Canadian Electrical Industry News Week

 

Multiple GenerationsMichelle Branigan

“Managing multigenerational workforces is an art in itself. Young workers want to make a quick impact, the middle generation needs to believe in the mission, and older employees don’t like ambivalence. Your move.”
Harvard Business School “Working Knowledge” Newsletter - April 17, 2006: “Can you manage different generations?”

This month we look at some of the characteristics commonly attributed to each generation in the workforce, and what that may mean for employers and their human resources strategies.

You may recognize yourself easily, or you may feel that you actually fit into a different era. That could be because you were born on either side of the range by just a couple of years, or perhaps your personal experiences impacted on how you view the world. Generations are generally defined by their shared experiences as they grow up, which in turn helps shape their attitudes and traits.

Traditionalists, sometimes called Veterans, were born between 1900 and 1945—and yes there are still some working in the Canadian electricity industry. Traits include loyalty, a strong work ethic, and the tendency to use a “command and control” type of leadership model.

Baby Boomers, born 1946 – 1964: baby boomers represent the largest group in the workforce and as we know will have a huge impact on the electricity industry as they retire. Credited with a strong work ethic,they are extremely loyal to the job. For this group the expectation is that hard work will be rewarded, and they like workplace communications to take place face to face, andto have clearly defined roles and expectations.

However, many boomers are facing the challenge of aging parents, and younger boomers still have kids in college (or living in their basement). As many transition to retirement there is a great opportunity to look at your HR policies and review how you can transfer their knowledge and expertise to new or advancing employees. 

Generation X, born 1965 – 1980: this is the generation that feels like they got the hard end of the stick. This group was the first of the latchkey kids as mothers went back to working fulltime, and they also saw divorce rates rise, world recessionsand layoffs in many companies. Many saw their parents lose their jobs after decades of loyalty to one company. This has impacted their view of the corporate workplace, and while they still work hard they introduced the “work/life balance” concept — they are attracted to flexible work schedules that will allow them to spend more time with their family, even if it means less money. They are more cynical than their predecessors and often feel sandwiched between having to take care of aging parents and managing young children simultaneously. Health benefits and a good vacation package are important. Many feel that the boomer generation needs to move on and allow them to advance in their careers. Independent, practical and confident, they are good candidates for senior management positions. From an HR perspective, developing formal mentoring programs for this group is a useful tool to support their progression to more senior roles.

Generation Y, born 1981 – 1999: also called Echo or Millennials, this group — thrice the size of Generation X — shows a combination of Baby Boomer and Generation X qualities. Work is important but they want it to be meaningful, and they expect the companies they work for to lead by example. Work/life balance and the ability to work where and when they prefer are important considerations, and they view technology as an indispensable part of both their work and private lives. They want their employer or manager to act as a mentor, to support them and provide continuous feedback, and more than any other generation will move on quickly if they don’t feel that they have this type of support. For many, communication is preferred through a mobile screen, and they may lack the social skills still preferred by both the Baby Boomer and Generation X cohorts.

I discussed this with some of my staff members who fall into this category, and while they agreed that a lot of the generalizations have some validity, one comment was that “It’s not that they’re lacking in social skills, it’s that those social skills are changing. For them having their head stuck in the phone or iPads when they’re out socially together is not rude. Nobody feels slighted.”Apparently even breaking up online is the new norm.Butthis generation is innovative and technologically savvy. They are socially and environmentally conscious, and more accepting of others’ differences in race, gender, sexual orientation and ethnicity.

To support this group in the workplace, help them to understand the value of balancing screen time with face time, and building communication skills to be effective in their work. Provide them with an opportunity to engage with more experienced staff, and show them how their role contributes to company success, as well as wider society. And use their ability with technology to support and train others in the organizationwho may not be so technologicallyproficient. It’s a win-win all around.
Generation Z: this is the generation now being born or who are still quite young. Anyone who has teenagers knows they already consider Facebookold fashioned. Now it’s all about instant blogs and instant messaging… the pace of technological change is breathtaking, but for this generation it is a given. Time will tell what other traits emerge…

Going forward

What does this mean for employers?

Understand the generational differences between these groups in your own organization. Understanding the world from each other’s points of view will help with communications, team building,and the success of training and career development programs.This in turn leads to increased recruitment and retention rates as those you employ speak to others about their great working environment, and productivity and moral improvements as employees feel valued and understood.
Fact or fiction: email me your thoughts on this and we’ll include them in a later column.

More from Michelle Branigan:
- Michelle Branigan: Profile
- It’s Not Just the Technical Stuff That’s Important
- Call for Mentors to Support Recruitment and Retention of Women in the Electricity Industry
- Retention: You’ve Hired. Now What Are You Doing to Keep Your Staff?
- What are the Benefits of Effective Coaching?
- Multigenerational Workforces
- Mentoring


Michelle Branigan is CEO, Electricity Human Resources Canada; http://electricityhr.ca.

 

 

Contractors! You Deserve Better.

