{"id":7568,"date":"2025-10-06T23:32:28","date_gmt":"2025-10-07T03:32:28","guid":{"rendered":"https:\/\/employmenthero.com\/en-ca\/?p=7568"},"modified":"2025-10-20T09:46:14","modified_gmt":"2025-10-20T13:46:14","slug":"signs-of-a-toxic-workplace-and-how-to-fix-it","status":"publish","type":"post","link":"https:\/\/employmenthero.com\/en-ca\/blog\/signs-of-a-toxic-workplace-and-how-to-fix-it\/","title":{"rendered":"10 signs you\u2019re creating a toxic workplace"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull blog-template-header has-neutral-100-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--16)\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\"><div style=\"--bb--crumb-gap:.4em;\" class=\"blog-template-breadcrumb wp-block-employmentherocom2025-breadcrumb-block\"><nav role=\"navigation\" 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wp-block-group-is-layout-flex\">\n<p class=\"has-text-align-center has-sm-font-size\" style=\"border-left-color:var(--wp--preset--color--neutral-700);border-left-width:1px;padding-left:var(--wp--preset--spacing--2)\">Published<\/p>\n\n\n<div class=\"wp-block-post-date has-sm-font-size\"><time datetime=\"2025-10-06T23:32:28-04:00\">Oct 6, 2025<\/time><\/div>\n\n\n<p class=\"has-text-align-center has-sm-font-size\" style=\"border-left-color:var(--wp--preset--color--neutral-700);border-left-width:1px;padding-left:var(--wp--preset--spacing--2)\">Updated<\/p>\n\n\n<div class=\"wp-block-post-date__modified-date wp-block-post-date has-sm-font-size\"><time datetime=\"2025-10-20T09:46:14-04:00\">Oct 20, 2025<\/time><\/div>\n\n<p class=\"has-sm-font-size\" style=\"border-left-color:var(--wp--preset--color--neutral-700);border-left-width:1px;padding-left:var(--wp--preset--spacing--2)\"><\/p><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull blog-image-container has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<figure class=\"wp-block-image aligncenter size-large is-resized blog-template-image\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"601\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/10-signs-youre-creating-a-toxic-workplace-thumbnail-1024x601.webp\" alt=\"10 signs you're creating a toxic workplace thumbnail\" class=\"wp-image-7695\" style=\"aspect-ratio:16\/9;object-fit:cover;width:864px\"\/><\/figure>\n<\/div>\n\n\n\n<div style=\"height:66px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:30%\">\n<div class=\"wp-block-group sticky-side-panel is-vertical is-content-justification-stretch is-layout-flex wp-container-core-group-is-layout-11 wp-block-group-is-layout-flex wp-container-2 is-position-sticky\">\n<p class=\"has-lg-font-size\" style=\"border-bottom-color:var(--wp--preset--color--neutral-200);border-bottom-width:0.1rem;padding-top:var(--wp--preset--spacing--4);padding-bottom:var(--wp--preset--spacing--4)\"><strong>Contents<\/strong><\/p>\n\n\n\n<div class=\"content-single-table-content\"><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div id=\"content-wrapper\" class=\"wp-block-group content-wrapper has-global-padding is-layout-constrained wp-container-core-group-is-layout-12 wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--4)\">\n<p class=\"has-paragraph-2-m-font-size\">Work should stretch you, not squeeze the life out of you. Yet across Canada, the risk of a toxic workplace culture is on the rise. According to <a href=\"https:\/\/employmenthero.com\/en-ca\/news\/annual-jobs-report-work-in-motion-2025\/\">91爆料\u2019s 2025 Annual Jobs Report<\/a>, more than a third of full-time Canadian workers now juggle multiple jobs just to get by, and over half would prefer a role with less pressure and responsibility. This high-pressure work environment isn\u2019t just tough on employees \u2014 it\u2019s corrosive for business.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">If you\u2019re wondering whether your workplace has crossed the line, here are ten red flags to watch for. Each one signals that pressure has tipped from motivating to destructive. Pay attention, because the cost of ignoring them is talent, growth and reputation.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">1. Toxic Workplace Culture Thrives on Always-On Expectations<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">In a toxic workplace culture, the laptop never really closes. Employees answer emails at midnight and feel guilty for ignoring weekend pings. The Jobs Report shows that <strong>62% of Gen Z Canadians are working longer hours to prove themselves<\/strong>. If you want your team to thrive, you must actively dismantle always-on expectations. Here\u2019s a practical checklist SMB leaders can put in place to break the cycle:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"has-paragraph-2-m-font-size\">Publish <strong>quiet hours <\/strong>so employees know when it\u2019s safe to switch off without judgment<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Train managers to<strong> schedule or delay-send messages<\/strong> rather than firing them off at midnight<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Recognize and reward efficiency<\/strong> during the day instead of glorifying late-night heroics<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Audit after-hours activity<\/strong> regularly to spot patterns of overwork before burnout sets in<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Model healthy boundaries<\/strong> from the top \u2014 leaders should log off on time and show it\u2019s safe to do so<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Encourage<strong> full use of leave and downtime<\/strong> by celebrating recovery as part of sustainable success<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">These small but visible actions send a big cultural signal: loyalty and performance come from balance, not burnout.