilitate this by offering mentorship programs, providing space for designing new processes/concepts, and providing access to leadership development programs.

One additional piece that I will point out, and something that certainly requires further exploration, is the often-overlooked origins of Maslow’s Hierarchy of Needs. Credible evidence presented by Karen Michel suggests that Maslow found inspiration through his time spent with Indigenous peoples in Alberta and that the theory was significantly influenced by his observations of the Blackfoot people. As part of my own efforts for reconciliation, I thought it would be appropriate to acknowledge the theory’s Indigenous foundations. Maslow’s hierarchy, as commonly depicted, emphasizes individual self-actualization as the peak of human development, whereas the Blackfoot view places self-actualization at the base, leading to community service and cultural perpetuity at higher levels. This Indigenous perspective highlights the values of community inherent in Indigenous knowledge, underscoring the importance of supporting our communities as an essential part of personal growth.

In terms of the structure of our needs, I feel that we should not follow a linear progression, as it is commonly depicted when visualizing the hierarchy of needs (as a pyramid). I feel that this approach often simplifies human motivations into a hierarchy. Alternatively, it should be approached through relational thinking, which recognizes the dynamic nature of our individual needs. Relational thinking recognizes that individual needs are not isolated or static, that they evolve based on our life experiences and our environment. Our need for professional growth, for example, is not just an achievement after our physiological and safety needs are met, but I see it as being continuously influenced by our relationships, environment, and personal circumstances. Our modern understanding of human motivation suggests that our needs are more fluid and can change over time. One other consideration is that our needs can be fulfilled outside of work, and sometimes individuals are at work primarily to meet their basic needs, without seeking more from their job. We should consider all aspects of life, and demonstrating an understanding and respecting that people have diverse motivations and sources of fulfillment can lead to a more inclusive and supportive work environment.

Applying a New Needs Framework

I suggest that we require a more flexible approach to understanding employee needs and that our individual motivation can shift based on various factors, including life stages, career aspirations, and personal circumstances. Therefore, I would advocate that organizations should adopt an approach to employee engagement that offers employees the ability to provide continuous feedback on their changing and evolving needs. As these needs change over time, we can then adapt as leaders and adjust our support accordingly by continuously engaging in conversations with employees to understand their current priorities.

Insights into Current Trends for Employee Engagement

Based on our consulting experience and the insights gathered from engagement surveys, focus groups, and meetings with employees, we have identified several approaches that can significantly increase employee engagement. These approaches, informed by direct employee feedback, are essential for establishing a highly engaged and productive workforce.

Hybrid Work Environments

  • The post-pandemic world adds another layer of complexity to employe engagement, as general employee needs have evolved significantly. Remote work (or a hybrid offering), for example, has become a standard expectation. Benefits Canada has highlighted some statistics indicating that many employees now expect a hybrid work environment, reflecting a significant shift in workplace preferences post-COVID.

Flexible Work Arrangements

  • Offering flexible work arrangements or flexible hours can cater to individual needs for work-life balance and autonomy. This flexibility can significantly enhance engagement, particularly for employees with caregiving responsibilities or long commutes.

Career Development

  • Providing opportunities for career development and growth is a powerful motivator. This can include access to training programs, mentorship, and clear pathways for advancement.

Recognition and Rewards

  • Recognizing and rewarding employees for their contributions, such as acknowledgment, awards, and additional responsibilities.
  • Some employees might appreciate public recognition during team meetings, while others might prefer a private thank-you. Understanding these preferences can make recognition more impactful and enhance engagement.

Wellness Programs

  • An emerging trend is the demand from employees for additional mental health supports through traditional plan design or flexible spending. According to the 2023 Benefits Canada Healthcare Survey, mental health support is near the top of the list. 67% per cent of Canadian benefits plan members used their mental-health benefits in the last year.
  • Supporting employees’ physical and mental well-being through wellness programs can address their safety and physiological needs. This can include allowances or health spending accounts, mental health resources, and initiatives promoting a healthy work-life balance.

