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While working remotely has created new opportunities for many businesses since the start of the pandemic it has also put a spotlight on some concerns employers must now address as they continue to adapt to the seemingly relentless presence of COVID-19.

Among these is time theft, an issue which human resource experts say was already well known in workplaces but has become more apparent since employees began working at home.

Time theft occurs when an employee receives payment for time that is not spent doing their work, which could include conducting personal activities during work hours or taking long lunch breaks without telling their managers.

While there doesn’t appear to be any clear financial amount this type of activity costs Canadian employers, according to the accounting software site QuickBooks, in the U.S. time theft costs employers at least $11 billion annually.

“In certain scenarios, where trust was not there to begin with when employees were in the office and proper procedures were not in place, this remote element has just amplified the gaps between employers’ expectations and employees’ responsibilities,” says Kiljon Shukullari, a Certified Human Resources Leader at Peninsula Canada. 

His colleague, Peninsula Canada Account Manager Victoria Vati, agrees.

“For real time theft to occur the action must include an overtly fraudulent act, such as altering a timecard, punching in for each other, failing to record or falsely recording hours on an attendance management system,” she says, adding much of this type of time theft can be alleviated by software and refers to a system from BrightHR her company relies on.

This system, which does have a ‘check in and check out’ component, also includes an array of features to assist employees and employers regarding scheduling and accessing various documents. “It’s software that can assist in everyday HR related practices,” she says.

But there are a variety of aspects to consider when it comes to time theft, which requires setting out proper remote working policies.

“Other activities, such as surfing the internet too much, to running errands during the day can be alleviated by proper oversight from management and setting proper expectations in terms of production from employees,” says Victoria, adding after nearly two years into the pandemic many employers should now have these policies in place. “But it’s a matter of how you monitor that without micromanaging because that trust goes both ways.”

She says transparency is key when it comes to creating policies to manage a remote workforce.

“If that wasn’t there to begin with, now is a good opportunity to implement them,” says Victoria.

Kiljon agrees and says establishing those ‘core’ documents – including contracts and employee handbooks – form the basics of a good working relationship which could reduce the threat of time theft.

“It’s easier when an employer and employee start a relationship. It’s a lot harder when employees are already part of the business,” he says. “Existing employees is where we spend a lot of our attention to begin with because for a new employee and employer they are already starting on the same page.”

Kiljon says when it comes to introducing new work policies, communicating them well and acknowledging potential concerns from employees is a good approach. 

“The employer needs to be open to that two-way conversation with their employees and then the policy can be updated because at the end of the day, the employer does have the legal right to introduce any type of policies,” he says, adding some may be more straightforward, while others could appear harsh. 

Whatever the policy, Kiljon says being open to questions from employees and setting the right expectations and clarifying what the outcomes are for non-compliance can go a long way.

“Those are key things,” he says.

Trust, says Victoria, is at the core of the employment relationship.

“A company should start with the position of trusting their people,” she says. “It’s all about fairness and consistency in how employers treat their employees.”

To help the situation, both say providing the necessary supports to employees who may be struggling working remotely is a great way to build a better and more productive working relationship. This could include helping them setup a backdrop for virtual meetings, or ‘recreating’ their office space at home by providing them with more equipment, such as a second computer screen.

“Employers need to be aware of the contexts their employees are working in at home,” says Kiljon, adding encouraging employees to communicate via video rather than an email or text is a good way to maintain a more personal approach to contact. “Also, congratulate them for their achievements and help them through their difficulties and always keep an open-door policy. These are things that will help.”

For employers looking to introduce or revamp work policies, Victoria recommends using the services of an expert will help them in the long run.

“Employers are expected to be HR and health and safety and labour law experts, and it’s next to impossible,” she says. “If you can get free advice that’s great, but ultimately if you want to make sure your business is 100% protected it’s best to speak with a professional, even if It’s a consultation.”

For more information on Peninsula, visit https://peninsulacanada.com

Tips to prevent time theft: 

1. Install time and attendance software 
2. Keep open lines of communication between all staff
3. Improve accountability at work
4. Be understanding
5. Do away with paperwork (handwritten timesheets) 

A few facts from Benefit Canada:

• A study by Aternity Inc. found overall productive decreased 14% between Feb. 3 to July 9, 2020, as high levels of remote work were maintained due to the pandemic. 
• According to the 2021 Benefits Canada Health Survey of approximately 1,000 workers, 66% said they feel less connected to their co-workers and employers since switching to a remote system.
• 73% of respondents said they weren’t satisfied with their jobs, while 74% said they have a high level of stress. 

