Happy Friday,
Recently, I visited one of our new corporate partners in Edmonton, a standout Canadian success story in the oil and gas services sector.
On paper, this is the kind of company people describe with technical terms: engineering, precision, machining, safety, reliability, and tight tolerances. In this work, there is little room for error, and quality is more than just a slogan.
But the moment that stayed with me was not a piece of equipment or a performance metric.
It was a room.
The HR leader guided us into a space dedicated to their history: founders’ photos from their time in the army, original articles of incorporation, client letters, old mugs and clothing, and an array of artifacts from different eras, including pieces of technology and prototypes they helped develop.
It felt like stepping into the company’s heart.
Not the brand story. Not the polished version. The real story.
And what struck me was this: for a firm that is deeply technical, the culture felt deeply human. That room held more than objects. It held hopes. Hard work. Challenges. Failures. Successes. Dreams. It was an honest window into a company’s heart and soul.
It reminded me of something leaders forget once the organization gets busy and complex.
Products and services, at the very heart, are human first.
Even when they are built with steel.
Even when they are built with code.
Even when they are built with machining and engineering.
The work is human.
The risk is human.
Pride is human.
The cost of getting it wrong is human.
The satisfaction of building something that lasts is human.
Most organizations talk about culture as if it were a set of values on a wall.
Integrity. Excellence. Safety. Teamwork.
Those words might be true, but they are not enough on their own.
Culture isn’t what you claim to value; it’s what people believe is true when no one is watching. It’s the story people tell themselves about what matters, what gets rewarded or ignored, and what feels safe to say out loud.
Stories do not live in bullet points. They live in memory.
That is what that room protected. Memory.
The founders in uniform. The early incorporation documents. The client letters. The prototypes. The small items people kept because they meant something. It was proof that the company did not appear out of thin air. It was built. Earned. Shaped. Tested.
And that matters because, in many places, work has become transactional. People are tired, busy, and moving fast, often asked to do more with less. It’s easy for the relationship between a person and their workplace to become purely functional.
Do your work.
Hit the number.
Keep it moving.
A room like that quietly pushes back against that trend.
It says: we remember. We honour. We belong to something that has a story.
That might sound sentimental, but it’s not. It’s stabilizing.
There is a myth in business that if you are great at engineering, operations, or execution, culture will naturally follow.
It does not.
Often, the opposite happens: technical competence becomes the sole identity, and human connection becomes optional. The organization starts to behave like a system rather than a community. People become replaceable. Pride becomes private. Belonging becomes thin.
The Edmonton partner reminded me that it does not have to be that way.
They were ahead of their time in the tools and solutions they developed, and yet the place felt grounded. You could sense, even through the artifacts, that relationships mattered. The founders were not only builders of a business, but builders of a way of working.
That is a big part of why some Canadian companies endure. The ones that last tend to have more than technical competence. They have a core.
Not a slogan.
A core.
Something lived consistently over time.
We take care of each other.
We do what we say.
We take pride in the work.
We remember where we came from.
Here is the part I keep thinking about.
That room was not just history. It was leadership development.
Because the moment you show someone the founder’s story, the early risks, the early client relationships, the early failures and wins, you are doing something no onboarding deck can do.
You are saying: this work was earned, and now you are a steward of it.
That word matters. Steward.
Not the owner.
Not a consumer.
Not a passenger.
Steward.
Stewardship changes how people show up. It changes how they treat each other. It changes how they talk about safety. It changes how they handle mistakes. It changes whether they cut corners when no one is watching.
In technical environments, this is especially important. When the work is high consequence, culture becomes a form of risk management. Not in the legal sense. In the human sense.
Do people speak up?
Do people admit errors early?
Do people ask for help?
Do people look out for each other?
Do people feel responsible for quality, not just compliance?
A strong culture is often the difference between a close call and a real incident.
And a strong culture is built by leaders who remember that the work is human first.
I do not love stuffing writing with numbers, but there are a few that genuinely clarify what is going on in workplaces right now.
Gallup has one of the clearest findings about where engagement really lies: 70 per cent of the variance in a team’s engagement is determined by the manager.
That aligns with what most of us already know in our bones. People do not experience culture through the org chart. They experience it through the leader closest to them. The supervisor. The project lead. The person who sets the tone on a hard day.
