Leonardo Canada - Electronics’ Post

Quality work stems from sufficient and equitable compensation, not from inadequate support. A company can grow exponentially when its smart and hardworking employees achieve financial growth alongside access to top opportunities, such as promotions, onsite assignments, bonuses, ESOPs, and more...

Begin as you mean to go on. This picture is of the first (and one of the only) Employee Handbooks I have received in my career. It’s from my high school days working at a McDonald’s in Ottawa. My onboarding and training there was probably the best I’ve ever received. The small-sized 34-page booklet covers everything from the organizational mission and “what’s in it for you”, salaries, performance and wage reviews, pregnancy leave, personal conduct rules and corrective actions to service awards and employee programs. It concludes with a quote by Calvin Coolidge about persistence and determination being omnipotent. The content was also reviewed in person and accompanied by thorough training and practice in how to do my job and engage with the public and my co-workers. The simplicity of it is golden. It’s not loaded with legal or convoluted content.  It says what you need to know. I proudly display the booklet in my kitchen because McDonald’s was where I really learned “to work” and understand the responsibility of what working for a brand meant. It was where I went up against the President of McDonald's Canada in time trials to serve the most customers with excellence (had to take the order and deliver the food within a minute). I saw that even the “Big Mac” could do all the jobs in the restaurant. I couldn’t wear my uniform in or near the restaurant unless I was actively working. We were trained thoroughly on our jobs, our responsibilities and evaluation standards were clear, our training was tested and updated frequently and fun was encouraged (and achieved). At that time, having McDonald’s on your resume opened doors to jobs in almost any area because it was a sign that you were well trained and could work hard and well. Onboarding needs to be a brand priority for organizations. It’s where your brand culture foundation is laid. Only 43% of employees state having an onboarding longer than one day and 88% feel they had a poor onboarding experience. This matters, because apparently 70% of new hires decide if a job is the right fit within the first month, and 29% know in the first week. If a brand and its people don’t know where they’re going or have a vision on how they’re going to progress right from the start, it makes for a very difficult journey.   I work with organizational management to help articulate and communicate vision and expectations to their people. I support individuals in establishing their personal brand vision and how to bring it to life clearly within varied organizational situations, often where there is a critical lack of organizational clarity.   My little old McDonald’s Employee Handbook is great example that onboarding doesn’t have to be complicated, but it does take a clear vision, persistence and determination.   #brand #employeetraining #mcdonaldscanada #personalbrand 

💰 The Myth of Individual Bonuses: Why It's Time to Rethink Incentives 💡 For more than 10 years I have been trying to kill off all individual bonus schemes in the organisations I have worked - unfortunately with very little success. Everywhere I go I am often met with the belief that big individual bonuses are the secret sauce to motivation and if we kill them off it will hurt both performance and business results. The logic seems simple: dangle a big enough carrot, and people will work harder, better, and faster. But here’s the uncomfortable truth: the science says otherwise. Studies repeatedly show that monetary incentives like individual bonuses often backfire when it comes to fostering long-term motivation and meaningful performance. Here’s why: 👉 Tunnel Vision: Individual bonuses encourage people to focus narrowly on their own goals, often at the expense of broader company objectives. They can blind us to innovation, creativity, and collaboration—the very things organisations often claim to value. 👉 Collaboration Killer: When rewards are personal, collaboration becomes harder. Why share knowledge or resources if you're being judged on your solo or silo performance? 👉 Time Sink: Designing, managing, and defending bonus schemes eats up valuable time and energy—often leading to endless debates about fairness, criteria, and outcomes. 👉 Motivation Misfire: Behavioral science shows that intrinsic motivators like autonomy, mastery, and purpose are far more powerful than money when it comes to doing meaningful work and driving long term better performance (Shoutout to Daniel Pink’s Drive for a deep dive on this!) In my years of designing and implementing various bonus schemes, I’ve seen these pitfalls play out time and again. Sure, they seem like a good idea on paper, but the reality is messy and counterproductive. So, here’s my take: It’s time to ditch individual bonuses and rethink how we reward performance. Instead of individual incentives, why not shift to shared success? A simple, transparent profit-sharing model could be an alternative. A model that does not state to drive certain behaviours but instead invest in goodwill and shared recognition. When the company does well, everyone shares in the success. What is your take on this? #Leadership #Inspiration #PeopleAndCulture #MotivationScience #FutureOfWork