A shortage of rapid antigen screening kits threatens to hamper the ability of local Chambers to assist Waterloo Region businesses stay safe over the next few weeks, says Cambridge Chamber of Commerce President and CEO Greg Durocher.

Since the start of April, the Cambridge and Greater Kitchener Waterloo Chambers have been working with Health Canada and the Province to provide free self-screening kits to small and medium-sized businesses throughout our Region.

Since that time, more than 700,000 of the kits have been distributed, not to just to Chamber members but all SMEs with less than 150 employees. The goal of the program was to identify asymptomatic or presymptomatic individuals from spreading COVID-19 in the workplace, at home and around the community.

“Up until December, everything was running very smoothly, and people were ordering kits and they were keeping workplaces safe,” says Greg, noting a provincewide shortage has altered that at very critical time for businesses. “There are a number of workplaces that are in a very vulnerable situation that are essential and it’s very important they screen employees every couple of days. You can’t have an essential business close their doors for 14 days.”

The Chamber initiative, which began as a pilot program and was quickly implemented provincewide by other Chambers through the Ontario Chamber of Commerce network, is waiting on a delivery of approximately 150,000 of the kits to fulfill orders placed by businesses through its Chambercheck.ca portal.

“But the fact of the matter is we have at least 1,600 businesses who are now waiting in the cue to get their kits and we don’t have any,” says Greg, noting that leaves approximately 70,000 employees in Waterloo Region without access to rapid screening until at least mid-January.

“Even when we receive our order that still won’t be enough because to test that many employees we need at least 280,000 kits,” he says, explaining proper screening requirements call for employees to use the kits at least twice a week.

The Chamber’s last order of 50,000 kits – a week’s supply - arrived Dec. 6 and was quickly allocated to businesses or re-allocated to other businesses (including restaurants) if they were not picked up. 

“We know there are many workplaces that have to have them,” says Greg, adding a decision by the Province to distribute a single box of screening kits containing five tests to students over the Christmas break may not have been the best method. “It’s a great idea, but not enough has been handed out. Five tests aren’t enough and there isn’t a real strategy attached for their use and to even retain some tests for going back to school. Just handing them out is no real strategy.”

He says distributing through workplaces has been a great way to reach more people. 

“We’ve always said from the very beginning of this to the Province that about 63% of Ontarians are in workplaces so if you make rapid screening kits available for employees you have the potential to reach 63% of the population,” says Greg, noting not all employees may wish to take part in the screening program unless it was mandated. 

He says it would have proven cheaper for the Province to distribute more screening kits to workplaces and even curtail the resale of the kits for exorbitant amounts online.

“The BESTWR (Business and Economic Support Team of Waterloo Region), along with the Chambers, started encouraging the Province to do rapid screening in May of 2020 and it took them almost a year to get out and going because we stepped up to the plate and said we would do the pilot program,” says Greg. “We literally wrote the playbook so they could pass it on.”

He says running the free screening program through the Chambers has also ensured all the necessary safety protocols are followed.

“We have all the safeguards in place to make sure these kits are being used correctly and continue to be accessible to answer any questions if businesses have had a problem,” says Greg. “It really has been a seamless program, but now we’ve seen an unnecessary pause during the most critical time for these businesses.”

For information, visit Chambercheck.ca. 

The ability for businesses to be flexible and creative is pivotal when it comes to finding ways to combat ongoing labour shortages, say local employment experts.

“Those who can bend will find they can sustain themselves and grow and those who will not bend, I think they’re going to find it very difficult to maintain their productivity and business size,” says Charlene Hofbauer, Executive Director of Workforce Planning Board of Waterloo Wellington Dufferin. “I think growth will be a real challenge for them.”

Her organization promotes workforce development by working with the community to address issues surrounding labour market trends, such as the apparent disconnect between job seekers and potential employers.

“The longer we go through this (pandemic), the more I think we’ve entered a workers’ market,” says Charlene, noting many local employers are struggling to find employees. “There isn’t an industry right now that isn’t hiring.”

Although the unemployment rate recently dropped in Waterloo Region to 5.2%, she says there exists a ‘small pool’ of talent for jobs that are very specialized. And as of Dec. 3, just over 5,400 jobs remained vacant in our region, approximately 1,500 of those in Cambridge.

“That’s a lot of jobs,” says Charlene, noting poaching employees becomes an issue for those seeking specific talent.