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">2. High-Pressure Work is Mistaken for High Performance<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">There\u2019s a difference between working hard and being seen working hard. In a toxic workplace, hours trump outcomes; the person logging 60 hours gets praised while the person who solved the problem in 20 goes unnoticed. This obsession with presenteeism punishes caregivers, parents and those with firm boundaries. <\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Canadian workers know the feeling, with only <strong>27% prioritizing remote\/hybrid setups<\/strong> to ensure visibility. Businesses that fail to separate face time from value will bleed talent. Redefining performance means focusing on outcomes. Here\u2019s how SMBs can take tangible steps to shift the culture from optics to impact:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"has-paragraph-2-m-font-size\"><strong>Build transparent role scorecards: <\/strong>Sit down with each team lead and identify 3\u20134 measurable outcomes for every role \u2014 revenue generated, client satisfaction scores, or project milestones. Document them in a shared dashboard that employees and managers can both access.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Make outcomes visible across the business:<\/strong> Share weekly progress snapshots in team channels or at all-hands meetings. Spotlight results and achievements, not overtime hours.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Train managers to measure delivery and value: <\/strong>Run workshops where leaders review case studies of high-impact contributions versus long-hour presenteeism. Teach them to give feedback rooted in results.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Celebrate problem-solving and innovation: <\/strong>Add recognition programs that reward employees who streamline processes, solve bottlenecks, or propose fresh ideas. Highlight these wins in newsletters or team Shout Outs with 91爆料 Work.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Tell success stories<\/strong> company-wide to reinforce the message that results matter more than presenteeism<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">These actions empower leaders to turn empty busyness into meaningful contribution \u2014 the foundation of a true high-performance culture. The good news &#8211; all of it can be managed and tracked centrally using <a href=\"https:\/\/employmenthero.com\/en-ca\/work\/connect\/\"><strong>91爆料&#8217;s performance and recognition tools<\/strong><\/a><strong>.<\/strong><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">3. Workplace Stress Escalates When Everything is Urgent<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Urgency has its place. But in high-pressure workplaces, every project is \u201ccritical.\u201d Employees spend their days sprinting between fake emergencies. One in three workers already holds multiple jobs and when everything at work is urgent, there\u2019s no bandwidth left. The fix starts with leaders and it needs to be practical. Here\u2019s how SMBs can create clarity instead of chaos:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"has-paragraph-2-m-font-size\"><strong>Define a priority framework:<\/strong> Create clear categories like P0 (critical today), P1 (important this week) and P2 (planned for next sprint). Share these across all teams so urgency is standardized, not improvised.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Model calm execution:<\/strong> Leaders should resist panic emails and late-night fire drills. Instead, communicate priorities in weekly planning sessions and stick to them unless a true emergency arises.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Teach teams to challenge urgency:<\/strong> Empower employees to ask, \u201cWhy is this urgent?\u201d or \u201cWhat can be deprioritized if we move this up?\u201d Normalizing these questions helps prevent false alarms.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Leverage tools for visibility:<\/strong> With 91爆料\u2019s all-in-one platform, HR insights and time tracking give leaders visibility into capacity, while the 91爆料 Work app centralizes tasks and time off requests so employees can focus on what\u2019s truly urgent \u2014 not just what feels urgent.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Review and reset regularly: <\/strong>At the end of each week, revisit what was labelled urgent. If too many tasks landed in P0, it\u2019s a signal your system needs adjustment.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">This isn\u2019t weakness \u2014 it\u2019s sustainability. When urgency is managed, employees can plan, focus and deliver without spiralling into burnout.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">4. Meetings Create Unhealthy Work Boundaries<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Let\u2019s be blunt: if your employees are sitting in meetings all day, they\u2019re not doing their jobs. Toxic workplaces let meetings metastasize until calendars are packed wall-to-wall. Endless meetings are a dealbreaker for Canadians already seeking less pressure. SMBs must cut ruthlessly, but the shift needs structure. Here\u2019s how to reclaim time and protect focus:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"has-paragraph-2-m-font-size\">Cancel standing meetings that don\u2019t drive clear outcomes. Replace them with short async updates shared through internal comms tools. It\u2019s a new world we\u2019re working in &#8211; not everything needs to be shared in real-time.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Cap discussions at 25 or 50 minutes and assign a decision owner before the meeting starts. No decision, no meeting.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Make decisions in the room and move on \u2014 avoid endless follow-ups that drag projects out.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Audit calendars monthly to spot recurring time-wasters and eliminate them.