About
My ambition wanted me to be a corporate superstar, but bath time had other plans…
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Articles by Jessica
Contributions
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How do you use the Employee Engagement Index to boost employee engagement?
OMG - how many committees have been created following EEI surveys that got nothing done?! 🙋♀️ I've been part of a few of them. The key is to pick simple and small things. We can get overwhelmed with all that has to get improved but employee engagement is a result of small little day-to-day actions. The best way to act on EEI is pick the smallest micro change. Then build from there. Some examples: - People say they don't know their colleagues then buy donuts once a week and have people stop working for an hour to gab. - People say they are afraid to ask for help then as a manager, ask each employee each week what is one thing that you can do to help. Don't let them off the hook. Asking for help is a skill that needs to be practiced.
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How do you showcase your company culture in your hiring process?
Here's a tactical tip: have employees greet the interviewee when they arrive. Doesn't have to be anything formal. They can be milling about in the lobby and take them to the meeting room and offer them something to drink. The idea is that it is this casual interaction that gives potential hires an insight into the actual day-to-day working vibe. The employee knows they are an ambassador and just shows up as their authentic lovely self to make the interviewee comfortable and settled. --> if you're doing a Zoom, have them be the one that opens things up. Give the interviewee a chance to ask a question or two, check in on how their day is going. You can even make up that the interviewer is running a couple minutes late.
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How do you support your employees' growth and development?
A great question to ask is: "what are you excited to learn, do, build, even if it didn't result in a promotion or pay raise?". With this question you learn your employee's true goal vs. what they perceive they should strive for. You see, most employees think they should be promoted every two years or striving for a higher position or working towards more pay. And so they set their goals accordingly. But, those are external markers of what society deems as "successful". The trick is to help the employee determine what their personal growth desires and where their intrinsic motivation comes from.
Activity
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Washing my face after sending one last email and packing tomorrow's lunches, I realized how our productivity obsession has infected even our most…
Washing my face after sending one last email and packing tomorrow's lunches, I realized how our productivity obsession has infected even our most…
Shared by Jessica Weisz
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It says a lot about an event when less than 24 hours later I'm already asking myself how on earth we’re going to top this next year!? The Logic…
It says a lot about an event when less than 24 hours later I'm already asking myself how on earth we’re going to top this next year!? The Logic…
Liked by Jessica Weisz
Experience
Education
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McGill University
Activities and Societies: Founder of SSMU Volunteer Program. Member of Golden Key Society.
Major Social Context of Business and International Business
Awarded McConnell Award, Shirin Yeganegi Scholarship, and Great-West Life & London Life Scholarship for outstanding academic achievement and community involvement. -
Activities and Societies: Organized career mentoring event for new Canadian immigrants
Volunteer Experience
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Board Director and Chair, Funding Stewardship Committee
Girl Guides of Canada
- 2 years 1 month
Children
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Advisor, Strategic Planning Committee
Dixon Hall Neighbourhood Services
- 1 year 1 month
Economic Empowerment
Projects
Languages
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Spanish
Limited working proficiency
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