RLB Blog

A recent Harvard Business Review article highlighted the Oklahoma City Thunder's turnaround as one of the most talked-about stories in recent NBA history. After bottoming out with 58 losses in the 2021-2022 season, the franchise engineered a rapid and deliberate climb back to relevance. While your business may not be competing for championships, the parallel is striking. Many small to medium-sized businesses face similar challenges: high turnover, stagnant growth, and teams that seem stuck in neutral. The difference between organizations that break through and those that remain stagnant often comes down to one thing: a strategic, data-driven approach to people management.

As businesses gear up for the summer rush, seasonal hiring is once again in full swing. In the urgency to build teams for peak season, one critical element that too often gets deprioritized is comprehensive health and safety training.

Each new year begins with a surge of enthusiasm. Teams feel energized, leaders set ambitious goals, and optimism runs high. But as routines settle in and operational pressures return, that early excitement often fades. This shift is not just seasonal; it can quietly impact productivity, morale, and overall performance at a time when steady focus and consistency matter most.

As many organizations continue to navigate economic uncertainty, rapid technological change, and evolving employee expectations, one thing remains clear; Workforce skills must evolve alongside the changing nature of work. Prioritizing upskilling that focuses on continuous learning, adaptability, and long-term development is no longer a “nice to have”. It has become essential.

The holiday season is a time of celebration but for employers, it can also be a minefield of compliance obligations, employee expectations, tax rules, and human emotions. Think of it like National Lampoon’s Christmas Vacation: everything looks magical in theory… until someone plugs in the lights and the entire neighbourhood goes dark.

As part of the province’s legislative requirements coming into effect January 1, 2026, employers need to prepare for a wave of recruitment and hiring transformations. With a focus on increasing fairness, transparency, and equity, these updates, introduced under the Working for Workers Four Act reforms and the Employment Standards Act (ESA) will reshape how employers advertise job postings and manage their recruitment process. Employers in Ontario with 25 or more employees must follow the new requirements for publicly advertised job postings:

Are you thinking about expanding your workforce by recruiting employees outside the province of Ontario?  It cannot be denied that there are many benefits of remote work, for example: no commute, fewer distractions, and individualized workspaces can result in remote workers being more productive than their office counterparts.  In addition, with the improved work-life balance that comes with remote work, retention increases while absenteeism decreases.

If you’re a small or medium-sized business in Ontario, mark your calendars: significant updates to Ontario’s Employment Standards Act (ESA) and Occupational Health and Safety Act (OHSA) are coming into effect in June and July 2025.

Employee engagement surveys can be a powerful tool for gathering feedback from your team members, understanding employee morale, and improving overall workplace satisfaction.  However, conducting these surveys comes with its own set of unique challenges and requires thoughtful consideration to yield meaningful results.

Continuous upskilling and training have become essential to the success of modern companies. As industries continue to embrace automation, artificial intelligence, and digital transformations, employees understand that staying relevant means continuous learning for them as well. By equipping employees with the necessary skills for the future, companies can not only stay ahead of the competition but also foster a loyal, engaged workforce.