A free multi-purpose tool to support employee success

This process helps employers and employees collaborate on strategies that support the employee's ability to meet job expectations at work. It includes strategies that are simple and cost-effective to implement. The time and effort involved may differ depending on each unique situation. This process can help employers to:
  • Clarify expectations during onboarding
  • Manage performance
  • Create a sustainable return-to-work strategy
  • Identify formal or informal accommodations

A flexible process

Use this tool to clarify job expectations and current employee abilities related to psychological, emotional, cognitive, and physical demands at work. Collaboratively develop strategies that support employee success and help maintain safe and productive work. One approach can be as simple as 1-2-3.

Step 1: Review job description together

Make sure the job description reflects the work.

Step 2: Clarify specific job expectations and invite employee input

Select from the job expectations those relevant to supporting the employee’s success. Clarify both expectations and potential solutions. Get employee input on their current ability and the potential solutions they feel will work best for them.

Step 3: Create a plan together

Meet with the employee to create a plan that supports them to successfully do their job. Use this to facilitate ongoing work success.
How to use

A psychologically safe approach

Using a process that is compassionate, respectful, and psychologically safe, employers work together with employees to create a work plan that sets employees up for success on the job. The process is initiated by the employer, which could include a leader, supervisor, manager, human resources professional, occupational health professional or small business owner.

The time needed to complete the process varies depending on each unique situation, but each of the three parts will require about 1-2 hours. There are three parts, one for the employer, one for the employee, and the third is a discussion between them. This is usually done over three or more days.

When asked to provide input, employees are invited to consult with a trusted advisor, such as their healthcare provider or union representative. This is done before the conversation with the employer and helps optimize psychological safety for the employee. Any information employees provide throughout the process should be kept private and confidential by all parties involved.

Supporting Employee Success does not provide medical, financial or legal advice

This tool focuses on job expectations and supporting employees' ability to meet those expectations. It doesn't require information or a discussion about any medical diagnosis or symptoms, financial matters or legal matters. All information provided by an employee is done so on a voluntary basis.
While this process can be part of an effective accommodation, it doesn’t replace legal advice with respect to requirements under employment, human rights, accessibility or other legislation.
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How to use

Support psychological health and safety with a suite of free resources

Each of these resources are compliments of Canada Life through Workplace Strategies for Mental Health and the Canadian Centre for Occupational Health and Safety:

  • Guarding Minds at Work – organizational level
  • Psychologically Safe Leader Assessment – leader and manager level
  • Psychologically Safe Team Assessment – team level
  • Supporting Employee Success – individual level

Select the logos to see how each of these tools can make a real difference for your workplace.

For brief descriptions of these tools, view the FAQ.