Safety & Well-being
Additional Supports
- Employee and Family Assistance Program
- Workplace Health
- Employee Well-being
- Human Rights Office
- London Middlesex Health Unit
- Crisis Line - Reach Out
Login Tools
My Human Resources
Enter direct banking information, view earnings statements, change your address & manage training. [ LOGIN]
Pension Account
View pension plan balances and investment mix and choose your investments. [ LOGIN]
Manulife
Check and submit claims, get forms, print Manulife card. [ LOGIN]
Faculty Staff Resources
Salary ranges, pay schedules and related information. [ LOGIN]
Researcher Toolbox
Hiring/appointing research roles, including budgeting for salary and benefit costs. [ LOGIN]
Administrator Toolbox
Appointments and pay administration, offer templates. [ LOGIN]
Leader Toolbox
Help with recruiting, hiring, enhancing performance. [ LOGIN]
Western Financial
Submit expenses, PER inquiry, research grants. [ LOGIN]
Engagement
Employee engagement is the extent to which we feel passionate about our jobs, our level of commitment to the organization, and the efforts we put forward in our work. The reasons for engagement are individualized and vary from person to person. This is a video created by Ottawa Public Health and the Mental Health Commission of Canada, and adapted with permission from Mindful Employer Canada. (time - 4:25)
Understanding Our Reasons for Engagement
It is important that we feel connected to our work. Relating to the mission of your organization, feeling like part of the community, and seeing the direct impact your work has on the success of the organization are sources of internal motivation and increased engagement.
The reasons for engagement can be different from person to person.
Physical Engagement occurs when see work as a source of energy and enjoy applying our skills and knowledge.
We experience Emotional Engagement when our work connects with our passionate side and we experience high levels of optimism.
When we find our work interesting, we become absorbed in our work as we experience Cognitive Engagement.
What can we do?
It is possible to experience more than one type of engagement. Depending on the type of work or external influences, our motivations can change over time. It's important to reflect and understand what drives you. This will lead to more constructive conversations with your team or leader and increases the likelihood that you will be assigned projects and responsibilities that you find engaging.
As a supervisor, it is important to develop a positive rapport with your employees and keep the communication channels open. Understanding the strengths and interests of your team members provides you with valuable information when assigning responsibilities and forming teams. It's important to "check in" regularly to ensure that your employees don't become disengaged. Integrating team-building activities into regular meetings is a great way to increase engagement and foster relationships.
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