Ledvance EIN Aug4 You Deserve Better July 2022Contractors! You Deserve Better | Win $2,000 Grand Prize from LEDVANCE, THE WORLD'S LEADING VERTICALLY INTEGRATED LIGHTING COMPANY

OFFERING SYLVANIA AND LEDVANCE BRANDED LIGHTING PRODUCTS IN CANADA


You deserve better and LEDVANCE wants to make sure you know it. Enter for a chance to be one of over 190 winners with the grand prize including $2000 and a SYLVANIA Work Light!

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2021 Canadian Electrical Code Overview of Changes

EIN CSA Group Logo 2022 400CSA C22.1:21, Canadian Electrical Code, Part I contains many updates and changes that are potentially significant to electrical professionals. This online, self-guided course provides the key changes and impacts to the industry presented in an easy-to-follow format.

 Designed for professionals with a good working knowledge of the Code and who solely need the key changes including general updates or those made for clarification, safety, and new products and systems. Key changes due to Rule relocation or deletion are also noted.

This course may help save valuable time to help keep electrical projects safe and in compliance. This training is developed with input from a broad cross-section of electrical industry experts and with cooperation from all provinces, territories and several key jurisdictions across Canada. 

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Changing Scene

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E.B. Horsman & Son (EBH) has announced their Victoria branch has moved to a new location as ...
Canada’s Building Trades Unions has been selected as an intermediary for the Apprenticeship Service ...
More skilled trades workers can seek certification in Nova Scotia with changes the Province is ...
Procore Technologies, Inc. has announced it is working with Amazon Web Services (AWS) to ...
The federal governemnt has officially launched a call for proposals (CFP) for the  ...
The Electrical Contractors Association of BC (ECABC) has announced the impending departure of ...
The Minister of Employment, Workforce Development and Disability Inclusion, Carla Qualtrough was at ...
The launch of the Apprenticeship Service stands to help overcome financial barriers employers face ...
The National Electrical Trade Council (NETCO) is pleased to announce that they will be rolling out ...
43 years ago, Steve Silverstein bought a table saw and a delivery van and began a revolution in the ...


Government of CanadaThe federal governemnt has officially launched a call for proposals (CFP) for the Zero-Emission Vehicle Awareness Initiative (ZEVAI). The initiative’s 2022 CFP will help fund new and innovative projects that aim to increase awareness and knowledge of ZEVs and charging and refueling infrastructure thereby increasing public confidence in these vehicles and their economic and environmental benefits.


Natural Resources Canada will provide funding through non-repayable contributions of between 50 and 75 percent of the total eligible project costs, with a maximum funding of up to $300,000 per project. The CFP will close on August 18, 2022.

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Omnicable joins ETIMETIM North America announced that OmniCable has joined the product classification standards organization. Headquartered in West Chester, PA, OmniCable has 24 locations throughout North America, and also owns Houston Wire & Cable (HWC). The company partners with many electrical manufacturers and only sells to distributors.

According to John Dean, Director of Marketing & E-Commerce, OmniCable/HWC, “The wire and cable industry is often called commodities, but there are very distinct features and attributes for the different products our manufacturers produce. 

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Atkore United Poly SystemsAtkore Inc. announced that it has acquired United Poly Systems, a manufacturer of High Density Polyethylene (HDPE) pressure pipe and conduit, primarily serving telecom, water infrastructure, renewables, and energy markets.

“We are pleased to complete the acquisition of United Poly Systems, which strengthens Atkore’s product portfolio, expands our manufacturing capacity and further enables us to meet HDPE customers’ needs,” stated John Pregenzer, President of Atkore’s Electrical business. “HDPE pipe and conduit is a growing market that is expected to benefit from U.S. infrastructure legislation, and United Poly Systems is a great addition to Atkore. We welcome these employees and look forward to working together to continue to serve and support our customers.”

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Canadian Electrical Contractor Discussion Group: Can You Count the Deficiencies?

EIN CECD 400Have you ever been called to fix the work of a 'handyman'?

"Was supposedly done by a"certified ' electrician....told the homeowner that he got a $266 permit....no record at TSBC. Can you count the deficiencies?"

"There is a second panel change in the triplex also.......even more deficiencies. Think the guy was a glorified handyman. Ones not obvious: 240 BB heat hooked up 120....drier on 2p20....range on 2p50....water heater fed with 2c14 Bx on 2p15."

Go HERE to join the discussion

 


 

Grimard is more competitive and produces estimates 3X faster with Procore

Procore

When the pandemic lockdowns started in March of 2020, Grimard (an electrical contractor) had to decide whether to shut down its operations entirely or implement a new platform with people who were now freely available for work. Once they implemented Procore, they found a way to efficiently communicate with stakeholders and offer full transparency in terms of project costs and planning. It also allowed Grimard to utilize historical data to make project estimates more accurate. Grimard was able to streamline its bidding process, which made it more attractive to potential clients and helped the business grow.

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Iron+EarthThe RenuWell Project partners are excited to announce the groundbreaking of two pilot sites located near Taber, Alberta. These pilot sites are the first of their kind to repurpose inactive oil and gas infrastructure as a foundation for renewable energy development and job creation.