Team Coaching

  • Rapidly emerging as the fastest-growing type of coaching. This is driven by the recognition that effective team dynamics are important for achieving organizational success. Utilizing team engagement practices, such as those outlined in books like The Five Dysfunctions of a Team, emphasizes that building trust is the foundational step toward achieving great results within a team.

The Role of Leaders in Engagement

Despite changes over time to employee needs, one constant remains: employees continue to leave bad leaders. The fundamental impact of leadership on employee engagement has not changed. Employees today are less tolerant of ineffective leadership, prioritizing their well-being and professional growth instead of staying in an organization with poor leadership. This highlights the importance of empathetic and effective leadership in retaining talent.

People & Culture professionals also play an important role in supporting leadership in addressing individual engagement needs. We ensure that leaders have the tools and training necessary to understand and respond to the diverse needs of their teams.

  • We can support by providing training on how to recognize and address individual employee needs. This training can include understanding different motivators, conducting effective one-on-one meetings, and creating individual development plans.
  • We can organize workshops on emotional intelligence, active listening, and coaching techniques.
  • We can implement channels for regular feedback. This includes developing survey tools, setting up feedback channels, and ensuring that data is analyzed and acted upon.
  • We can promote values of open communication, inclusivity, and continuous improvement. This can be achieved by organizing employee resource groups or leading diversity training sessions.


Unlocking the full potential of employee engagement requires an understanding of the individual motivators that drive a deeper emotional and psychological commitment to one’s work and organization. Throughout this blog, we’ve explored the differences between employee engagement and satisfaction, the importance of measuring engagement at various levels, and the impact of addressing individual needs. We’ve noted that while companywide surveys provide valuable insights, they must be complemented with team-specific approaches and a focus on individual engagement to truly unlock an employee’s potential.

We have also provided information into the foundations of Maslow’s Hierarchy of Needs and its overlooked Indigenous roots. This perspective encourages a shift from a linear, individualistic approach to a more relational and community-oriented framework. Recognizing and adapting to the dynamic nature of individual needs can lead to a more inclusive, supportive, and productive work environment.

The journey towards employee engagement is continuous and requires ongoing effort, adaptation, and a genuine commitment to understanding and valuing each individual within the organization. By embracing these concepts and approaches, organizations can enjoy a thriving workforce that drives sustained success and innovation.


Gallup. (2024). What Is Employee Engagement and How Do You Improve It? Gallup. https://www.gallup.com/workplace/285674/improve-employee-engagement-workplace.aspx

Michel, K.L. (2014). Maslow’s hierarchy connected to Blackfoot beliefs. Online Blog.   https://lincolnmichel.wordpress.com/2014/04/19/maslows-hierarchy-connected-to-blackfoot-beliefs/

Maslow, A. H. (1943). A Theory of Human MotivationPsychological Review, 50(4), 370-96.

Wittmeyer, M. (2023, June 6). Hybrid work expectations differ between employers, employees. Benefits Canada. https://www.benefitscanada.com/news/bencan/hybrid-work-expectations-differ-between-employers-employees/

Paterson, J. (2024, February 9). How 5 employers are broadening the scope of mental-health support. Benefits Canada. https://www.benefitscanada.com/archives_/benefits-canada-archive/how-5-employers-are-broadening-the-scope-of-mental-health-support/

Lencioni, P. (2002). The Five Dysfunctions of a Team: A Leadership Fable. Jossey-Bass.


About the Author

Greg Hussey is a human resources professional with 14 years of progressive, diverse experience. He has a passion for helping organizations develop their people, working closely in building a culture of high-engagement and performance through people and culture initiatives.
Greg is the CEO of Impact HR. We are your “fractional” people-and-culture department, and we also work with HR teams on developing and implementing important people-focused initiatives that will unlock the potential of your workforce.
Keep an eye out for our future blog posts, where we’ll address relevant and current trends in the field of people and culture.

Enhancing Workplace Dynamics: Impact HR's Respect in the Workplace 3-Day Workshop

In an era where fostering a culture of respect, equity, diversity, and inclusion is paramount, Impact HR proudly presents its transformative 3-day workshop on Respect in the Workplace. With a deep understanding of the legislation and Human Rights guidelines and the importance of creating an inclusive work environment, this comprehensive program aims to raise awareness, provide leadership skills, and equip participants with the knowledge to combat discrimination, harassment, and promote a respectful workplace.