Have an employee that isn’t performing and not sure what to do about it? Try getting clear on: 1. Scope: Ensure they understand their responsibilities. 2. Desire: Determine if they want to do the job. 3. Capability: Assess if they can actually do it. If they seem clear and motivated, give them another chance.. However, if they still don't perform, now it will be clear that you need to part ways.

This week, I had the pleasure of welcoming a new team member in a senior role. To set the tone for success, I flew over to Ireland for his first week, to walk him through our 2025 KPIs and objectives, and help him settle into his role. I’d love to say it all went perfectly, but here’s the reality: Despite my best efforts to prepare—organising equipment, licences, and onboarding materials—we hit some unexpected snags. Access to his laptop is still a challenge, and I missed a critical licence he needed. It was frustrating, and I’ve been kicking myself about it more than I should. That said, I’m incredibly grateful to Kelly Gartland who stepped in and made sure Eoin felt welcomed and supported during his first few hours before my flight landed. A huge thank you as well to the rest of the etag Ireland team, who, as I knew they would, extended a warm and enthusiastic welcome to Eoin. Their support reflects the heart of who we are—a team that naturally behaves inclusively and believes in collaboration, growth, and getting it done together. Here’s what I’ve taken away from this experience: 1️⃣ Preparation is Key, But Mistakes Are Inevitable I genuinely tried to anticipate everything, but no amount of preparation guarantees a flawless outcome. Mistakes are part of the process, and what matters most is how you respond and fix them. (I still haven’t fixed it yet 😔) 2️⃣ Be Kind to Yourself We often hold ourselves to impossibly high standards. I’ve realised it’s okay to stumble—it doesn’t define your competence. What does is how you stay focused on the bigger picture and keep building trust with your team. 3️⃣ Engagement Is What Matters Most The snags didn’t overshadow what for me is the most important part of the week: showing up, investing time, and building a relationship. Leadership isn’t about perfection; it’s about being present and committed to your people. We’re really looking forward to what Eoin and the team are going to achieve together. His expertise and energy are already making an impact, and I’m excited about the next few months. For anyone managing remote or international teams, my advice is: - Plan as thoroughly as you can, but accept that there will be bumps along the way. - Prioritise connection over logistics—people remember how you made them feel, not every detail of their onboarding. - Most importantly, don’t be too hard on yourself. Mistakes are proof you’re trying.

Embrace Diversity, Flexibility, and Opportunity with PPLSI | Your Career, Your Way In the ever-evolving landscape of work, it's diversity and flexibility that are steering us toward a promising future. At PPLSI, I'm thrilled to be part of a movement that empowers Independent Sales Associates to redefine their workspace, free from the confines of a traditional office desk. Imagine starting each day with zeal and intention, ready to make a significant impact from virtually anywhere in the world. At PPLSI, diversity is not just a buzzword; it’s a foundational value that propels our success. Our commitment to embracing varied backgrounds, experiences, and perspectives infuses our team with creativity and innovation. Each associate brings something unique to our table, much like a global potluck of ideas and strategies. In fostering an inclusive environment where every voice matters, we accelerate personal growth and cultivate organizational excellence. Flexibility here means farewell to the typical 9 to 5 grind and grueling commutes. We offer the freedom to formulate a work schedule that harmonizes with your lifestyle. Whether you're working seaside or nestled at home, the world becomes your office, enhancing both productivity and work-life balance, a truly harmonious arrangement! What truly distinguishes PPLSI is our steadfast dedication to professional development. We don’t merely recruit; we nurture leaders through extensive training, mentorship, and ongoing learning opportunities. Within our vibrant community of passionate professionals, knowledge sharing is the norm, allowing talent to thrive and ambitions to be realized. Our culture of growth and collaboration is as dynamic and interconnected as the digital world we navigate. In essence, embracing diversity and flexibility at PPLSI isn't about settling for a job; it's about embarking on a fulfilling journey with boundless potential. As champions of this new era, I invite you to explore the possibilities as an Independent Sales Associate. Let's weave your story into the rich tapestry of PPLSI, influencing lives while embracing the freedom to live on your terms. Together, let's construct a workplace that celebrates individuality and inspires greatness! Visit: https://lnkd.in/gcVT8ww5 #Diversity #Flexibility #RemoteWork #CareerGrowth #PPLSI #LegalShield #WorkLifeBalance #Innovation

