Best Employers in Canada – Powered by Mercer 

The defining theme of the 2024 workplace was change. The way people relate to work and the workplace is shifting, as is the nature of work itself. As with any change, there are challenges, as employers shift their employee value proposition to better match what employees are looking for. But there are also opportunities. The very best employers have gotten ahead of change, giving their workers flexibility, and supporting them in meaningful ways that allow them to feel fulfilled and engaged in their work. In doing so, they can reap the benefits: higher morale, greater retention, greater productivity, and a better competitive position in the market.

Some of the change is economic: the pandemic-era war for talent is in the rear-view mirror for some; with interest rates and rising costs squeezing employers and employees alike, organizations and their workers were increasingly being asked to do more with less.

Some of the change is technological, with Artificial Intelligence (AI) promising to transform how people do their jobs. Some organizations have already made use of AI to transform their processes, with many more likely to adopt the technology in the future.

Change can leave people feeling unmoored. Although the data can vary across regions, Mercer surveys showed worldwide employee engagement on the decline, as fewer employees reported feeling valued by their employers.

Amid change, one thing remains constant: the most successful organizations have engaged, energized and productive workforces. Building an engaged workforce begins with understanding what your employees want out of their workplace, and then delivering it in alignment with strategic goals.

Building an engaged and productive workforce begins with understanding what attitudes and opinions drive employee engagement with their work. Mercer’s recent global benchmarking employee data found that these were the key drivers of employee engagement:

1. The employee is excited about their company’s future.
2. The employee is energized and enthusiastic in their current role.
3. The employee feels that they can reach their full potential at the company.
4. The employee feels valued.
5. The employee feels that they are treated fairly.

With these attitudes as key engagement drivers, it’s unsurprising that many employers are focusing on bolstering employee well-being, going beyond healthcare benefits and looking at the nature of work itself. They are examining their approach to teamwork and employee workload, as well as the reality of expressed commitments to work-life balance.

In North America and Europe, employees also said that they value a workplace culture that is committed to diversity and inclusion.

These factors align with the employee perspectives collected in this year’s Global Talent Trends report. Employees report that having an organizational purpose to be proud of, feeling a sense of belonging, and feeling valued for their contributions are the top three drivers of their ability to thrive. And – perhaps unsurprisingly – the number one thing employees say will increase their well-being at work is to design work for well-being. 

With the world of work having changed significantly, employees’ expectations of their employers have changed as well. 

Today’s employees are no longer satisfied by the old employment contract, where hard work led to well-being in the future. Amid instability and disruption, they need something new from their employers.

Prioritize my well-being now. Give me the opportunity to thrive and allow me to work in a way that works for me and allows me to live my life. 

Trust your employees enough to give them the space and freedom to work how they want, and in a way that supports their wellness, and your employees will trust you in return.

In a year defined by change, some Canadian employers have excelled at creating a consistently positive and engaging work experience.

The Best Employers in Canada - Powered by Mercer certification program recognizes top-performing organizations that surpass other organizations in four key indicators of the employee experience: employee engagement, agility, leadership and a focus on talent. And their performance in these areas is measured by the most objective metric possible: the opinions of their employees. 

Formerly the Kincentric Best Employers, this program has recognized the country’s leading employers for 25 years. Spencer Stuart, Kincentric’s parent company, entered into an agreement to transition Kincentric’s global employee engagement business to Mercer in 2024. The newly combined engagement team is one of the largest teams in the world, boasting one of the most robust employee databases.

These organizations are, in their employees’ opinion, delivering on a consistently positive and engaging employee experience. In a changing world, they are showing understanding of shifting employee and business needs and adjusting their practices to deliver. 

When asked in Mercer’s 2024 Global Talent Trends report, employees reported feeling both apprehensive and excited about the future of the economy. Respondents to the survey reported that financial stability, psychological safety and skills growth all made them more likely to be engaged with their jobs. They were also excited by a vision of the future, with respondents given access to technology like generative AI also more likely to be engaged.

It’s within this tension - between apprehension about the potential downside of change and excitement about the upside - that forward-thinking organizations can find opportunity. A workforce that is engaged is a workforce that is more able to execute the organization’s strategy and bring it closer to achieving its goals. 

Every organization is different. Not every organization will have a workforce that is excited by generative AI or a digital-first culture. But the human needs for support in dealing with change, as well as a vision of a brighter future, are universal, and that is an area where every organization in Canada can invest.

Every organization can benefit from an engaged workforce. Taking the pulse of your workforce, understanding what employees want out of their jobs, continuously identifying and seeking to remove obstacles to success, and taking clear action to close the gap on unmet needs can help to bolster employee engagement. An engaged workforce also helps organizations to attract and retain the very best workers, enjoy a competitive advantage in the marketplace - and perhaps, in the future, become one of the Best Employers in Canada – Powered by Mercer.