At Impact HR, we are committed to staying at the forefront of knowledge and training in order to provide the most up-to-date and effective strategies for creating respectful work environments. We constantly strive to explore emerging trends, innovative approaches, and exciting new tactics that promote respect, equity, diversity, and inclusion in the workplace. By staying informed about the latest developments, we ensure that our workshops deliver the most relevant and valuable information to our participants. Our dedication to continuous improvement drives us to discover new ways of doing things and to embrace the ever-evolving landscape of fostering respect in the workplace.

Day 1: The Employee Module - Building Awareness for Respect in the Workplace (7 hours)

Day 1 of the workshop focuses on building awareness and understanding of respect in the workplace. Participants explore the significance of respect in creating a positive workplace culture, learn about different forms of discrimination and their legal implications, identify and address unconscious biases, embrace an understanding of equity, diversity, and inclusion, enhance communication skills for positive relationships, and gain practical knowledge of psychological safety and maintaining a respectful work environment.

Day 2: Respectful Leadership - Empowering Leaders for a Respectful Workplace (7 hours)

Day 2 of the workshop focuses on developing leaders as catalysts for fostering a respectful workplace culture. Participants explore the responsibilities of leaders in promoting respect, learn effective communication strategies for inclusive leadership, delve into team building and leveraging diversity, acquire conflict resolution skills for prompt resolution and understanding, and cultivate self-awareness to lead by example in promoting a culture of respect through consistent and fair practices.

Day 3: Respect in the Workplace and Anti-Harassment Policy Training (7 hours)

On the final day of the workshop, participants gain comprehensive knowledge on creating and maintaining a respectful work environment, with a focus on addressing harassment and implementing robust reporting and investigation procedures. They explore the definition and various forms of harassment, learn about the legal obligations and detrimental effects of harassment, and understand the importance of having comprehensive anti-harassment policies and procedures in place. Participants also gain practical knowledge on reporting concerns, conducting fair investigations, and promoting prevention through ongoing training and education to raise awareness, promote respectful behaviors, and create a safe and inclusive work environment.

Impact HR’s Respect in the Workplace 3-Day Workshop empowers both employees and leaders with the knowledge, skills, and resources to foster a culture of respect, equity, diversity, and inclusion. By addressing the importance of respectful leadership, anti-harassment policies, and effective reporting and investigation procedures, participants will be equipped to create a safe and inclusive work environment where every individual feels respected, valued, and empowered. This comprehensive workshop is an investment in building a stronger and more harmonious workforce, ultimately leading to increased employee satisfaction, productivity, and organizational success.

Participants of Impact HR’s Respect in the Workplace 3-Day Workshop may be eligible for the Canada-Alberta Job Grant, a training program where employers can apply on behalf of their present or future employees for eligible training costs. With funding provided by the Government of Canada through the Workforce Development Agreement, eligible employers can receive two-thirds of the training costs, up to $10,000 per trainee per fiscal year. The grant covers direct training costs such as tuition fees, textbooks, and required materials. To apply, employers can access the Canada-Alberta Job Grant Portal and submit the necessary application and training completion forms.

Welcome to Impact HR's 3-day Equity, Diversity and Inclusion Workshop

We are excited to invite you to the Impact HR 3-day Equity and Diversity Workshop, a revolutionary learning experience designed to empower you as an agent of change in fostering a more inclusive and equitable workplace environment. Through this comprehensive course, you will gain valuable insights, tools, and strategies to promote diversity, equity, and inclusion (EDI) within your organization.

Day 1: What is Diversity, Equity and Inclusion and how can I as an employee be better informed in the workplace? (7 Hours)

Are you eager to foster a more inclusive and equitable workplace environment? Join us on Day 1 as we delve into the core concepts of diversity, equity, and inclusion (EDI). Discover the power of embracing diverse perspectives, backgrounds, and experiences, and learn how these values can drive innovation and success within your organization.