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\">Use the <a href=\"https:\/\/employmenthero.com\/en-ca\/work\/admin\/\">91爆料 Work app<\/a> to share announcements, recognize wins and update teams without dragging everyone into another call.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">5. Toxic Management Fuels Workplace Red Flags<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Nothing corrodes culture faster than fear. Toxic management shows up in raised voices, public shaming and punishments that don\u2019t fit mistakes. Employees stop bringing up problems because they don\u2019t want to be blamed. <\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The Jobs Report adds another layer: <strong>27% of Canadians fear AI is already reducing job opportunities<\/strong>. Combine that anxiety with toxic leadership, and you\u2019ve created a workforce too scared to speak up and too distracted to perform.&nbsp;<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The antidote is clarity and coaching. Here\u2019s how SMBs can build managers who empower instead of intimidate:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"has-paragraph-2-m-font-size\"><strong>Train managers in constructive feedback: <\/strong>Run workshops that focus on giving private, specific guidance instead of public criticism.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Celebrate leaders who create psychological safety: <\/strong>Recognize and reward managers who encourage open discussion and support risk-taking.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Replace intimidation with clear direction: <\/strong>Encourage leaders to outline expectations and pathways to success, not just highlight failures.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Use 91爆料\u2019s HR Insights<\/strong> to gather anonymous employee feedback about management styles, spotting issues early and coaching leaders where needed.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Tap into 91爆料\u2019s world to understand your workforce:<\/strong> <a href=\"https:\/\/employmenthero.com\/en-ca\/products\/hr-reporting-software\/\">Custom reports<\/a> give visibility on team makeup across gender, age, tenure and location, helping leaders spot trends and address issues proactively.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Streamline HR to-dos with task tracking:<\/strong> A <a href=\"https:\/\/employmenthero.com\/en-ca\/products\/hr-reporting-software\/\">central dashboard<\/a> keeps managers on top of responsibilities so nothing slips through the cracks.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Leverage HR reporting tools to focus on strategy:<\/strong> Cut down admin and free up leaders to spend more time coaching, supporting and driving big-picture goals.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">When managers step up as coaches instead of critics, teams feel safe to innovate, share ideas and take the smart risks that drive growth.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">6. Quiet Cracking Signals Workplace Burnout<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Forget quiet quitting. Quiet cracking is the bigger threat. Employees still show up, still deliver, but inside, they\u2019re breaking. In Canada, quiet cracking is everywhere. With <strong>35% of full-time workers juggling multiple jobs<\/strong>, exhaustion is already baked into the system. To move away from short-lived &#8220;heroics&#8221; and build a truly resilient team, focus your strategy on these pillars:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"has-paragraph-2-m-font-size\"><strong>Encourage radical honesty: <\/strong>Establish a culture where it&#8217;s safe\u2014and expected\u2014for employees to be honest about their capacity, workload and challenges without fear of penalty.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Conduct proactive workload audits: <\/strong>Don&#8217;t wait for a crisis. Regularly review and audit team workloads to ensure equitable distribution and prevent burnout before it starts.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Resource goals appropriately: <\/strong>Always pair &#8220;stretch goals&#8221; with &#8220;stretch resources.&#8221; If you expect more, you must explicitly allocate more time, budget, or team support.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Build a &#8220;voice-up&#8221; mechanism:<\/strong> Implement regular, low-stakes check-ins or confidential channels that encourage employees to speak up about being overloaded before they reach a breaking point.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Reward sustainability over heroics: <\/strong>Fundamentally shift your recognition framework to celebrate consistent, healthy achievement, not the short-term, unsustainable efforts of an emergency &#8220;saviour.&#8221;<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Shifting your culture from a pattern of last-minute heroics to sustainable success requires more than good intentions\u2014it demands a deliberate, honest and auditable process. This kind of accountability is built into the <a href=\"https:\/\/employmenthero.com\/en-ca\/products\/\"><strong>Employment Operating System (EOS)<\/strong><\/a>, giving leaders the workload and capacity visibility they need to prevent burnout before it starts.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">7. Work-Life Imbalance Kills Curiosity<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Toxic workplaces make downtime dangerous. Employees who finish early feel guilty. Learning, experimenting and improving processes get pushed to nights and weekends, killing the spark of innovation. The Jobs Report shows one in three Canadians want to reinvent their careers entirely. If you smother curiosity, you\u2019re practically pushing them out the door. To shift your culture from tactical chaos to strategic excellence, implement this checklist:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"has-paragraph-2-m-font-size\"><strong>Mandate strategic slack time: <\/strong>Formally allocate 10% of every employee&#8217;s week for improvement work, deep thinking, or skill development. Treat this time as a non-negotiable strategy, not an indulgence.