Harvard Business Review adds another important layer that connects directly to what I felt in that history room. In one piece on recognition, they cite research showing that employees who said their managers were great at recognizing them were more than 40 per cent more engaged than those whose managers were not.
Recognition isn’t a perk; it’s a form of visibility. It tells someone: I see you. Your effort matters. Your craft matters. You belong here.
And then one Canadian stat that should keep us grounded in reality.
Statistics Canada reported that in the first quarter of 2024, 13 per cent of Canadians aged 15 and older said they always or often felt lonely.
That is not a niche issue. That is in every workplace. Every shop floor. Every office. Every leadership team. Which means culture is not only about performance. It is also about whether people feel alone while they perform.
If you put those three together, you get a clear picture.
Managers shape engagement.
Recognition lifts engagement.
Loneliness is real.
So the leadership job is not only to drive outcomes. It is to create the conditions where people can do hard work without feeling invisible.
The detail that stood out to me was that this was led by HR.
Not as a compliance function. Not as the keepers of policies.
As the keepers of meaning.
The strongest HR leaders I know are not only administrators of process. They are curators of culture. They protect invisible assets that do not show up on a balance sheet but determine whether the balance sheet survives:
Trust.
Pride.
Belonging.
Continuity.
The story people tell about who they are.
That room was a cultural strategy in physical form.
It also quietly reminded everyone who walked in, especially new leaders, that they are not just running a system. They are carrying a story.
If your organization had a room like that, what would be in it?
Not what would look impressive.
What would be honest?
What artifacts would tell the story of how the place was built?
What would show the early risks?
What would show the hard seasons?
What would show the client relationships that shaped your reputation?
What would show the mistakes you learned from?
What would show the people who carried the load before you arrived?
Most organizations are sitting on a treasure chest of these stories, but they are scattered.
In someone’s desk.
In an old email thread.
In a retiree’s memory.
In a photo nobody printed.
If you want to strengthen culture, start there.
Not with a new values refresh.
With your real story.
You do not need a museum to do this. You need intention.
Here are a few simple moves that translate well in technical environments, especially ones where safety, quality, and precision matter.
Walking through that room, I kept thinking about the founders and what it must have taken to build what they built.
The army photos suggested discipline, sacrifice, and teamwork.
The incorporation documents suggested risk, commitment, and belief.
The client letters suggested trust.
The old tools suggested ingenuity, iteration, and the willingness to try and fail and try again.
And the most important thing I felt was this:
Even the most technical work is still human work.
Every business is, at its core, a human agreement.
We agree to build something together.
We agree to serve someone else.
We agree to take responsibility for quality.
We agree to treat people with dignity while we chase results.
That Edmonton company reminded me that you can be ahead of your time in engineering and still deeply human.
In fact, that might be the point.
The future belongs to organizations that can do both.
High performance and high care.
Precision and belonging.
Innovation and memory.
Not just the past.
The human part of the story that makes the future worth building.
Along the road with you…
Alan
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Happy Friday,
One minute we’re absorbed in plans; the next, a quieter week prompts reflection, not on what we finished, but on what mattered.
If there’s a theme in our FLRs this year, it’s this: change isn’t just strategy, it’s a human experience.
It appears in teams, families, and both growth and survival seasons. Through all of it, leadership is about basics: clarity, care, follow-through, and the courage to make the next right decision, even without seeing every step ahead.
This is a simple and heartfelt holiday note.
Thank you for the trust you placed in me this year.
Thank you for the conversations, the candour, the partnership, and the shared belief that work can be made better when we lead like people, not like machines.
I hope the next days bring real rest, rest that resets you, not just your calendar. More laughter, less logistics. More presence, less pressure.
And when January arrives, I hope you step into it with calm confidence, good people around you, and momentum that feels earned, not forced.
Happy holidays to you and your family.
Alan
P.S. CareerJoy helps leaders and organizations evolve with confidence and clarity. To explore how our leadership development and transition programs can support your next chapter, connect with Alan Kearns, Founder at alan.kearns@careerjoy.com or 1.877.256.2569.
Explore our outplacement solutions
P.P.S. If you’re strengthening leadership in your organization, explore our [LQ] Leadership Intelligence Programs and connect with Alan at alan.kearns@careerjoy.com or 1-877-256-2569 to get started.
Happy Friday,
This holiday season, Jen Curtis on our team and I have been volunteering with the Salvation Army kettle campaign.