During this engaging workshop, we will explore various aspects of EDI, including the importance of awareness and empathy in creating an inclusive workplace culture. You’ll gain valuable insights into identifying and challenging biases, both conscious and unconscious, and develop strategies to promote equal opportunities for all employees.

Day 2: Equity and Diversity and Inclusion in Leadership (7 Hours)

Leadership plays a pivotal role in shaping a company’s culture and promoting equity and diversity. On Day 2, we will focus on equipping leaders with the tools and knowledge needed to drive meaningful change. Through interactive sessions and case studies, we will explore the challenges and opportunities that arise in leadership roles when it comes to fostering inclusivity and promoting diversity.

Attendees will gain practical strategies for creating an inclusive leadership style, building diverse teams, and championing equity throughout the organization. Whether you’re an aspiring leader or an established one, this workshop will empower you to become an agent of change within your workplace and drive the transformation towards a more inclusive and equitable future.

Day 3: Equity, Diversity, and Inclusion Workplace Policy and Procedure Training (7 Hours)

Policies and procedures are the backbone of any organization’s commitment to equity, diversity, and inclusion. On the final day of our workshop, we will dive deep into the development and implementation of workplace policies that support and promote EDI. Through expert-led training, participants will learn how to align policies and procedures with EDI principles, ensuring fairness and equity in all areas of the organization.

We will explore best practices in policy creation, including recruitment and hiring practices, promotion and advancement opportunities, employee resource groups, and addressing workplace discrimination and harassment. This training will equip attendees with the knowledge and skills needed to create a more inclusive and welcoming work environment for all.

Don’t miss this incredible opportunity to enhance your understanding of diversity, equity, and inclusion, and make a positive impact on your workplace. Join us for the Impact HR 3-day Equity Diversity and Inclusion Workshop and become a catalyst for change. Register today!

Training & Development


Over the years, we’ve developed many training modules that have helped the people of an organization succeed. We tailor our offerings to your exact needs and can focus on building the specific knowledge, skills, and abilities that your organization requires. 


Our instructors engage your learners to ensure they get the most out of training. We offer a diverse mix of in-depth training, lunch ‘n learns, and seminars. Listed below is our course offerings.

You can also access our course catalogue by clicking here.












You can access our course catalogue by clicking here. The course catalogue outlines the course duration, fee per learner, minimum class sizes, course description, and learning outcomes for each course.

 We also work with a network of certified coaches and experts who can support with MBTI and DiSC Assessments.


You may be eligible to receive funding for our courses under the Canada-Alberta Job Grant Program, which may cover two-thirds of the cost to a maximum of $10,000 per employee per year.

See the link below to learn more about the Canada-Alberta Job Grant Program or contact us for more information.


Recruitment Services


We offer full cycle recruitment services to help you attract and retain talent that is the best “fit” for your business. Our services include:



As we are your outsourced HR department, we provide hiring services as if we were your internal recruiter, meaning we bill on an hourly basis. This means you are not paying an excessive fee for staff. 

Workplace Investigations

Workplace investigations can be extremely difficult and complex, and if not handled properly, lead to extremely negative consequences for an organization. Our firm takes the pressure off by following a methodical process in conducting workplace investigations, and will ensure it is backed up with credible documentation and recommendations.


We offer investigation services primarily in the following areas:

Not only have we investigated complaints against front line employees, but we have investigated incidents where senior managers and executives have been named as Respondents.


Our investigation process is very methodical, following a very specific investigation framework. This is to ensure the investigation is viewed as objective and credible. Once we have an understanding of the complaint, we will conduct interviews with relevant parties. After all interviews are complete, we summarize the data and provide analysis, findings, and recommendations in a formal independent investigation report. As a last step, we will schedule a debrief meeting to review the report, findings, and recommendations.


Investigations are different based on complexity and how many parties are involved. Each investigation requires time to review the complaint, prepare for meetings, conduct the interviews, prepare a report, and conduct a debrief meeting. Our investigation work is fee based at an hourly rate of $130 per hour.

Outplacement Services


Outplacement Services are intended to support both management and employees through the transition process of layoffs, restructuring, or terminations. For employees, they are intended to not only help navigate the job market but also transition to a new position and organization.