She says there is a big need for frontline employees in industries that often rely on short term trained workers – including restaurants, manufacturers, healthcare, and construction.

“But our tech and engineering firms are desperate for more senior talent,” says Charlene, adding those with seven years or more of experience are in high demand right now. “They can easily find a junior person, but they can’t find a senior person.”

When it comes to finding talent, she recommends employers look at other avenues, rather than the more traditional ways they’ve relied on in the past.

“Even temp agencies are struggling to have a decent size pool of talent right now,” says Charlene, adding her organization can connect employers with potential sources that can aide in their search. “We can connect you to whoever we can think of that’s local to you and can work to connect you to a bigger network.”

Among these connections is Employment Services - YMCA of Three Rivers Waterloo Region, which can introduce employers to talent by utilizing mentorships, job shadowing and financial incentives providing they are willing to engage in on-the-job training.

“It’s critical to reduce the number of resumes that an employer will be looking at on a weekly basis,” says Van Malatches, Supervisor of Employment Services – YMCA of Three Rivers Waterloo Region, noting many companies are receiving between 25 to 200 resumes every week. “I don’t know how many employers have the patience to engage in that.”

He says his organization can help employers ease that burden by connecting them to viable candidates.

“We have a pretty good feeling of who we are referring and often have worked with that candidate from three days at the least, to three months at the most,” says Van. 

He believes employers who concentrate on the ‘soft skills’ and can provide training will have an easier time finding people, especially when it comes to hiring newcomers, rather than an employer who is simply looking for a ‘body’ to fill a position.

“Newcomers don’t want to be taken advantage of and want to have that opportunity. It’s understanding the cultural shock the newcomer may be facing, and being patient with that,” says Van, adding being authentic in their approach to acknowledging the issues a newcomer is facing will go a long way. “For a newcomer, they are so vulnerable with the experience and cultural changes they are facing. If an employer steps up for them, that’s what’s going to keep the retention and longevity.”

In general, Van says employers who can be more accommodating, not to the point where it’s compromising their business, will be successful at attracting and retaining employees.

“There is a lot of different nuances out there that have contributed to people ghosting employers because other options are coming up,” he says, adding transportation and childcare issues can play roles in the decision to changing jobs.

Given the opportunity, Van says he would like to see employers in various sectors work collaboratively when it comes to sharing potential talent.

“I would like to see those resumes pooled together somewhere where everybody could have access to them,” he says, adding the creation of a central ‘hub’ - taking confidentiality into consideration – would be beneficial to the overall job market.

As well, Charlene says connecting with local post-secondary institutions is another avenue employers can take when searching for talent and that even providing summer placements to high school students can also set the stage for future growth.

She believes a ‘multi-pillar’ approach is the best to solve our current labour shortage.

“We’ve got to do many different things,” says Charlene. “We can’t rely on any one thing as our solution.”

For more, visit https://www.workforceplanningboard.com or https://www.ymcacambridgekw.ca/en/index.asp

In terms of advice, Charlene says employers should consider the following:

1.  Check what you are paying. “When it comes to those key roles you’re stuck on and hire consistently for, know where you stand,” she says, adding local job boards can offer a great snapshot. “Figure out where you are on the spectrum for that job and know what ground you have to make up. And if you’re already paying well, maybe there’s something in the background you have to look at.”

2. Look at your job posting. “We’re seeing many job seekers who won’t apply because the posting is without any basic information,” she says. “Where is your company? What are the hours? What is the pay? What does the job look like? You would be surprised how many postings don’t answer these four basic things, so people don’t apply. I think what job seekers are looking for now from potential employers is openness, honesty and that transparency.”

3. Look at who is not coming through your door. “Be really honest with yourself. If you never see any women or newcomers apply, why is that? Who can you connect with so you can start seeing these applicants? There are so many local groups you can connect with.”

As vaccinations continue to rollout in the fight against COVID-19 and infection numbers in Ontario continue to drop the thought of reopening businesses and schools is on the minds of many.

After more than a year of restrictions and strict safety protocols the prospect of returning to the workplace looms closer, and for some, so does a growing sense of anxiety.

“There is quite a bit of apprehension around the thought of going back to work. It really depends on the person,” says Grace Brown, Clinical Supervisor/Registered Psychotherapist at Family Counselling Centre of Cambridge and North Dumfries, explaining an extrovert, introvert or ambivert, will react differently.

“If you live in a very active community, you’re probably going to feel stronger and feel more prepared because you have supports – like child care – in place,” she says. “I also think the anxiety level will be determined by the safety protocols each organization has in place or is intending to put in place.”