It’s been rewarding in ways I didn’t expect and grounding in a season that can move very quickly.
We chose this volunteer experience intentionally. The Salvation Army is one of our long-standing charity partners and a recipient of the 2025 Work. Made Better Award as a partner of CareerJoy. That recognition wasn’t about visibility. It was about impact. About meeting people where they are and leading with dignity.
There’s a shared sense of community that shows up at this time of year. People slow down, even briefly. You see generosity in many forms. Some people give. Some stop to talk. Some acknowledge you and keep moving.
All of it matters.
Some of the most meaningful moments have come through conversation. I’ve found the best way to begin is simple: a smile and a genuine wish for happy holidays. From there, the conversations unfold.
One of the more interesting ones was with the “bus driver philosopher.” We talked about work, purpose, and what it’s like to show up every day in a role that often goes unnoticed.
He spoke about what he values most and what frustrates him most in his work.
Respect. Or the lack of it.
How a simple thank you or a moment of patience can change the tone of an entire day. And how the absence of those small gestures, over time, can quietly wear people down.
That conversation stayed with me.
It sharpened my thinking about the work my team and I do.
At its core, our work is an invitation.
An invitation for people to see the potential in themselves through their work, their contribution, and how they show up.
One pattern I’ve noticed at the kettle is that when I wish someone happy holidays, some don’t respond with a thank you. Not out of unkindness, but because they’re anticipating an ask.
They’re bracing for a transaction rather than receiving a genuine wish for peace, hope, or a better world.
That’s a helpful reminder at this time of year.
Many people are carrying more than they realize. When there is no pressure, something shifts.
Some people soften.
Some pause.
Some move on.
That’s okay.
That, to me, is leadership. Creating space rather than pressure. Opening doors rather than pushing people through them and helping people reach their potential by how we show up.
And when we get that right, we bring more humanity and, if we’re lucky, a little more joy into the world.
Happy Holidays to you and your team.
May this season bring moments of hope and quiet peace, and remind us how far simple respect, kindness, and being truly present can go.
Along the road with you,
Alan
P.S. CareerJoy helps leaders and organizations evolve with confidence and clarity. To explore how our leadership development and transition programs can support your next chapter, connect with Alan Kearns, Founder at alan.kearns@careerjoy.com or 1.877.256.2569.
Explore our outplacement solutions
P.P.S. If you’re strengthening leadership in your organization, explore our [LQ] Leadership Intelligence Programs and connect with Alan at alan.kearns@careerjoy.com or 1-877-256-2569 to get started.
Work. Made Better. Series
By Alan Kearns, Founder, CareerJoy
Moncton has earned its reputation as one of Canada’s most adaptable and entrepreneurial cities, with a population of over 170,000 in the Greater Moncton area, spanning Moncton, Dieppe, and Riverview. It’s a hub for bilingual business, logistics, contact centres, and growing technology and health sectors.
This is a city where connections matter. Layoffs here don’t just affect individual employees; they ripple through entire communities, where employers and employees often know each other personally. For HR leaders, CFOs, and executives, outplacement is not only about supporting people, it’s about protecting reputation, maintaining trust, and ensuring continuity in a labour market where everyone talks.
The stakes of workforce transition are uniquely high in New Brunswick:
Moncton employers that invest in structured, human-first career transition programs see measurable advantages:
Employers in Moncton operate under the Employment Standards Act of New Brunswick, but case law shows that procedural fairness often extends beyond minimum requirements.
In Smith v. Vitalité Health Network (2022), the New Brunswick Labour and Employment Board acknowledged that providing career transition services demonstrated good faith in a contested termination. While not legally required, it strengthened the employer’s defence and mitigated reputational risk.
For Moncton employers, particularly in unionized and bilingual environments, outplacement can serve as both a legal safeguard and a public relations tool.
Local organizations need an outplacement provider who can deliver:
✔️ Do your exits reflect both compliance and compassion?
✔️ Can your provider deliver fully bilingual, culturally aware services?
✔️ Are your managers trained to communicate layoffs with empathy?
✔️ Are you protecting your legal standing and community reputation?
✔️ Are retained employees engaged and confident post-restructure?
1. CareerJoy
Human-First. AI-Smart. 100 Percent Canadian.
CareerJoy is a national people and culture firm, not a recruiter, delivering personalized career transition programs with a balance of ethical AI technology and deep human connection.