Do you see that employee that goes beyond their call of duty by engaging in discretionary work place behaviors that exceed their job requirements? The one who goes beyond their formal job responsibility to freely give their time and energy to a task out of their formal contract? Do not let them go!! I will tell you; every organisation has one or two of these employees and although they might not know it, a part of the organisation survives and prospers because of these. These behaviours might not be clearly stated for reward but systems should be put in place to encourage employees to engage in these Organisational Citizenship Behaviours (OCB). Organisational Citizenship Behaviour; also known as the good soldier syndrome, is to enable common men do uncommon things. Have a great week friends 🧡

Ever notice that the most successful people at work seem to be busy all the time? It’s not because they can’t manage their time or they don’t know how to multitask. The reason why the most successful people at work are also the highest performing is because they are meticulous about getting it done right. It’s not about just ✅ a box and it’s done. And it’s not about getting recognition just for participating. 🙋♀️ It’s about critical thinking and managing the details that most people don’t care to look into. It’s about caring for the quality of your work so you can stamp your name on it. It’s about knowing what GREAT truly looks like. The truth is, not everyone cares about doing great work. Some people just want to get it done and move on. And I’m not talking about analysis paralysis where done is better than perfect. I’m talking about truly caring about the work you do, so much so that you actually put in the effort which takes hard work so you can actually stand by it. So if you’re one of those people who notices that you’re no longer involved in those critical projects, invited to important meetings or rarely gets asked for your opinion on things anymore, it’s probably not a good sign that you have more time on your hands. You can choose to be the 20% that gets 80% done, or vice versa. But if your choice is to be the opposite, don’t be surprised when you don’t get that promotion, that huge salary raise or the recognition you crave. Someone else showed up, put in really really hard work and stepped up. Rewards are called just that because they’re earned, not distributed via consensus. And results always speak for themselves.

Feeling valued at work shouldn’t feel like winning the lottery. It should be the STANDARD. When people feel genuinely appreciated, they’ll go above and beyond💯
 It’s not rocket science, when you value your team, they start seeing their work as meaningful, and they’ll give you way more than just what’s expected. 

It’s a simple formula: look after your people, and they’ll look after your customers, which will, in turn, look after your business.
 Here’s how to make that happen, step by step:
 1. Show Real Appreciation 2. Give People Autonomy 3. Invest in Their Growth 4. Create a Culture of Respect 5. Recognise the Impact of Their Work 6. Support Work-Life Balance 7. Celebrate Wins as a Team When your team feels valued, they’ll go the extra mile without being asked. 

Happy employees create happy customers, and happy customers drive business growth. 

So, take care of your team—they’re your greatest asset, and the returns will be massive.

Ownership is a core value in the workplace that alludes to employees taking responsibility for their work and the outcomes they produce. Taking ownership in the workplace goes beyond completing tasks; it is about adopting a mindset where you see yourself as a stakeholder in the company's success. This perspective involves proactively identifying challenges and opportunities, taking responsibility for outcomes, and demonstrating initiative to go above and beyond your job description. A sense of pride characterises ownership in one's work, a commitment to continuous improvement, and an entrepreneurial spirit that drives individuals to seek solutions rather than merely identifying problems. It is about making decisions that are in the company's and its clients' best interest and taking personal accountability for the results of those decisions, whether they lead to success or require further adjustment. As employees let us strive to uphold the ownership core value as we execute our daily duties.