Kate Urquhart, a Psychotherapy Clinical Intern at Carizon Family and Community Services in Kitchener, agrees.

“Having timely information is going to be such a key thing because there has been such ambiguity since the pandemic began,” she says, adding employers need to ensure they have a plan in place that can address the concerns of their returning employees. “People can’t plan if they don’t know what they’re getting into.”

Even with lower transmission rates and vaccinations, she says COVID-19 safety protocols will still be in place at workplaces when the province reopens and that these should be clearly conveyed.

“It’s about making sure those are clearly communicated so that people who have anxiety can feel confident their employer is taking all the appropriate precautions and that people with less COVID-19 anxiety must also follow those same protocols,” says Kate.

Grace says people should also know their own limits when it comes to dealing with this pandemic and that being proactive rather than reactive when the times to come to return to the workplace is the best way to reduce stress or apprehension. She suggests staying informed with the latest Ministry of Health recommendations is a good first step.

“It’s not going to be very helpful for people to reduce their anxiety if they are waiting for their boss to tell them what’s going to happen,” she says. “I think that is going to cause much more anxiety than if you researched on your own and know what your personal limits are and proceed accordingly.”

But even with proper safety protocols in place, walking back into the office may prove to be difficult for many says Carizon Psychotherapist Dan Young.

“Even though we may be going back to a situation that might be similar, we’ve all been changed by this,” he says, adding grief and loss will play roles as people come to terms with their emotions when they return to the workplace.

This could involve the tangible loss of a co-worker who passed away, or a potential career move an employee may feel they missed because they had to stay home to care for children or an elderly relative. As well, Dan says some employees may just no longer feel comfortable with the physicality of being around other people again in an office setting.

“For businesses, the challenge will be how do they recognize that they need to do something to support people,” he says. “There is no one size fits all.”

Kate says many returning employees may also suffer from ‘survivor’s guilt’.

“We’ve all been through, or are still going through, this huge worldwide traumatic event,” she says, adding some may feel they don’t have the right to complain when others appear to have lost so much more.

“I think that needs to be addressed. It’s OK for you to complain,” says Kate. “Everybody has lost something, and your losses are real for you. You need to come to terms with your own personal losses in order to take that step forward.”

She encourages employees to access potential workplace EAPs or mental health resources in order to find help.

“Even if you feel just a twinge, you don’t have to be in a crisis state to reach out,” she says.

Grace says reaching out to employers about instituting a gradual return to work can also be explored if someone who no longer can continue to work remotely is concerned about a sudden return to the office.

“It’s my hope this will open an ongoing dialogue and communication between employers and employees versus mandates that don’t take into account everyone’s different situation at home,” she says, adding empathetic employers will see higher productivity and better retention rates. “If an employee gets the sense an employer is very much just about producing that’s definitely going to feed into anxiety and stress.”

Dan says providing employees with choices is empowering and that changes in the workplaces should be expected.

“We know it’s not going to be the same,” he says. “We’re not going back to the way it was before.”

In preparation, Grace says everyone, especially those with children, should be talking about what life may look like when things begin to resemble ‘normal’ again.

“Talk to them about their concerns and expectations, even what they might be looking forward to because that may have to be adjusted as well,” she says, referring to the possible need to continue wearing masks in schools or getting vaccinations. “Communication is going to be very important.”

As well, talking to a professional counsellor is also a good option.

“Now is the time to connect with a counselling agency before the rush in order to not only prepare yourself, but provide support for your children,” says Grace. “Anxiety is a real thing and pretending it doesn’t exist actually makes it worse so everybody should start talking about the reservations they have and be supportive of each other.”

For more, visit https://fcccnd.com or https://www.carizon.ca

The pandemic has not only dramatically altered our lives, but also the way we do business.

Conducting business online has become paramount for many operations which makes the the importance of effective marketing even more vital to ensure a strong client base.

“Is your website SEO and is it navigational intuitive? Have you thought about using Google ads?” asks Mike Jennings, president of the Cambridge-based digital marketing agency MoreSALES.

These are just some of the many questions that will form the base of the discussion he will lead at our next YIP Growth Learning Series event later this month ‘Marketing 101: 4 Ps of Marketing – Place, Price, Promotion, Product’.

This seminar is aimed at assisting entrepreneurs in understanding how to effectively market their product/service by utilizing the basic ‘4Ps’ strategy to create a sales and marketing strategy.

Mike says the onset of COVID-19 has resulted in many marketing changes.