What we bring to Moncton:
Local Leadership Insight:
“CareerJoy helped us manage a sensitive bilingual layoff with professionalism and empathy. It protected our brand and gave our employees a path forward.”
HR Director, Moncton-based transportation company
Case Study: Bilingual Contact Centre Downsizing, Dieppe
In 2024, a major bilingual customer service operation reduced 80 positions due to contract restructuring.
Challenges included:
CareerJoy provided:
Results:
2. Gallagher (formerly Optimum Talent)
National delivery capacity
Consideration: May use more standardized program templates; less flexibility for bilingual nuances
3. RiseSmart (Randstad)
Global tech-enabled platform
Consideration: Primarily U.S.-based coaching; limited New Brunswick ESA expertise
4. CareerMinds
Digital-first, budget-friendly option
Consideration: Minimal in-person bilingual delivery in Moncton
Our clients here value our ability to combine national reach with deep regional understanding:
From Government of Canada departments to World Vision and BMW, we help respected employers navigate change with dignity and precision.
CareerJoy supports Moncton’s most respected employers in delivering career transitions that protect brand, relationships, and compliance.
We are an official learning partner of APEX and proudly hold a 4.7-star Google rating.
📧 Contact Alan Kearns, Founder: alan.kearns@careerjoy.com
📞 1-877-256-2569
Human-first. AI-smart. 100 Percent Canadian. Global reach. Proven results.
Work. Made Better. Series
By Alan Kearns, Founder, CareerJoy
Victoria is more than just British Columbia’s capital, it’s a government powerhouse, a hub for clean technology, education, and tourism, and one of Canada’s most desirable places to live and work. With a population nearing 100,000 in the city proper and over 400,000 across the Capital Regional District, Victoria blends the influence of a provincial capital with the community connections of a mid-sized city.
Here, a layoff is never just an HR transaction. In a city where public sector roles, unionized workplaces, and knowledge-based industries dominate, workforce changes carry both political and personal weight. For HR leaders, CFOs, and executives in Victoria, outplacement is about protecting more than just the company, it’s about safeguarding relationships, reputation, and trust in a community where connections run deep.
Victoria’s unique employment landscape amplifies the stakes of managing terminations well:
Employers in Victoria, whether in the public, private, or nonprofit sectors, see tangible advantages from structured, human-first career transition services:
BC employers follow the Employment Standards Act of British Columbia, but courts and arbitrators now assess procedural fairness beyond statutory minimums.
In Saunders v. Victoria School Board (2022), the BC Labour Relations Board noted that the presence of career transition services reinforced the employer’s good faith in a contested termination. While not legally required, outplacement helped demonstrate fairness and reduced the potential for prolonged disputes.
For Victoria organizations, especially those in unionized or politically sensitive environments, outplacement is a valuable risk management strategy.
Victoria’s employment mix calls for outplacement providers who can navigate complexity and community expectations:
✔️ Do your exits reflect your organization’s culture and public reputation?
✔️ Can your provider deliver in unionized, bilingual, and politically visible environments?
✔️ Are your managers prepared to communicate terminations with empathy?
✔️ Are you protecting both legal compliance and employee well-being?
✔️ Do retained employees feel confident in the organization’s direction?
1. CareerJoy
Human-First. AI-Smart. 100 Percent Canadian.
CareerJoy is a national people and culture firm, not a recruiter, offering personalized career transition programs that blend ethical technology with deep human connection.
What we bring to Victoria:
Local Leadership Insight:
“CareerJoy’s approach helped us navigate a politically sensitive transition without damaging trust. Employees felt respected, and our relationships with stakeholders stayed strong.”
Director of HR, Victoria-based public sector agency
Case Study: Public Sector Restructure, Downtown Victoria
In 2025, a mid-sized provincial ministry office restructured, impacting 28 roles across policy, administrative, and unionized support positions.
Challenges included:
CareerJoy provided:
Results:
2. Gallagher (formerly Optimum Talent)
National network with large-scale delivery capability
Consideration: Standardized programs may lack flexibility for smaller, locally focused organizations
3. RiseSmart (Randstad)
Global tech-enabled platform with strong analytics
Consideration: Primarily U.S.-based coaching; limited familiarity with BC’s ESA and union context
4. CareerMinds
Digital-first, budget-friendly model
Consideration: Minimal in-person presence on Vancouver Island
Our clients in Victoria choose us because we combine national reach with local sensitivity:
From Government of Canada departments to nonprofits and private sector innovators, CareerJoy supports leaders when it matters most.