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Reward efficiency, not endurance:<\/strong> Overhaul your recognition framework to celebrate individuals who streamline processes and deliver impact faster, rather than those who simply grind the longest hours.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Formalize curiosity as a KPI:<\/strong> Integrate metrics for learning, experimentation, or new skill application into performance reviews to make continuous growth a quantifiable goal.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Link growth to loyalty:<\/strong> Clearly communicate how a culture that values this strategic growth directly fuels both employee loyalty and sustained, high performance.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Building this type of culture creates a flywheel of innovation and stability.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">8. Policies Without Practice Drive Employee Disengagement<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">On paper, your company might look progressive. But in practice, few may use mental health days or generous leave without guilt. This gap between policy and reality breeds cynicism. People disengage when they see benefits as hollow promises. <\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">According to the Jobs Report, <strong>53% of Canadian workers want jobs with less pressure<\/strong>. Empty policies won\u2019t satisfy them. To close the gap between your policies and daily practice, shift your focus to accountability across the organization:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"has-paragraph-2-m-font-size\"><strong>Operationalize one key policy: <\/strong>Select a single high-value policy (e.g., right-to-disconnect or leave utilization) and commit to making it a daily reality, not just a document.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Actively enforce disconnect rules<\/strong>: Move beyond simply having a &#8220;right-to-disconnect&#8221; rule and actively enforce it from the top down. Make out-of-hours communication the rare exception, not the norm.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Mandate time off utilization: <\/strong>Proactively encourage\u2014or even require\u2014employees to take their full allotted leave time to prevent burnout and underscore well-being.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Reward balanced leadership: <\/strong>Publicly recognize and celebrate leaders who consistently model work-life balance and demonstrate respect for employee time and boundaries.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Closing the gap between what you preach and what you practice demands accountability from every level. <a href=\"https:\/\/employmenthero.com\/en-ca\/products\/hr-software\/\"><strong>91爆料&#8217;s HR Software<\/strong><\/a> provides the automation and policy enforcement tools needed to make your stated benefits a guaranteed reality for every employee.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">9. Toxic Culture Hides Behind Meaningless Metrics<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Dashboards overloaded with KPIs don\u2019t drive performance \u2014 they drive confusion. Employees chase numbers that don\u2019t matter, while the real goals get lost. Vanity metrics waste time, energy and morale. To cut through the noise and unlock motivation, your path is simple: unwavering clarity on what truly matters:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"has-paragraph-2-m-font-size\"><strong>Simplify metrics to three: <\/strong>Cut the noise by limiting each team&#8217;s focus to three, and only three, truly meaningful metrics.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Link metrics to impact:<\/strong> Ensure every one of those core metrics ties directly to revenue, customer value, or efficiency. If it doesn&#8217;t, it doesn&#8217;t matter.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Enforce weekly review and retirement<\/strong>: Set a non-negotiable weekly review cadence and commit to retiring any metric that fails the three-pillar impact test.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Unwavering clarity about what matters most is what cuts through organizational complexity and boosts motivation.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">10. Employee Burnout Grows When Feedback is Absent<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Feedback should be the fuel of growth. In toxic cultures, it\u2019s rare, vague or delayed until annual reviews. The Jobs Report highlights the stakes: <strong>one in three Canadians wants a complete career change<\/strong>. Without timely feedback, they\u2019ll find their growth somewhere else. The fix for motivation is simple: a consistent connection. Implement this checklist to ensure every employee feels seen and supported:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"has-paragraph-2-m-font-size\"><strong>Mandate quarterly growth conversations: <\/strong>Move beyond annual reviews by scheduling dedicated, future-focused career and growth discussions every quarter.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Establish monthly pulse checks<\/strong>: Implement short, frequent one-on-ones to address roadblocks and gather feedback immediately, not once a year.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Embed peer recognition<\/strong>: Integrate a system that allows and encourages employees to give timely, visible recognition to colleagues as part of their daily workflow.