“Prices aren’t going to change that much,” he says. “But promotion is going to be the main difference in a COVID world. How do you promote your product?”

He says the seminar will focus heavily on digital marketing, which has been his speciality for many years, and the importance of being able to shift when it comes to doing business.

“Do you shift your price to be more attractive on e-commerce?” asks Mike, noting that e-commerce is a vital tool for businesses when it comes to competing. “People are not going to be rushing back to your building. They’re still going to want to buy online and those businesses that are easy to buy from are the ones that are going to get the business.”

He says an important takeaway for seminar participants will be to realize these changes don’t have to signify the end for their business.

“There are ways to adjust,” says Mike, adding looking at the expected trajectory of the market is key. “You have to think six to 12 months ahead and how you apply these principles (4 Ps).”

He says a business will never ‘lose’ using e-commerce and digital marketing.

“It’s only going to compound the return to normalcy and accelerate that return to normalcy,” says Mike.

‘Marketing 101: 4 Ps of Marketing – Place, Price, Promotion, Product’ takes place Wednesday, Feb. 24 from 11 a.m. to noon and is sponsored by Deluxe.  Click here to register.

Depression. Anxiety. Addiction.

These issues have intensified over the course of the last few months as COVID-19 continues to take its toll on our mental health, just ask Angela Englander, a registered psychotherapist and trauma specialist who operates Ways to Wellbeing Therapy in Cambridge and Tillsonburg.

“I’ve had clients who were perfectly stable pre-pandemic and now have completely fallen apart,” she says, noting some are in the healthcare profession which is facing much strain as this health crisis continues. “I’ve talked to a lot of doctors and nurses who want to go on leave. These people are the webbing of our health system and if their mental health crashes, everyone is going to fall through that gap.”

Identifying what mental health is, as well as trauma and therapy, will form the base of her discussion at our YIP Growth Learning series event on November 19.

“People have such a small amount of knowledge they’re working from when it comes to mental health,” she says, adding the amount of stress people are under right now is skyrocketing as the second wave of the pandemic appears to be escalating.

According to a CTV report, a recent federal study has highlighted a jump in alcohol and drug use during COVID-19, as well as an increase in opioid deaths. Also, according to that same CTV story, overdose calls in Waterloo Region have spiked higher since August and 68 people have fatally overdosed so far this year compared to 63 deaths in 2019.

Angela says at the start of the pandemic in March adrenaline was high as people went into ‘crisis mode’, putting their emotions on the backburner as they adapted to this new reality.

“But the bigger risks will be over the next year because that excitement and adrenaline has started to wear out,” she says. “People are starting to feel more hopeless and facing depression and anxiety.”

Angela says the approaching winter will only add to that negative situation since unlike the past few months, many won’t have the option to go outdoors and enjoy the sunshine and nicer weather.

“I’ve already talked to people who say they’re experiencing SAD (seasonal affective disorder) and are already getting their winter blues and we’re only in October.”

Besides current concerns such as increased addiction issues and a rise in suicides, Angela fears the ripple effect of COVID-19 could manifest in other mental health problems over the next several generations.

“Many people may become germaphobes or even become agoraphobic,” she says, adding people must learn to accept the negative emotions they may be facing now in order to deal with them in a healthy way.

“We are a very emotion-phobic society. The truth is you have to be willing to step towards those emotions and feel them and accept the reality that is.”

During her YIP presentation, Angela hopes to break down how the brain functions into several categories pertaining to mental health and outline how trauma works.

She intends to provide participants with some valuable takeaways.

“They’re going to get a lot of self-awareness and coping skills,” says Angela, noting more typical coping skills such ‘date nights’ with a partner or hanging out with a few family members may not be sufficient enough for some during this pandemic.

She says self-care and emotional awareness will play key roles in the presentation in hopes of giving people more understanding.

“No one is above this virus,” says Angela.

Our YIP Growth Learning series virtual event ‘Mental Health for Young Professionals’ sponsored by Deluxe will take place Thursday, Nov. 19, from 9-10 a.m. For more, visit: https://bit.ly/34OBryG

What do you expect to find when you return to work after being isolated for the past few months by COVID-19?

Chances are it will not be the same workplace you left behind, says Human Resources consultant Frank Newman.

“If you just assume it will be like walking back into the office it’s not going to be that way because everyone’s expectations have changed,” says Frank, who has more than 40 years of experience in human resources to draw from and has spent the last six running his own firm called Newman Human Resources Consulting.