CareerJoy partners with Victoria’s most respected employers to deliver transitions that protect brand, relationships, and compliance.
We are an official learning partner of APEX and proudly hold a 4.7-star Google rating.
📧 Contact Alan Kearns, Founder: alan.kearns@careerjoy.com
📞 1-877-256-2569
Human-first. AI-smart. 100 Percent Canadian. Global reach. Proven results.
Happy Friday,
There is a moment every December when the world softens just enough for our rituals to speak a little louder. For our family, it is always Handel’s Messiah. The lights dim, the strings rise, and something inside us settles. It is a ritual that reminds us where we belong and what we return to year after year. For others, it is The Nutcracker, an annual concert, or a gathering that anchors the season. These rituals become mirrors. They show us what matters.
This week, I read a piece in The New York Times about the two boys who will share the role of Fritz in New York City Ballet’s production of George Balanchine’s The Nutcracker. Fritz is the little brother with the enormous personality. He is the child who charges through the scene with the confidence of someone who has waited all year for this moment. He is adorable. He is also a touch feral.
And yet the casting director said something that felt more like a leadership book than a theatre article.
“It is not enough just to have a mischievous personality. A Fritz must be cute, yes, but he must also be reliable.”
That line stopped me.
It is never just the talent.
It is the consistency.
It is being someone others can rely on.
This truth sits at the centre of leadership. What surprised me is how clearly the 2025 data echoes the same point.
Gallup’s 2025 Global Workplace Report found that a leader’s everyday dependability shapes 72% of team engagement. HRPA’s 2025 Workplace Trends Report showed that when leaders demonstrate consistent follow-through, organizations experience up to forty percent higher retention during periods of change. The 2025 Public Service Employee Survey summary revealed that employees who describe their manager as reliable are nearly twice as likely to feel psychologically safe at work.
Reliability is often dismissed as a soft skill, but it is actually a core driver of performance that leaders must prioritize.
Across every sector I work in, the same leadership pattern shows up. Someone arrives with enormous potential. They are bright and charismatic. They impress people quickly. For a while, they look like the next great hope.
Then the cracks appear. Deadlines slip. Communication drifts. Energy fluctuates. People around them begin guessing who will show up each day.
The shine fades.
Being Fritz in The Nutcracker is the childhood version of the same reality. A big personality is charming, but charm does not steady a cast of children moving through precise choreography. A Fritz who cannot be counted on affects everyone around him.
Reliability rarely gets applause, but it is what makes applause possible.
Reliability is a key driver of emotional stability, which in turn fuels performance and inspires confidence in your leadership.
We often romanticize big leadership moments. The breakthrough idea. The major win. The heroic push that saves the day. These moments matter, but they do not define strong leadership.
Teams do not thrive on occasional brilliance.
A constant is the colleague who shows up prepared, even when they are tired. A constant is the leader who manages their emotions so others do not have to manage around them. A constant keeps their word, even when circumstances shift.
One of the most compelling insights in the 2025 Gallup report was this. Employees who described their manager as consistent were 58% more likely to report having the energy and focus needed to do high-quality work. Consistency outperformed every other leadership behaviour measured that year.
Constancy is not perfection. It is maturity. Emotional steadiness reassures others and creates a sense of safety.
Reliability becomes a kind of leadership oxygen. When it is present, people breathe easier. When it is absent, everything tightens.
Organizations often select high-potential individuals based on charisma or technical brilliance. Those qualities matter, but they do not predict long-term leadership success.
The individuals who quietly rise are the ones who behave consistently even under pressure.
When others panic, they stay grounded.
When expectations shift, they adapt without drama.
When mistakes happen, they take responsibility quickly.
When their team wobbles, they steady the environment.
The 2025 HRPA report identified reliability as the strongest predictor of upward mobility. Leaders who demonstrated consistent behaviour were twice as likely to be selected for advancement.
The right fit is rarely the most dazzling person.
The right fit is the person who can be counted on.
The two boys chosen to play Fritz did not win the role because they caused the most chaos in the audition room. They won because they paired enthusiasm with discipline. They matched personality with presence. They were children who could be counted on when the curtain rose.