<\/li>\n\n\n\n<li class=\"has-paragraph-2-m-font-size\"><strong>Elevate feedback standards: <\/strong>Make it a cultural rule that all feedback is timely, specific and constructive, moving away from vague, low-impact annual critiques.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The formula for high-performance and loyalty is simple: make sure your people feel seen and supported. Employees who feel this support are inherently more motivated, more loyal and more resilient.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Turning Pressure into Performance<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">High performance doesn\u2019t require high-pressure work. In fact, the two are often opposites. Canadian SMBs that reduce unnecessary stress \u2014 by cutting meetings, clarifying priorities and giving feedback \u2014 see stronger results. Employees stay longer. Productivity rises. Innovation flourishes.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Toxic workplace culture isn\u2019t inevitable. It\u2019s a choice. You can either ignore the warning signs and watch your best people burn out, or you can design a culture that balances ambition with sustainability. Build for clarity, fairness and recovery. Do that, and you won\u2019t just avoid burnout \u2014 you\u2019ll unlock lasting performance.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Ready to replace toxic workplace culture with a healthier, higher-performing environment? 91爆料 helps SMBs create sustainable systems where employees thrive.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-2 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/employmenthero.com\/en-ca\/request-a-demo\/\">Book a demo now<\/a><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-faq eh-faq eh-faq__bg-light\"><div class=\"eh-faq__container\"><div class=\"eh-faq__header\"><h2 class=\"eh-faq__title\">FAQs about toxic workplaces<\/h2><p class=\"eh-faq__subtitle\"><\/p><\/div><div class=\"eh-faq__content\">\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1759805265483\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1759805265483\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What are common toxic work environment signs?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Always-on expectations, poor management, meaningless metrics, fake urgency and lack of feedback are strong indicators of toxic workplace culture.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1759805265492\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1759805265492\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">How do I know if my job is too stressful?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>If you\u2019re always exhausted, working late to catch up and dreading work before the week even starts, your workplace may be too high-pressure.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1759805411637\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1759805411637\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What\u2019s the difference between workplace stress and workplace burnout?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Stress is temporary and can motivate in short bursts. Burnout is chronic, leading to exhaustion, cynicism and lower performance.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1759805439172\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1759805439172\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What is quiet cracking?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Quiet cracking is when employees keep showing up but slowly fracture under growing pressure. Mistakes, irritability and absences increase while engagement declines.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1759805485058\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1759805485058\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">How can SMB owners reduce burnout without lowering targets?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Balance goals with capacity. Cut unnecessary meetings, resource stretch projects properly and train managers to spot early stress signals.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1759805504561\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1759805504561\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What policies help reduce work-life imbalance?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Right-to-disconnect guidelines, enforced vacation, meeting-free blocks and clear after-hours boundaries help restore balance.<\/p>\n<\/div><\/div><\/div>\n<\/div><\/div><\/div>\n<script type=\"application\/ld+json\">{\n    \"@context\": \"https:\/\/schema.org\/\",\n    \"@type\": \"FAQPage\",\n    \"mainEntity\": [\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What are common toxic work environment signs?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Always-on expectations, poor management, meaningless metrics, fake urgency and lack of feedback are strong indicators of toxic workplace culture.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"How do I know if my job is too stressful?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>If you\\u2019re always exhausted, working late to catch up and dreading work before the week even starts, your workplace may be too high-pressure.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What\\u2019s the difference between workplace stress and workplace burnout?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Stress is temporary and can motivate in short bursts. Burnout is chronic, leading to exhaustion, cynicism and lower performance.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What is quiet cracking?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Quiet cracking is when employees keep showing up but slowly fracture under growing pressure. Mistakes, irritability and absences increase while engagement declines.