It’s not uncommon to hear government officials talk about the need to replenish an aging workforce in Canada, but at the same time, you’ll hear them talk about “job churn,” a term once used by federal Finance Minister Bill Morneau in reference to precarious, non-permanent jobs.
The full-time jobs that previous generations enjoyed along with benefits and pensions appear to be going, going, gone these days, with many workers needing two or more jobs just to pay the bills, especially in areas with high costs of living, places such as Vancouver and Toronto.
Morneau isn’t the only government official to mention the precarious nature of work these days.
Ontario Premier Kathleen Wynne mentioned it in introducing a $15-an-hour minimum wage that will kick in by 2019 (with an election looming next year), among several labour reforms that include vacation time, personal emergency leave and other matters you can read about here.
Opponents of Wynne’s plan, and a $15-an-hour minimum wage being phased in in Alberta, say it’s too much, too fast, adding that it will force employers to cut hours and jobs and choke future hiring. Supporters say that’s just the usual bleating by business and there’s no proof that will happen.
The view from here is that the ramifications of such decisions need to be examined on a case-by-case basis.
Indeed, large corporations may simply be trying to pad their bottom lines by denying more money, vacations, emergency days, etc., to their employees.
On the other hand, small businesses may be harder-pressed, especially when you consider the extra money they’re paying due to other government-affected reasons, such as enhanced CPP, carbon taxes, soaring hydro costs, etc., depending on where they’re located.
Add to that factors that governments don’t consider specifically with small businesses. Golf, for example, has been hit with an especially soggy spring this year in many parts of the country, which is affecting revenue.
That may change when the $15-an-hour minimum wages take effect in Alberta and Ontario in 2019, but it could be something new at that time. As well, participation levels, fewer members and discounting are ongoing industry issues, among others, depending on where you work.
Employees of small businesses know these issues and see their effects day to day. Of course, there are employers who will try to get as much out of a worker for as little as possible, but many are trying to keep everyone happy, including themselves, while keeping a business solvent.
It’s a fine balancing act and the key to success is making employees feel valued, not only financially, but in other ways.
That boss will make every attempt to satisfy workers financially when times are good, but also keep a relationship with them that it’s not always about dollars when times are challenging. If they make every effort to make employees feel valued, it not only shows in the product that the public/members/customers see, but there will be no need for mandated guidelines.
Is that the case where you’re employed in the golf industry? Do you feel valued as an employee? That the question in this week’s GNN Poll.
You can vote below or on the GNN home page and please feel free to add your thoughts in the Comments section below.
Do you feel valued as an employee where you work in the golf industry?
- YES (52%)
- NO (48%)