Being Fritz-ready in your own life means:
• Showing up even when the mood is gone
• Doing the fundamentals with quiet consistency
• Keeping your commitments even when they are no longer convenient
• Being emotionally steady in moments where others wobble
• Matching talent with maturity
• Becoming someone people do not have to second-guess
Every exceptional dancer is shaped by thousands of quiet hours at the barre. Every exceptional leader is shaped by thousands of small choices to be reliable. Every strong relationship grows through repeated acts of consistency.
Reliability is the soil where excellence grows.
As the year closes, I often ask leaders a single reflective question.
When people look for you, your guidance, your steadiness, your presence, do they know what they will find?
If the answer is yes, you are already a constant. You are already strengthening the environments you touch.
If the answer is no, the path forward is not about more talent. It is about more reliability. Reliability is a skill. Skills can be built. You begin with one clear action, then another, then another. Over time, the pattern becomes part of who you are.
This is the kind of leader people trust.
This is the kind of colleague people want by their side.
This is the kind of parent or partner who anchors a family.
In our family, it is always Handel’s Messiah. That familiar swell of the Hallelujah Chorus has marked our Decembers for years. It is a ritual that arrives with complete reliability. It shows up every time and asks us to pause, reflect and consider who we are becoming.
Your rituals reveal your values.
Your values reveal your priorities.
And your consistency reveals your leadership.
Talent gets attention.
Reliability builds the life you want.
And whether you are leading a team, shaping a family or navigating your own season of change, the essential question remains the same one the children’s repertory director asked when choosing her Fritz.
Can I count on you?
Because greatness is not about being dazzling.
Greatness is about being dependable.
And that is something every one of us can choose.
Along the road with you,
Alan
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Work. Made Better. Series
By Alan Kearns, Founder, CareerJoy
In today’s workplace, layoffs are more than just a financial exercise — they’re a test of leadership, culture, and values. That’s why choosing the right outplacement partner is one of the most critical decisions an employer can make during a transition.
Companies like RiseSmart — now part of global HR giant Randstad — offer a wide-reaching platform, built for multinational scalability. On paper, they offer a sleek combination of tech tools, global reach, and virtual coaching.
However, for Canadian employers who care about nuance — including language, labour law, regional industry norms, and leadership continuity — global can sometimes miss the mark.
At CareerJoy, we do it differently: human-first, AI-smart, and 100% Canadian. With bilingual support, deep sector expertise, and real coaches who understand the emotional and strategic reality of transition, we help organizations turn layoffs into moments of leadership, not liability.
RiseSmart is a global outplacement platform based in the U.S., operating as a division of Randstad. Their model is heavily tech-forward: automated dashboards, curated job leads, and scalable matching tools. Their coaching is typically virtual, often assigned randomly, and may vary in quality across regions.
CareerJoy, in contrast, offers a Canadian-made approach: high-touch, bilingual, personalized, and deeply rooted in national workplace trends, regional cultures, and long-term career integration.
Where RiseSmart focuses on scale, CareerJoy focuses on trust, cultural alignment, and continuity.
Canadian employees facing a layoff encounter a distinct legal, cultural, and emotional landscape compared to their global counterparts. Expectations around fairness, bilingual services, unionized environments, and employer care are higher and more scrutinized.
According to the 2024 HRPA State of Work in Canada:
RiseSmart’s model may work well for volume-based transitions in global operations. But it often struggles with:
CareerJoy’s model is built around these gaps, where it is purposefully local, built to meet Canadian standards and expectations.
RiseSmart typically ends support at the point of job landing. But that’s when many Canadian professionals are just beginning to feel the impact of transition. Confidence is still rebuilding. Integration is just starting. Pressure is high.
CareerJoy’s model extends past placement:
These aren’t just nice-to-haves. They’re essential in today’s Canadian workplace — and they mitigate real risks: early attrition, reputational damage, and poor onboarding outcomes.
A national non-profit preparing for a significant transition evaluated several outplacement firms. While RiseSmart offered a cost-efficient, global solution, the organization quickly realized that what they truly needed was a partner who could deliver culturally relevant, bilingual, high-touch support across all their Canadian regions.