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"How can SMB owners reduce burnout without lowering targets?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Balance goals with capacity. Cut unnecessary meetings, resource stretch projects properly and train managers to spot early stress signals.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What policies help reduce work-life imbalance?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Right-to-disconnect guidelines, enforced vacation, meeting-free blocks and clear after-hours boundaries help restore balance.<\/p>\"\n            }\n        }\n    ]\n}<\/script>\n\n\n<style>\r\n.eh-faq__container {flex-direction:column!important;}\r\n@media screen and (min-width: 1441px) {\r\n    .eh-faq__content {\r\n       max-width: 904px!important;\r\n        min-width: 715px!important;\r\n    }\r\n}\r\n.eh-faq {padding:0px 0px 24px 0px!important;}\r\n<\/style>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull is-style-default has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20)\">\n<div class=\"wp-block-group is-content-justification-space-between is-layout-flex wp-container-core-group-is-layout-13 wp-block-group-is-layout-flex\" style=\"margin-bottom:var(--wp--preset--spacing--10)\">\n<h3 class=\"wp-block-heading\">Related Resources<\/h3>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-link-arrow is-style-link-arrow--3\"><a class=\"wp-block-button__link has-btn-brand-background-color has-background wp-element-button\" href=\"\/resources\/?topic%5B0%5D%5B0%5D=Product\">View all<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-query blog-3-col-query-loop is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"columns-3 alignfull wp-block-post-template is-layout-grid wp-container-core-post-template-is-layout-1 wp-block-post-template-is-layout-grid\"><li class=\"wp-block-post post-19660 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorised resource-type-blog\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-16 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:auto; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/en-ca\/blog\/july-product-updates-canada\/\" target=\"_self\"  ><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Product-update.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"91爆料 in July: smarter AI, simpler payroll\" style=\"width:100%;height:100%;object-fit:fill;\" srcset=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Product-update.webp 1600w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Product-update-300x169.webp 300w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Product-update-1024x576.webp 1024w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Product-update-768x432.webp 768w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Product-update-1536x864.webp 1536w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Product-update-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group is-vertical is-nowrap is-layout-flex wp-container-core-group-is-layout-15 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-14 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/en-ca\/blog\/july-product-updates-canada\/\" target=\"_self\" >91爆料 in July: smarter AI, simpler payroll<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-2\"><p class=\"wp-block-post-excerpt__excerpt\">91爆料&#8217;s July updates for Canada: Hero AI covers people insights, reports and hiring, plus four new Canadian payroll features.&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/en-ca\/blog\/july-product-updates-canada\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: 91爆料 in July: smarter AI, simpler payroll<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/en-ca\/blog\/july-product-updates-canada\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-19562 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorised tag-ctrlwork resource-type-newsletter\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-19 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:auto; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/en-ca\/blog\/ctrl-work-issue-8\/\" target=\"_self\"  ><img loading=\"lazy\" decoding=\"async\" width=\"2560\" height=\"1438\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/04\/colleagues-discussing-ai-impact-office-canada-scaled.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Your Next Customer Might Be a Chatbot\" style=\"width:100%;height:100%;object-fit:fill;\" srcset=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/04\/colleagues-discussing-ai-impact-office-canada-scaled.webp 2560w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/04\/colleagues-discussing-ai-impact-office-canada-300x169.webp 300w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/04\/colleagues-discussing-ai-impact-office-canada-1024x575.webp 1024w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/04\/colleagues-discussing-ai-impact-office-canada-768x432.webp 768w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/04\/colleagues-discussing-ai-impact-office-canada-1536x863.webp 1536w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/04\/colleagues-discussing-ai-impact-office-canada-2048x1151.webp 2048w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/04\/colleagues-discussing-ai-impact-office-canada-440x247.webp 440w\" sizes=\"auto, (max-width: 2560px) 100vw, 2560px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group is-vertical is-nowrap is-layout-flex wp-container-core-group-is-layout-18 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-17 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/11\/eye-logo.png\"><a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/newsletter\/\" rel=\"tag\">Newsletter<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/en-ca\/blog\/ctrl-work-issue-8\/\" target=\"_self\" >Your Next Customer Might Be a