Portfolio

Company Connect Newsletter Initiative

Company: Stutters Restorations
Date: January 2023 – Present
Objective: Enhance communication and inclusivity across all branches, improve employee morale, and recognize achievements within the company.

Context/Challenge:
With six restoration services locations across British Columbia, branches outside of the head office often felt less important and forgotten. This disconnect impacted employee morale and engagement. There was a need for a cohesive communication platform that would unite all branches, celebrate their achievements, and foster a sense of belonging.

Role/Responsibilities:
As the HR Manager, I identified the need for improved internal communication and spearheaded the development and launch of the “Company Connect Newsletter”.

Actions Taken:

• Content Development: Curated content that was relevant and engaging for all employees. This included:
  • Spotlights on specific branches or departments to highlight their efforts and achievements.
  • Stories from the field that showcased the day-to-day operations and successes of various teams.
  • Positive reviews from customers to boost morale and recognize good work.
  • Employee recognition sections to celebrate individual and team accomplishments.
  • Cartoons and motivational quotes to add a light-hearted and inspiring touch.
  • Educational material relevant to our industry to support continuous learning.
  • Employee news, including certifications achieved, anniversaries, and birthdays, to foster a sense of community.
• Design and Distribution: Designed an appealing newsletter format and established a monthly distribution schedule.
• Feedback Loop: Implemented a feedback mechanism to gather input from employees about the newsletter’s content and format to ensure it met their needs and interests.

Results/Achievements:

• Increased Engagement: Notable improvement in employee engagement and morale, particularly in branches outside of the head office.
• Enhanced Communication: Better communication and inclusivity across all locations, with employees feeling more connected and valued.
• Positive Feedback: Received overwhelmingly positive feedback from employees who appreciated the recognition and connection the newsletter provided.
• Recognition and Motivation: Boosted motivation and performance through regular recognition of employee achievements and efforts.

Testimonials/Feedback:
“The Company Connect Newsletter has been a game-changer for us. It’s great to see our branch’s efforts recognized and to feel more connected to the rest of the company. The stories and educational materials are both informative and inspiring.” – Marco Ferreira, Junior Project Manager

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Employee Engagement Initiative

Company: Stutters Restorations
Date: January 2023 – Present
Objective: Increase employee engagement and reduce turnover.

Context/Challenge:
Stutters Restorations was facing high employee turnover and low engagement scores, impacting overall productivity and morale.

Role/Responsibilities:
As the HR Manager, I was responsible for diagnosing the root causes of low engagement, developing a comprehensive engagement strategy, and overseeing its implementation.

Actions Taken:

• Conducted an employee satisfaction survey to gather insights.
• Developed a multi-faceted recognition and rewards program..
• Created a monthly personal and professional development program with tailored training workshops (see below).
• Introduced team-building events.
• Launched an annonymous comments and feedback portal and acted on the suggestions.
• Expanded our training and development plan and got more empoyees industry recognized credentials.

Results/Achievements:

• Increased employee engagement scores by 40%.
• Reduced turnover by 25% within the first year.
• Received positive feedback from employees and management, citing improved morale and a stronger sense of community.
• Recovered 70% of training costs through government grants

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Performance Management System Implementation

Company: Stutters Restorations
Date: February 2023 – Present
Objective: Implement a performance management system by measuring against established goals and expectations to align individual and organizational performance with strategy.

Context/Challenge:
A few months into my role in HR at Stutters Restorations, I learned that several employees had never undergone a performance review. They were uncertain about whether they were meeting expectations and unclear about their career paths. To address this, I developed a comprehensive performance management system with a scheduled review process for all departments, a performance improvement plan (PIP) process, and a revised progressive discipline process.

Role and Resposibilities:

HR Manager. Upon receiving approval from the Executive of Logistics, I was tasked with designing and implementing a comprehensive performance management process for the company. This process aimed to measure employee performance against established goals and expectations, aligning individual and organizational performance with the company’s strategy.

Actions Taken:

1. Performance Evaluation Forms:
   • Developed forms tailored to each role, incorporating a self-evaluation component based on job descriptions and key performance indicators (KPIs).
   • Employees assessed themselves on various skills and abilities, identified areas for improvement, and articulated their development needs.
2. Manager Evaluations and Meetings:
   • Managers evaluated employees using the same criteria and scheduled performance review meetings to discuss the evaluations.
   • Facilitated discussions where managers and employees collaboratively set Specific, Measurable, Achievable, Relevant, and Time-bound (SMART) goals aligned with departmental and organizational strategies.
   • Provided guidance to managers on conducting these discussions and supported them in creating personalized development plans for employees.
3. Training and Development:
   • Established a process for identifying candidates for training and securing government training grants where applicable.
   • Developed a performance improvement plan (PIP) process and conducted training workshops to educate managers on its implementation.
4. Review Schedule:
   • Created a calendar system for managers, highlighting employees’ review dates based on their start dates. This enabled managers to track upcoming reviews efficiently and maintain a consistent review schedule.

Results/Achievements:

Performance reviews became a regular practice at Stutters Restorations, significantly improving employee morale. Employees appreciated receiving feedback, setting goals, and accessing training and certification programs. Additionally, this system allowed for revising and refining job descriptions to make them more accurate. The structured performance management system facilitated alignment between individual performance and organizational objectives, ultimately supporting the company’s strategic goals.