You know how sometimes, despite everyone’s best efforts, an employment relationship just isn’t the right fit anymore? In Ontario, employers can end that relationship “without cause”—even if the employee hasn’t done anything wrong. But before you think it’s as simple as handing over a pink slip, there are a lot of legal details (and potential pitfalls) to consider. What Does “Without Cause” Mean? Simply put, “without cause” means an employer can let an employee go for reasons

New year, new goals… and the same old temptation to pile more onto an already-full calendar. If you run a professional services firm, you already know the truth: growth isn’t just about more clients, more revenue, or more output. It’s about building habits that make the business sustainable —for you, your team, and the clients you actually want to keep. Here are eight habits worth forming this year. 1) Wellness becomes a business strategy (not a reward) There’s no point build

As a manager, one of your biggest responsibilities is to support your team’s learning and development. But the real magic isn’t in a one-off workshop or a shiny new course. It’s in making growth an integrated part of their work lives. Here are three simple ways to do that—without adding a ton of complexity. 1) Host regular “learning meetings” A learning meeting is exactly what it sounds like: you set aside a small amount of time for your team to learn and talk through a new c

Termination is stressful—full stop. Employees are suddenly thinking about income, references, updating a resume, and how quickly they can land somewhere new. Employers are dealing with the disruption too: coverage gaps, recruiting costs, onboarding time, and (in a labour-short market) the very real fear that the “next hire” won’t be easy to find. That pressure can lead to a surprising situation: an employer ends someone’s employment… and then tries to reverse course. So what

Flexible work is supposed to make life easier. But if you’re not careful, it can quietly blur the boundary between “work time” and “life time” — until your team feels like they’re always on. And here’s the tricky part: overwork doesn’t always look like someone pulling all-nighters. Sometimes it shows up as quick replies at 9:30 p.m., “just one more thing” on weekends, or people feeling guilty for taking a lunch break because they’re working from home. If you’re noticing the s

You know how we’re always talking about building stronger teams and keeping our businesses ahead of the curve? One of the most powerful ways to do that is by weaving learning and development right into the fabric of our work lives—not just treating it as a once-in-a-while event. Here’s how you can make growth a natural part of your team’s day-to-day: 1. Make Learning a Ritual Set up regular "learning meetings." These don’t have to be long or formal. Just carve out a little ti

We often use the words “recognition”  and “appreciation”  interchangeably, but there’s a big difference between them. Most of the time, when we talk about recognizing someone, we’re really talking about results : Hitting a target Finishing a big project Landing a new client Getting through year-end without any fires to put out That’s recognition  — giving positive feedback based on performance or outcomes. Appreciation , on the other hand, is different. Appreciation is about

We’re often told that a “good” workplace is one where everyone gets along and there’s no conflict. But if you’ve ever actually worked on a real team, you know that’s not how it goes. People have different opinions, priorities, and pressures — and that’s not automatically a bad thing. In fact, a truly healthy work culture needs  a certain amount of conflict. Not drama. Not eye-rolling in meetings or quiet resentment. I’m talking about honest, role-based tension  — the kind tha

Most companies run employee-recognition programs, but they often fall flat. They become another box for managers to check, completely disconnected from what employees actually accomplish. Some organizations try to fix this by creating special awards for people who've led major initiatives or embodied company values. But that approach creates its own problem: awards become elite opportunities for a chosen few, leaving the majority of the workforce feeling overlooked. Here's wh

We've all grown up hearing the Golden Rule, "Treat others as you'd like to be treated." It's been drilled into us since kindergarten, right? Well, here's the thing — I've been thinking about this a lot lately, especially as our team at Cloud Business Services has grown and evolved. And honestly? That old Golden Rule has a pretty big flaw. The problem is simple: Not everyone is just like you. I know, I know. It sounds obvious when you say it out loud. But how often do we actua

You know how sometimes you ask what feels like a simple question, and the response tells you everything you need to know about a much bigger problem? "Tell me about your career goals." I've asked this question dozens of times over the years — to team members, to colleagues I'm mentoring, to people in our Bootcamp program. And you know what I get back more often than I'd like to admit? A blank stare. Sometimes followed by an uncomfortable laugh or a hesitant "I'm not really su

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