He compares the COVID-19 crisis and what we have dealt with as being similar to what astronauts face returning from space while learning to readjust to the Earth’s atmosphere.

“We’ve all been in the safe ‘cocoon’ of our ‘spaceships’ and suddenly we’re exposed to another environment,” says Frank. “Companies will have to take this very seriously.”

In terms of working under new guidelines and policies to ensure physical distancing, he expects many workplaces will now operate within a ‘blended’ work culture with more people working from home than ever before.

“You’re going to be in the office one day and half the people will be there, and half the people won’t be there,” says Frank. “It’s going to be very challenging for companies on how to manage their culture because we’re so used to having everyone in the office.”

Building trust, he says, between not only the company and its employees but between the employees themselves, will be key in effort to make this shift work.

“We’re going to not only have to have the right physical safeguards, but better processes in place as to how we communicate with each other. What will be the expectations if I’m working from home and my colleague is in the office? Do they have to respond to my emails in 15 or 20 minutes?” says Frank, noting there will likely be physical changes in offices also when it comes to sharing resources. “Are people even going to be comfortable putting their chicken pot pie in the microwave to warm up knowing others use it?”

He says it is inevitable there will be employees who may be petrified at the thought of being back in the workplace and others who will be completely callous, perhaps not respecting physical distancing guidelines or refusing to wear a mask.

To prevent these situations from escalating, Frank says there are a few steps companies can take ahead of time.

“They should provide as much advanced communication as possible to let everyone know what the rules of the road are,” he says. “Then they really have to figure out what’s the rhythm of work they want as people come back and how it applies for those working at home and the people working at the office.”

Frank says managers should aim to meet with their team, whether in person or virtually, at least once a week once people start to return and even ahead of time.

“It’s important for managers and other people to check in with their colleagues,” he says, noting some employees will be dealing with mental health issues. “We’ve all been through so much turmoil with this and some may have suffered severe losses during this time.”

Franks says enhanced benefit plans will be a big help to not only current employees but as a great incentive to recruit new employees. Also, he said ensuring new recruits have a space at home to work could become part of the norm during the hiring process should another lockdown occur.

“We need to be prepared for this at any point in time,” he says, adding companies may also be expected to reimburse employees for equipment to work from home, such as laptops and enhanced internet.

Frank also recommends the creation of ‘time free zones’ for those working at home, allowing them a period to complete tougher tasks uninterrupted by emails or virtual meetings.

“We’ve been absolutely deluged with communication at this time,” he says, referring to the numerous emails and regular Zoom calls many people working at home have been dealing with. “It’s actually draining our productivity.”

For more information, contact Frank Newman at 519.362.8352, or visit www.newmanhumanresources.com

The effects of COVID-19 continue to test our economy, but the fiscal uncertainties surrounding this unprecedented crisis has not stopped many local businesses from reaching out to help others.

From local food banks, to frontline workers, to seniors and those with disabilities, the Cambridge business community has come forward to ensure those in need during this pandemic are not forgotten.

“The Cambridge community has always been exceptionally supportive of the Cambridge Self-Help Food Bank and they’ve stepped up for us in a way like we’ve never seen before,” says Dianne McLeod, the food bank’s interim executive director. “We’ve had lot of different restaurants donating products to us, whether it’s milk or eggs; stuff we’re not typically able to offer to everyone.”

But financial donations have also been coming in to allow the food bank to purchase some much-needed supplies for the 100 or so clients it serves daily, and Dianne credits many local businesses for this valuable support.

“We have all been so affected by the COVID-19 crisis and even though as a business have had our challenges, we all want to help those who truly need help,” says Christina Marshall, Director of Business Development at Gaslight Events Company Inc. which operates Tapestry Hall.

Her company, through its Tapestry Hall Delivers program which offers healthy meals via delivery and curbside pickup, has been donating $1 from every order to the Cambridge Self-Help Food Bank and The Food Bank of Waterloo Region.

“We have had two very solid weeks of the food delivery services, which means two weeks of orders that are supporting the food banks in our region,” says Christina.

But tasty dishes are not the only way the food bank has benefitted. Funky t-shirts emblazoned with the slogan ‘Eat, Sleep, Quarantine, Repeat’ have been popping up all over our community on social media thanks to a charitable partnership between MitoGraphics and Cambridge Centre Honda.

Since mid-April, the two companies have sold dozens of the shirts for $20 each, with every cent from each sale being divided equally between not only the food bank, but Trinity Community Table, Cambridge Shelter Corporation (The Bridges), and Women’s Crisis Services Waterloo Region.