When operating, the solar projects will generate 2,030 MWh annually – enough electricity to power 280 average Alberta households or irrigate 11,700 acres of farmland for an average year. This is roughly equivalent to $200,000 in electricity sales per year with 1,100  tCO2e savings in GHG emissions. Over a 25-year lifespan, the projects will generate 50,750 MWh, with GHG emission savings of 28,420 tCO2e.

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David O'ReillyBy Elle Bremmer

Recently, I had the pleasure of sitting down with David O’Reilly, Vice President Home & Distribution and Secure Power Divisions with Schneider Electric Canada for a discussion regarding the Wiser EnergyTM smart home solution, the Wiser Approved training program, and his thoughts on several different subjects, including sustainability and future technologies currently in the works at Schneider Electric. David has been with the company for five and a half years in his role.

We recently published a study (version en français ICI) from Schneider Electric showing a strong interest from Canadians in smart home technology. 

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Product News

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The DTR® Model 8510 is an easy-to-use portable digital transformer turns ...
Ericson has launched upgraded versions of their line of Harsh and Hazardous Lighting Solutions. ...
Designed for quick and easy installation, this strong and durable baseboard is easily recognizable ...
The Lithonia Lighting® ESXF LED Floodlight is an all-in-one flood that gives ultimate versatility ...
STARFISH WiFi enabled mobile app controlled. Customize and save various light scenes or utilize the ...
The 8540 Pro profile is designed to disappear into the structure, merging the light source with the ...
Keystone’s DirectDrive DX2 is a UL Type B line voltage tube offering single- or double-ended wiring ...
This voluminous Hubbell® Gangable Device Box offers smooth flat external sides and flush ears that ...
The EarthTronics LED Adjustable Wall Packs has a slim profile design. They can be locked into any ...
Klein Tools introduces new phone Thermal Imagers, one for Android® Devices and one for iOS Devices, ...


Ericson String LightsEricson announces upgraded versions of their extremely capable line of Industrial String Lights and SL, LED Stringlights. These new and updated products have several key features important when safe, code compliant lighting for industrial workspace is necessary.

Infinitely capable, these ruggedly built products have several industry leading & exclusive features including:

Industrial String Lights:

  • A United States Navy Specification since before WWII, they’re time and application tested...

 

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Intermatic Pool and Spa SolutionIntermatic Incorporated announced its new P40000 Series Load Centers, a set of next-generation panels for pool-only applications, as well as its new PE24GVA 24-Volt Valve Actuator, an easy-to-install valve actuator that allows for tool-free cam adjustments. Both solutions remove obstacles for pool service professionals while delivering lasting performance.

“Intermatic load centers and valve actuators have been the preferred choice of pool professionals for more than 30 years,” says Brian Lamberty, product marketing manager at Intermatic. “The PE24GVA and P40000 Series build on that tradition, helping pool professionals streamline service calls while setting the standard for quality and performance.”

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Klein Tools Zipper BagsKlein Tools introduces new Stand-up Zipper Bags, in a 2-Pack with 7-Inch and 14-Inch sizes, both designed to handle tough jobsite conditions and stand up so tools and small parts can be easily accessed when working.

Stand-up Zipper Bags, 7-Inch and 14-Inch, 2-Pack (Cat. No. 55559)

  • Perfect for storing pliers, wrenches, screwdrivers, drill bits and other small tools and parts
  • 4 1/2’’ tall zipper bags come in two sizes:
    • 14’’ (36.6 cm) dark gray
    • 7’’ (17.8 cm) royal blue


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Emerson HV SafetyThe Occupational Safety and Health Administration (OSHA) estimates 350 employees are killed annually in electrocution accidents, which roughly equals one fatality per day. In the face of these dangers, OSHA officials and industry safety consultants alike recommend eliminating potential hazards on work sites, rather than simply relying on contractors or employees to follow safety guidelines.

To help safeguard employees from electrocution, Emerson has launched its Appleton™ Powertite™ Lock Collar, a device that fastens over plug and connector connections and is secured with a padlock, preventing unauthorized personal from disconnecting the cable connection once in place. 

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Peers & Profiles

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Watt’s the Word is a recently launched Electrical Industry Podcast hosted by Zack Hartle and ...
Allana Kellett-Jamieson loves working in the electrical sector and is proud of the great focus ...
As the head of ABB Canada's electrification business unit, Éric Deschênes is no newcomer to the ...
Karen Pullen knows what it’s like to be the only woman on a construction site, and as a proud ...
As of February 2021, Martin Stephenson is the new President and CEO of Signify Canada.   ...
This past July, Kerith Richards, who has worked for Service Wire Company for the last seven years, ...
EngWorks was formed in 2004 as an electrical engineering and consulting firm by Allan Bozek, “After ...
Headquartered in Concord, Ontario, Mercury Lighting services national retail, ...
Among the recipients of the 2021 Clean50 Awards announced last month is Carolina Gallo, Vice ...
Sarah Silverstein is a principal with Liteline along side her two brothers Mark and Daniel. ...

Copper $US Dollar price per pound

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