They selected CareerJoy because of our:
“It was clear from the beginning that CareerJoy got us, not just our goals, but our values. We needed a partner who could connect with our people, in English and French, and who understood the kind of work we do. That’s what made the decision easy.” — Marie Desrosiers, VP, People & Culture, National Non-Profit
Within two months:
CareerJoy also offered something RiseSmart couldn’t: the ability to support both Canadian and global transitions with a human-first, AI-smart hybrid model.
Employers often ask, “Is it worth the extra investment?” The answer lies in what happens after:
CareerJoy’s post-placement support has helped hundreds of Canadian organizations avoid early exits, re-hiring cycles, and legal blowback. And it’s why our model is increasingly chosen by:
“What set CareerJoy apart was the blend of warmth and strategy. Our people didn’t just get jobs — they got clarity.” — Sarah McMillan, Senior Director, Crown Corporation
“They understood our sector, our regions, and our values. That’s what made all the difference.” — David Levesque, Manager, Talent & Culture, Public Health Sector
“After being laid off, CareerJoy helped me not just land — but lead. They saw me as more than my resume.” — Catherine Boyd, Career Transition Client
“I’ve worked with a lot of firms. CareerJoy felt different. Human, honest, and incredibly effective.” — Thomas Chan, Leadership Coaching Client
“The support I received helped me regain confidence at a critical time. I wouldn’t be where I am without them.” — Jasmine Patel, Outplacement Recipient
If your outplacement support ends at Day One, it might be time to rethink the model.
Let’s do it differently — with support that’s human-first, AI-smart, and built for Canadian workplaces.
CareerJoy is Canada’s national people & culture firm — trusted by the Government of Canada, Shopify, World Vision, BMW, YMCA, BGC Canada, and more. As an APEX partner with a 4.7 Google rating, we support career transitions, leadership development, and hybrid coaching across all sectors.
Work. Made Better. Series
By Alan Kearns, Founder, CareerJoy
You’ve just received news that your organization will be restructuring. Maybe you’re in HR, tasked with designing a respectful transition. Or perhaps you’re one of the employees impacted by a layoff. Either way, one term keeps coming up: outplacement. But what is it?
Outplacement isn’t just about resume help. It’s a structured, professional service designed to help employees affected by layoffs navigate the complex emotional and practical path to re-employment. Done right, it’s support for both the individual and the organization.
And in Canada, where bilingual needs, psychological safety, legal compliance, and regional realities all come into play, how outplacement works—and who delivers it—matters more than ever.
Outplacement is a career transition program offered by employers to support employees who are leaving the organization due to layoffs, restructuring, mergers, or downsizing. These services typically include:
In Canada, the best outplacement services go beyond placement to help people find clarity, confidence, and a meaningful next chapter.
The employer partners with an outplacement provider (like CareerJoy) and offers support to impacted employees, often as part of the termination package.
The employee is invited to begin their personalized career transition journey, which may include live coaching, digital tools, AI-enabled resources, and mental health check-ins.
Depending on the package and provider, this may last from a few weeks to several months. CareerJoy’s model includes:
Canadian-specific offerings often include:
Outplacement is often perceived as a cost centre, but it’s a reputational, legal, and cultural safeguard.
According to the HRPA 2024 Workplace Transition Study:
A real-world example: One major nonprofit that partnered with CareerJoy during a restructuring saw a 35% increase in Glassdoor ratings post-layoff, driven by how departing employees felt about their transition support.
Layoffs hit hard. In Canada, where EI timelines, provincial laws, and job markets vary, it’s easy to feel lost. Outplacement brings clarity:
“It gave me hope when I didn’t know where to start.” — Michelle Levesque, former program manager,
“I didn’t just land a job—I found my next calling.” — David Chan, finance executive
From helping someone understand their severance rights in Ontario to coaching an Alberta engineer into a green tech role, the goal is always the same: help Canadians thrive again.
It’s not about finding a job for you. And it’s not therapy. Outplacement is future-focused and career-centred.
A recruiter works for the hiring company. Outplacement coaches work for you, helping you understand your options, your story, and how to make the most of your next move.
Not all providers are equal. Here’s what to look for:
CareerJoy is proud to be Canada’s national people & culture firm, supporting organizations coast to coast with real coaches, real insight, and real results.
If you’re evaluating whether to offer outplacement or deciding what kind of partner to choose, remember: it’s not just about helping someone land. It’s about helping them lead.