“A friend in Peterborough who owns and operates a Honda dealership was creating t-shirts and I loved the idea,” says Cambridge Centre Honda’s Nicole Pereira, explaining how the idea came about. “I thought if Peterborough can make this happen, so can Cambridge.”

With the expert help of MitoGraphics’ Kristen Danson, the women went to work creating their #QuarantineTees in several colours and through the power of social media have started a virtual movement of support.

Originally, they had hoped to sell 50 of the shirts but during a pre-launch weekend sale in mid-April wound up more than doubling their sales.

“We both love our community and think the people of Cambridge are awesome, so it’s not surprising that we have received such great support,” says Nicole, adding the t-shirts have now been sold as far west as Alberta and on the East Coast.

She says the four charities have been great at promoting the shirts on social media and that one local store, Once Upon a Child, has also been selling them via its online store.

“There are so many great examples of businesses giving back to our community,” says Nicole.

For Golfplay’s President and General Manager Steve Harris, giving back seemed liked the best thing his business could do since it was required to shut its doors along with thousands of other Canadian businesses back in March.

“There are lots of needy organizations,” he says, noting after sitting idle for about two weeks, Golfplay fired up its stone pizza oven in its Ironwood Bistro to try a new approach. “I thought, we’ve got a perfectly good pizza oven so why not sell pizzas and give some of the money to charities?”

They tried doing it one day a week and gave $10 from every pizza sold, starting with the Cambridge Memorial Hospital and The Bridges shelter. They quickly sold out and began doing it three nights a week (Thursday to Saturday), selecting different charities each week to benefit, including Grand River Hospital, St. Mary’s General Hospital Foundation, Family & Children’s Services Foundation, and more recently the Sunnyside Foundation.

Orders for pizzas and other menu items are taken online for fast and easy curbside pickup.

“We just kind of go around,” says Steve, referring to how the charities are selected. “All of them could use help because their fundraising events have been cancelled.”

He says working with charities is also a good way to foster new relationships and potential spinoffs down the road when restrictions eventually ease.

“This has sort of helped increase the awareness of what we do here. People at least get the chance to sample our food,” says Steve, joking many people may not think of getting great pizza from a place called Golfplay.

“We’re trying to build a business and trying to give something back in the process,” he says, describing the situation as a ‘win-win-win’ for all involved. “The customers win because they feel good about helping others, we win because we get more exposure and the charities win because they receive some money in the process.”

Support among those in the business community is crucial says Christina, especially as the recovery process begins.

“By banding together and helping each other get through this, we show our strength as a community economically and socially,” she says. “If a business closes, the employees lose their income and that means other businesses do not benefit from that person’s buying power.”

Keeping that in mind, Tapestry Hall’s Delivers and HIP Developments have formed a partnership to create the Feeding the Frontlines program. On the Tapestry Hall Delivers’ website, customers have the option to contribute to the program which aims to see $5,000 in meal vouchers distributed to essential workers in Waterloo Region, including those working in healthcare, shelters, and grocery stores. On the site, the public can nominate businesses where essential workers are busy.

“They are doing the hard work in this community,” says HIP Developments President Scott Higgins. “We are just trying to find ways we can say thank you and make their family lives a little easier.”

Christina agrees and says these workers have gone into work each day to ensure the rest of us have the things we need.

“We wanted to do something kind to say thanks,” she says. “A stress-free meal may not seem like a lot, but when you have had a long and sometimes scary week at work, one less thing, like cooking a dinner or meal planning, can help ease that stress.”

Easing stress for others is what prompted Driverseat Cambridge owner Sean Mulder to follow the lead of the company’s Calgary office and offer a ‘shop and drop’ program free to seniors and those with disabilities. Those in need of groceries can call, or text Driverseat and will be provided with a link that allows them to fill out a grocery order.

“It’s kind of cool. We’re the third location to test this out,” says Sean, adding having fewer people going to grocery stores means less points of contact to spread the virus. “This makes great sense.”

Driverseat chauffeurs, many of whom Sean says are doing this on a volunteer basis since many only work part time for the company, do the shopping for the customer using a preauthorized payment system and then deliver the groceries following strict physical distancing guidelines. Currently, Driverseat is offering this at a few stores but expects that will increase as the program expands.

“A lot of our posts on social media have received a wide reach and from that, we’re getting quite a lot of people calling and messaging us,” says Sean.