Chatbot<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-4\"><p class=\"wp-block-post-excerpt__excerpt\">AI is now steering where people shop, with purchases from AI searches up nearly 13x in a year. Here&#8217;s why&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/en-ca\/blog\/ctrl-work-issue-8\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Your Next Customer Might Be a Chatbot<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/en-ca\/blog\/ctrl-work-issue-8\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-19410 resources type-resources status-publish has-post-thumbnail hentry resource-type-guides-and-playbooks\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-22 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:auto; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/onboarding\/\" target=\"_self\"  ><img loading=\"lazy\" decoding=\"async\" width=\"1728\" height=\"1014\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Onboarding_Thumbnail.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Employer Playbook: What is onboarding?\" style=\"width:100%;height:100%;object-fit:fill;\" srcset=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Onboarding_Thumbnail.webp 1728w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Onboarding_Thumbnail-300x176.webp 300w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Onboarding_Thumbnail-1024x601.webp 1024w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Onboarding_Thumbnail-768x451.webp 768w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Onboarding_Thumbnail-1536x901.webp 1536w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Onboarding_Thumbnail-864x508.webp 864w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Onboarding_Thumbnail-440x258.webp 440w\" sizes=\"auto, (max-width: 1728px) 100vw, 1728px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group is-vertical is-nowrap is-layout-flex wp-container-core-group-is-layout-21 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-20 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/11\/eye-logo.png\"><a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/guides-and-playbooks\/\" rel=\"tag\">Guides and Playbooks<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/onboarding\/\" target=\"_self\" >Employer Playbook: What is onboarding?<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-6\"><p class=\"wp-block-post-excerpt__excerpt\">Real onboarding starts at offer acceptance, spans 90 days and is the #1 source of HR errors. Here&#8217;s how to&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/en-ca\/resources\/onboarding\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Employer Playbook: What is onboarding?<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/onboarding\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><\/ul><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Learn the top 10 toxic workplace signs hurting Canadian SMBs. From burnout to bad management, see how to improve workplace culture and boost performance.<\/p>\n","protected":false},"author":10,"featured_media":7695,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"_visual_mode":"business","_lite_auth_enabled":false,"_lite_auth_trigger_method":"scroll","_lite_auth_scroll_percent":25,"_lite_auth_click_element_query":"","exclude_from_algolia":false,"reading_time":"10 min read","display_reading_time":false,"download_content_type":"","download_file":"","download_url":"","download_cta_label":"","homepage_thumbnail":0,"footnotes":""},"categories":[1],"tags":[],"resource-type":[30],"topic":[],"learn_topic":[],"industry":[],"audience":[],"business-size":[],"product-tag":[],"funnel-stage":[],"region":[],"pain-point":[],"persona":[],"content_type":[],"post_features":[],"class_list":["post-7568","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorised","resource-type-blog"],"_links":{"self":[{"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/posts\/7568","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/users\/10"}],"replies":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/comments?post=7568"}],"version-history":[{"count":5,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/posts\/7568\/revisions"}],"predecessor-version":[{"id":8288,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/posts\/7568\/revisions\/8288"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/media\/7695"}],"wp:attachment":[{"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/media?parent=7568"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/categories?post=7568"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/tags?post=7568"},{"taxonomy":"resource-type","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/resource-type?post=7568"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/topic?post=7568"},{"taxonomy":"learn_topic","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/learn_topic?post=7568"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/industry?post=7568"},{"taxonomy":"audience","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/audience?post=7568"},{"taxonomy":"business-size","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/business-size?post=7568"},{"taxonomy":"product-tag","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/product-tag?post=7568"},{"taxonomy":"funnel-stage","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/funnel-stage?post=7568"},{"taxonomy":"region","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/region?post=7568"},{"taxonomy":"pain-point","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/pain-point?post=7568"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/persona?post=7568"},{"taxonomy":"content_type","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/content_type?post=7568"},{"taxonomy":"post_features","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/post_features?post=7568"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}