Employee Terminations

Terminating an employee, whether for cause, without cause, or during a workforce reduction can be extremely difficult. Terminations can present a large degree of risk to a business if not handled properly, whether it is legal and financial risk or physical risk during a termination meeting. We can help alleviate the stress and ensure employee terminations are done smoothly and respectfully. Our services for terminations are listed below:

employmee terminations

Policy and Employee Handbook

We can support your business with policies and procedures that will protect your business from legislative and reputation risk. Our consultants have many years of experience in developing policies, communicating to employees, and providing policy training.

Having workplace policies in place can benefit you in many ways. They outline rules and standard behaviours expected from employees, set guidelines for dealing with routine situations, promote fairness and consistency, and provide a mechanism for communicating to employees.

Listed below is a sample list of the policies we can support your business with:

performance management

Health & Safety

Are you struggling to keep up with changing OHS laws or not sure where to start? We offer a comprehensive set of services to help you navigate your requirements under OHS and implement solutions that will protect your employees and company stakeholders.


Succession Planning


Through many years of experience in leading succession planning programs, we offer a simple step-by-step process that will elevate the overall talent level of your company. We’ll help you figure out who your future leaders are and recommend development plans that will put them over the top.

Our process for identifying and assessing talent, and building development plans is straightforward and involves the following:

succession planning

Compensation & Benefits


We will help you design pay bands that are based on valid market research, fit your competitive position in the market, and ensure pay equity. 

We also have considerable experience in designing incentive plans. We can design a new plan aimed at driving behaviours that will elevate the performance of your organization. 


Our process for designing your benefits plan focuses on getting the most value out of the plan for your employees while managing the cost structure to a level that is sustainable for your business. We’ll work with you to determine the right mix of benefits offerings and coverage levels. We can also be an important liaison with your benefits consultants and carrier, ensuring your best interests are kept front and center.


Employee Engagement


We offer a few methods to help diagnose your engagement issues. Hiring a 3rd party can be advantageous as employees may feel safer providing feedback due to the independent relationship. We can support in the following ways:

We have many years of experience in organizing various initiatives to solicit employee feedback. From survey design to facilitating focus groups, we know how to dig deep into engagement issues and develop effective solutions to increase engagement.

Performance Management


Performance Management is a complex area in human resources and can be administered in a variety of ways. We have worked with several organizations in creating and administering complex performance management mechanisms, conducting 360-degree evaluations, and providing training and coaching for supervisors and management.

While performance management can be administered in many shapes and sizes, our focus is building a culture of accountability. This involves supporting you in establishing goals for your direct reports, gaining acceptance of those goals, objectively measuring performance, and providing timely and ongoing feedback.

Organizational Design

We analyze your business and advise you on the organizational design and structure that will allow you to meet your strategic business goals. Our goal is to ensure you have an efficient operation and that the right people are deployed in the right positions.


Proactive planning and forecasting can help you become more productive and efficient. We help you plan for the future by implementing robust forecasting techniques that properly anticipate required headcount and potential organizational changes. 

organizational design

Business Process Improvement

At Impact HR, we have several years of manufacturing experience to draw on to help you lead your lean initiatives. We’ve studied world leading lean manufacturing systems and we use a proven approach in helping you become more efficient.

We’ve led many lean initiatives over the years that have allowed various companies to thrive in cost competitive industries. We’ve also applied the same thinking to the field of human resources. Through process mapping and HR program design, we maximize the efficiency of the HR department and allow you to earn a higher return on your people practices.

business efficiency

Human Resources Information System (HRIS)

Our change management process allows you to be proactive, engage the right stakeholders, and enable the people of your organization to lead the change effort.

People instinctively don’t like change and can sometimes throw a wrench into your change effort. We have led many change initiatives over the years, many of which have resulted in improved business performance and increased engagement across the organization.

How can a Human Resources Information System (HRIS) help your business?

It can automate many processes within your HR function and relieve the burden of paper filing and manual data management for your HR team and management. Vacation, benefits, hiring, onboarding, and performance management are some areas of your HR function that can be streamlined and save your company in administrative and non-valued-added time.