He says since a huge portion of Driverseat’s regular services have been scaled back considerably since the lockdown began, this has allowed the company team to stay connected. Also, Sean says it has been a boost for those in need and are isolated on their own.

“It gives people peace of mind. We’re a person they can talk to,” he says, adding clients can call the chauffeur if they have special requests that may not be on the grocery list, or if they forgot to add something. “They’re not just punching information into an app; with us there’s a voice you can talk to.”

Sean admits even though businesses are facing challenging times it shouldn’t prevent them from lending a hand.

“There’s a huge need in our community and if you have the means or the time, you should do something,” he says.

Christina agrees, especially when it comes to assisting the non-profit sector.

“If you have the chance to help those that are helping others, isn’t it the right thing to do?” she says.

At the Cambridge Self-Help Food Bank, Dianne says she is thrilled by the extent of generosity from the business community which has included free security service and the creation of safe work stations for staff to work with clients at the front of the building thanks to the donation of free reno work.  As well, she says the local CAA office has deployed its vehicles to pick up food bank donations from the grocery store bins.

“No matter what people’s struggles are, they’re still considering us and donating to us which helps us keep going,” says Dianne.

Contact Information:

For information about Tapestry Hall Delivers, visit www.tapestryhall.ca

To order a #QuarantineTee visit www.cambridgecentrehonda.com/community-fundraiser/

For information about Golfplay, visit www.golfplay.ca

Contact Driverseat Cambridge at www.driverseatinc.com, or call 226-241-3736

For information about the Cambridge Self-Help Food Bank (which now has community donation bins set up at St. John’s Anglican Church in Preston and PetroKing in Hespeler), visit www.cambridgefoodbank.org

Does making a presentation in front of people send chills down your spine?

You’re not alone. Research shows that at least 75% of people struggle with some degree of anxiety or nervousness when it comes to talking in front of people.

Kevin Swayze, former journalist and communications consultant, hopes to help quash these fears by providing tips about good communication at our virtual YIP Growth Learning Series on April 28 entitled ‘Public Speaking 911’.

“I think that most people stand up in front of a crowd and think everybody there is against them, when in most circumstances they’re there with you and want you to succeed,” says Kevin.

He says the key to good communication centres on connecting with people, whether it’s one-on-one or in a large group, which is something he will stress during his learning session.

“I’m going to show how to polish your elevator pitch when you’ve got only a minute to talk to somebody; to connect with somebody and make yourself memorable.”

Kevin says stories are the best way to accomplish this and during his 30-year newspaper career tried to do just that.

“The best stories are always told through a person. I’ve always tried to do that with my writing,” he says. “People don’t want to be lectured at, they want to connect, and the best stories connect with people. The best communication is conversation.”

Kevin, a client communications teacher at Conestoga College, says he finds inspiration from the international students he instructs. Not only does he admire their bravery for travelling to another country to study, but the fact they will question his use of any corporate jargon or slang.

“I get the look from them,” he jokes, adding good communication doesn’t involve slang or jargon. “It’s pervasive everywhere and it kills communication because you’re either in or you’re out; jargon is exclusive, and it pushes people away.”

Kevin says the use of ‘buzz’ words doesn’t further proper communication and hopes to convey that to participants.

As well, he will also touch on some basic tips surrounding presentation, such as holding on to a piece of paper while standing up to speak.

“I like to give them something to hold in their hands so they’re comfortable,” says Kevin, who has been involved with Cambridge Toastmasters for the past four years.

He says the club, which consists of several groups under the Toastmasters banner, has helped him considerably.

“I’ve seen the change myself. I would not be able to teach as effectively,” says Kevin, explaining club members evaluate every aspect of any presentation by their fellow members. “It’s hard to find anyone who will give an honest and reasonable evaluation of something.”

He hopes YIP participants will leave the session understanding the importance of being an active listener when it comes good communication, noting the temptation of cellphones is difficult to ignore.

“Even if you leave your phone upside down on the desk it still draws your attention,” says Kevin.

He expects participants will already arrive with a set of their own communication tools.

“They will know how to communicate in bits and pieces. My goal is to reflect on what they do and think about what’s working well and where they can build,” says Kevin. “And encourage them to practice what really works well.”

He says most people don’t think about communication deliberately anymore.

“There’s no app that replaces face-to-face communication,” says Kevin.

The YIP (Young Innovative Professionals) Public Speaking 911 session, sponsored by Deluxe Payroll, will take place virtually Tuesday, April 28 from 9 a.m. to 10 a.m.

For information, visit: https://bit.ly/3cF92MN