Agenda

Day One: Tuesday, November 19, 2024

10:45 EST

60 min
Leigh-Ann Ouellet

Unlocking Potential: Strategies for Enhancing Employee Motivation

Leigh-Ann Ouellet, Regional Manager, Asset & Facilities Management Services, Professional and Technical Services, Atlantic Region, Public Services and Procurement Canada

  • Empower employees by giving them ownership of meaningful projects.
  • Recognize achievements regularly to motivate and inspire continued excellence.
  • Facilitate open communication channels to encourage feedback and collaboration.
  • Implement professional development programs to foster growth and skill enhancement.
  • Encourage a healthy work-life balance to maintain employee well-being and productivity.

12:45 EST

45 min

Break

13:30 EST

60 min
Kristina Hughes

Performance Management and Harassment Perception: A Focused Approach for Managers

Kristina Hughes, Senior Manager, Labour Relations and Advisory, CAMH

  • Educate managers and employees on recognizing and addressing harassment, fostering a respectful and inclusive workplace culture.
  • Implement clear reporting procedures and ensure all complaints are taken seriously, investigated thoroughly, and resolved fairly.
  • Promote open communication and trust within the team, encouraging employees to speak up about concerns without fear of retaliation.

14:30 EST

60 min
Lewis S Eisen

The Ladder of Engagement

Lewis S Eisen, Policy Drafting Expert, Perfect Policies

This session will explore how engagement can be measured along a spectrum of behaviours ranging from “totally disengaged” to “champion.”

  • Engagement is not a binary “on-or-off” situation.
  • Different types of resistance can be mapped to different levels of engagement.
  • Poor wording in policies and rules pushes people down to the lower rungs of the ladder.

15:30 EST

60 min
Michelle Chan

The Biggest Driver of Employee Engagement is Inclusion: How you can Leverage Engagement Data Insights to Build a Culture of Inclusion

Michelle Chan, Manager, Employee Engagement & Culture, Metrolinx

  • Analyze engagement data to identify patterns and gaps related to inclusion, using these insights to inform targeted strategies.
  • Implement inclusive practices and policies based on data-driven findings, ensuring that all employees feel valued and heard.
  • Monitor and adjust inclusion efforts continuously by tracking changes in engagement metrics, fostering a culture of continuous improvement and adaptation.

16:30 EST

End of Day One

Day Two: Wednesday, November 20, 2024

10:30 EST

60 min
Naila Qazi

Inclusive Workplaces: Fostering Connection Through Diversity and Inclusion

Naila Qazi, Founder and CEO, Centre for Change and Leadership Canada

  • Promote diversity awareness through regular training sessions and workshops.
  • Foster an environment of respect and appreciation for different perspectives.
  • Empower underrepresented groups through mentorship and leadership programs.
  • Encourage collaboration across diverse teams to leverage unique strengths and insights.
  • Advocate for inclusive policies and practices that support all employees’ needs and contributions.

12:30 EST

45 min

Break

13:15 EST

60 min
Sheryll Curet

Creating a Seamless Employee Experience from Onboarding to Retention

Sheryll Curet, Team Lead, Internship Unit, Treasury Board Secretariat

  • Design personalized onboarding experiences tailored to each employee’s role and needs.
  • Streamline administrative processes to reduce onboarding friction and enhance efficiency.
  • Provide ongoing training and development opportunities to support continuous growth.
  • Foster mentorship programs to facilitate connections and accelerate integration into the company culture.
  • Implement regular feedback loops to gauge employee satisfaction and address any concerns promptly.

14:15 EST

60 min
Michele Ratsch

Fostering Mental Health through Employee Engagement and Flexibility

Michele Ratsch, Board Director, Applaud People in Public Service, Retired Ontario Public Service Senior Manager of Organizational Dynamics

  • Cultivate a supportive workplace by promoting open communication and mental health awareness.
  • Empower employees with flexible work options to enhance work-life balance and reduce stress.
  • Strengthen employee engagement through regular check-ins and wellness initiatives.

15:15 EST

60 min
Allyson Collymore

Engaging Employees through an Integrated Approach to Workplace Wellbeing

Allyson Collymore, Director, Centre for Employee Health. Safety and Wellness, Treasury Board Secretariat, Ontario Public Service

  • Empower employees by offering wellbeing supports that align with their individual needs.
  • Support leaders to be able to demonstrate a mindful approach to workplace mental health leadership and accountability.
  • Foster a psychological health and safety culture that embeds wellbeing as strategic priority, applies a systemic approach, and embodies the principle of shared responsibility.

16:15 EST

End of Day Two