Human Resource Info Systems

Strategic Planning

We help you gain a clear understanding of the strategic goals of your company and the strategy in place to achieve those goals. We will also help ensure your HR priorities are aligned with the long-term direction of your company.

Not only are we equipped to develop strategic HR initiatives, but we can also help you formulate your mission, vision, and values. We work with you to analyze your internal and external environments and translate that data first into strategic goals and then into people solutions that make sense for your unique business.

We use a thorough planning model to help ensure you consider all your options and craft a business plan that will optimize your business results and maximize the contributions of your people.

Performance Management

Performance Management is a complex area in human resources and can be administered in a variety of ways.

Compensation and Benefits

Offering competitive compensation and benefits programs can help you attract top tier candidates and avoid loss of top performers to the competition.

Human Resources Consulting Projects

We can support you business with a variety of HR projects that will help you build your human resources foundation. We have experience in planning and executing projects in the areas of performance management, employee engagement, compensation & benefits, succession planning, performance management, and health & safety

Health and Safety

Occupational Health and Safety is a dynamic and complex field. It’s important to ensure you are compliant with OHS laws and demonstrate your commitment to protect your employees and other stakeholders of the company.

Employee Engagement

Finding new ways to engage your employees can substantially increase productivity. Employees who are engaged have a greater desire to remain with the organization, advocate for the organization, and exert extra effort above & beyond the call of duty.

Succession Planning

Succession Planning allows you to proactively identify the skills you need to be competitive long-term, develop the bench strength of your organization, and plan for changes in leadership.

Policies, Handbooks, and Employee Relations

Navigating employee relations issues can be time consuming and complex. The employee-employer relationship is very dynamic and is impacted by several pieces of legislation, such as human rights law, employment standards, and Occupational Health & Safety. Employers must take precautions to ensure they do not expose the organization to risk that could result in hefty lawsuits and long-term damage to their reputation. We offer many solutions to help you manage your relationship with employees and minimize legal exposure from changing legislation.

Please click on the images below to find out more information on our policy and employee handbook, employee terminations, and outplacement services.

Policy and Employee Handbooks

We can support your business with policies and procedures that will protect your business from legislative and reputation risk

Employee Terminations

We can help alleviate the stress and ensure employee terminations are done smoothly and respectfully

Outplacement Services

When your organization is going through a transition process and is faced with layoffs or organizational restructuring, we provide outplacement services so management are prepared to deal with the aftermath of layoffs and employees don’t miss a beat in the workforce.

Strategic Human Resources Management

We offer a number of services that can support your business in achieving its strategic goals. Please click on the image beside to find out more information on our strategic planning, HRIS implementation, business efficiency improvements, or organizational planning/design services.

Strategic Planning

A business can become stagnant and fail to maximize the potential of its people if its HR and corporate strategy is not aligned.

Business Efficiency​

Process efficiency improvements can be a game changer, especially for a company in an industry where margins are tight. Adopting lean methodologies and a continuous improvement mindset can help your company with cost reductions and minimizing waste.

Human Resource Info Systems (HRIS)​

What drives change in a business? It can come from just about anywhere. Effectively dealing with change puts a company in a better position to compete long-term.

Organizational Design

Alignment of all your HR practices is critical in allowing your company to achieve its strategic goals. If a company does not properly deploy its resources, it may not be able to capitalize on opportunities that would allow it to grow and prosper.

Our aim is to deliver solutions that will protect your business from risk, improve employee relations and engagement, and maximize the contributions of your workforce.

We offer clients diverse services aimed at supporting them in building a foundation for their human resources function. Our home is Edmonton, AB, but we support businesses throughout Alberta and across Canada. Please see our service offerings below.

impactHR is your dedicated outsourcing solution for human resources. Think of us as your fractional HR department. Whether you need us on an ongoing basis, for a one-time consulting project, or just need an occasional resource to ask questions when you’re dealing with an employee issue, we help ensure you have a strong HR foundation that will support your business. We work with any type and size of business, from startups, to small and medium enterprise, to multinational corporations.