CareerJoy is Canada’s national people & culture firm — trusted by the Government of Canada, Shopify, World Vision, BMW, YMCA, and BGC Canada. As an APEX partner with a 4.7 Google rating, we support career transitions, leadership development, and hybrid coaching across every sector.
Human-first. AI-smart. 100% Canadian. Global reach. Proven results.
Contact: alan.kearns@careerjoy.com | 1-877-256-2569
Work. Made Better. Series
By Alan Kearns, Founder, CareerJoy
In Calgary, resilience is a way of life, but when layoffs hit, leadership is tested.
This is a city that’s constantly evolving. From energy giants to fintech disruptors, from engineering firms to non-profits, Calgary is home to bold ideas and ambitious people. But it’s also a city that has weathered booms and busts, and understands the human toll of market swings.
Whether you’re restructuring due to market volatility, consolidating business units, or navigating an M&A, how you manage transitions speaks volumes about your values as a leader.
In Calgary, where relationships matter as much as revenue, outplacement isn’t just a nice-to-have; it’s a vital investment in dignity, brand, and organizational trust.
Calgary has a population of over 1.4 million and one of the youngest, most educated workforces in the country. It’s a hub for energy, finance, engineering, real estate, technology, and logistics. But it’s also a city profoundly shaped by economic cycles, and where people remember how companies behave in hard times.
What’s at Stake:
In Alberta, while outplacement isn’t legally mandated, it’s increasingly used to demonstrate good faith in terminations. Especially in large restructures, unionized environments, or when long-tenured employees are affected.
In Nguyen v. EnergyCore Ltd. (2022), the Alberta Court of Queen’s Bench considered whether an employee was supported in their job search post-termination. While outplacement wasn’t legally required, its absence was noted in the awarding of additional damages.
The message is clear: even in cost-cutting scenarios, investing in ethical transition reduces downstream risks — financial, legal, and reputational.
HR and leadership teams here consistently value:
✔️ Have your leaders been trained to handle exits with empathy and clarity?
✔️ Are your services aligned with Alberta’s employment standards and case law?
✔️ Do you have outplacement partners who understand both the corporate and industrial sides of the Calgary market?
✔️ Are you supporting not just re-employment, but mental resilience?
✔️ Have you considered the message your approach sends to retained staff?
CareerJoy is Canada’s leading people and culture firm, trusted by organizations across the energy sector, financial services, government, and tech.
What sets us apart in Calgary:
✅ 1:1 coaching for professionals, tradespeople, and executives
✅ Expertise in Alberta labour law and economic context
✅ Coaches with local insight and national reach
✅ Emotional and mental wellness integration
✅ Post-landing support to ensure sustainable outcomes
Voices from Calgary
“We needed more than templates — we needed people who could meet our team where they were, emotionally and professionally. CareerJoy delivered that with heart and strategy.”
— Senior HR Leader, Calgary-based energy company. After being laid off from an engineering firm I’d been with for 12 years, CareerJoy helped me regain confidence. They knew the Calgary market, and they helped me land well.”
— A. Patel, mid-career engineering leader
In early 2025, a Calgary-based mid-cap oil and gas company downsized following a merger, impacting 75 employees across technical, HR, and administrative roles.
CareerJoy was engaged to:
Outcomes:
Longstanding presence in Alberta with structured delivery.
Consideration: Strong with large-scale programs, but feedback often notes a lack of emotional depth and customization.
Global, tech-forward platform.
Consideration: Offers automation and analytics, but coaching may be delivered outside Canada, with limited local relevance.
Enterprise-focused provider with a history in Alberta.
Consideration: Often geared toward high-volume or government contracts; small to mid-size firms may find service less flexible.
Organizations in Calgary choose CareerJoy because we:
Whether you’re sunsetting a business unit or managing industry-wide shifts, we help you preserve culture, reduce risk, and lead well.
The best leaders in Calgary know it’s not just about how you grow — it’s about how you let go.
Outplacement isn’t a soft skill. It’s a core leadership behaviour that builds loyalty, safeguards reputation, and reflects your values in action.
CareerJoy proudly supports organizations across Alberta and Canada, including the Government of Canada, World Vision, BMW, Shopify, YMCA, and BGC Canada.
As an APEX partner with a 4.7-star Google rating, we specialize in human-first, ethical transitions.
📧 alan.kearns@careerjoy.com
📞 1-877-256-2569
Human-first. AI-smart. 100% Canadian. Global reach. Proven results.
