The way you integrate a new hire into your organization has a huge impact on that employee’s motivation and engagement.

Done well, onboarding helps new employees understand expectations, attitudes, tools, policies, and processes. It also helps them develop a sense of connection and camaraderie with both their team and the larger organization.

But that’s not easy to accomplish when people are working from home.

Team members who don’t share the same physical space aren’t able to absorb company culture and norms organically. They can’t just shadow a colleague all day and drop in on casual conversations around the water cooler.

So how can you help remote employees get set up for success right from the get-go?

Check out these best practices for virtual onboarding.

Does your job put you into close contact with individuals you suspect suffer from mental health issues? Feel ill-equipped to properly support these people because you simply don't understand the challenges they're facing—or how best to intervene?

You are certainly not alone. Many community-serving professionals lack mental health training and awareness. They don't possess the knowledge or practical skills needed to recognize mental health problems, interact with individuals in crisis, or refer mentally ill people to the most appropriate health care services.

Lack of organized education in this area has led to a mental health crisis in Canada. One in three Canadians will have mental health problems at some point in their lives—which means every single one of us, either directly or indirectly, is impacted by the epidemic.

It's clear that we need stronger, widespread education and service initiatives at the government level, but grassroots training is also extremely important.

Community mental health courses are an excellent first step for professionals who work with and serve the public.

These are just three ways quality training can completely change the way you do (and feel about) your job.

It's quite possible that opposing parties of a mediation will not trust each other. Whatever issue has brought them to this process, you can assume both sides are feeling anxious and have their walls up.

This is why it's so crucial that all participants be able to trust you, the mediator. You are the one objective individual at the negotiation table—the stable center in the midst of all those swirling emotions, expectations, and uncertainty.

From the very first point of contact, until the issue at hand has been resolved, the mediator must earn and maintain the trust of his or her clients. One of the key ways mediators accomplish this is by cultivating rapport, putting participants at ease, and establishing an atmosphere of cooperation.

But in their eagerness to build rapport, mediators sometimes stumble into traps. Take a look at 4 common mistakes to avoid when you're seeking  to connect with your clients.

Employee mental health has been a core part of occupational health and safety (OHS) for many years. But the issue really took centre stage when COVID came along.

According to government surveys, 1 in 5 Canadian adults were dealing with symptoms of anxiety, depression, or post-traumatic stress disorder in the fall of 2020. By the spring of 2021, that was up to 1 in 4.

Mental health has a huge impact on worker productivity. Depression, anxiety, and stress can make it difficult for people to focus or make decisions. That often leads to poor performance, absenteeism, and turnover.

Now more than ever, supporting the mental health of workers is a business imperative.

So what can OHS leaders do to create a psychologically safe and healthy work environment?

Here are a few strategies.

New managers are often on their own when it comes to navigating minefields like hiring, firing, and employee relations. And a misstep in any of these areas can have a serious impact on a business.

That’s why Kompass developed the Human Resources Management certificate. It’s designed to give new managers the tools and skills they need to embrace their new challenges with confidence.

Instructor Debra Wilson has 25 years of experience in numerous aspects of the human resources field.

We spoke with her recently to see what students can expect from the HR course and how the field is growing and changing.

Here’s what she had to say.

Remote work is rapidly becoming the new norm. And as many managers have discovered, leading a virtual team is not the same as leading an on-site group.

You’re still responsible for managing performance and helping your team reach its goals. But managing from afar requires a slightly different approach.

In today’s increasingly remote-first environment, getting the best from your employees means adapting the way you communicate and collaborate.

But what exactly does that mean? What can you do to become a more effective virtual leader?

Start by following these 7 tips.

The COVID-19 pandemic highlighted what some experts have been saying for years: Canada must do more to make sure our health care system can meet the needs of our rapidly growing senior population.

The Canadian Medical Association said as much in its 2016 report, The State of Seniors Health Care in Canada.

The report revealed some very serious senior-care needs Canada will be facing over the coming years:

• a 40% increase in cancer cases among seniors by 2030

• 66% more seniors living with dementia by 2030

• by 2041, the country's highest rate of mental illness will be among seniors

• the number of seniors needing special care will double by 2046

The pandemic fallout showed that we are woefully unprepared to face these health care realities. We have a shortage of geriatrics specialists and care aides with gerontology training—not to mention a host of policy issues and funding shortfalls.

Here's a closer look at what is driving demand for better training and services in senior care, right now.

When people spend a significant amount of time together, conflicts are sure to arise. And when you add the pressures and stresses of the workplace, disputes become not only inevitable, but costly.

A global study from 2008 found that on average, employees spend roughly 2.1 hours each week dealing with conflicts at work. That equates to approximately one day each month in lost productivity.

The study also found that letting such disputes go unaddressed can lead to personal attacks, physical sicknesses, and project failures.

That's why workplace conflict resolution is a key area for mediation. A growing number of business leaders are using mediation to resolve corporate conflicts and restore harmony at the office.

Whether you’re an aspiring mediator, HR professional, or business manager, there are proven mediation techniques you can use to defuse conflicts and build a healthier work environment.

Start by following these 7 key steps.

People come to the practice of mediation from all walks of life and professional backgrounds.

It's not just lawyers who become mediators. Anyone with an interest in alternative dispute resolution, strong communication skills, and sharp problem-solving abilities can excel in this career.

Considering this path?

In this post we're exploring some of the best reasons to become a mediator. These are the most common motivators for the students we work with in mediation training—and a good introduction to what the field is all about.

At the end of the post, we've included some information on how to earn a professional mediator designation, and key things to know about the training process. Let's get started!

Family mediation training focuses on giving students the tools to help families settle disputes without going through litigation.