Poorly handled change can erode trust, create resentment and increase the likelihood of complaints as well as expose organizations to risk, Kim Morris of Citation Canada writes. Trust is more than a cultural asset. It is foundational for practical, preventive controls within broader compliance frameworks.
When organizational change is poorly managed, the impact often extends beyond employee morale. Unclear communication, inconsistent implementation and low employee trust can fuel workplace resentment. Canadian organizations can approach change management through a compliance lens, while recognizing that similar considerations may apply in other jurisdictions.
Change has become a constant for many organizations, often driven by shifting workplace policies and evolving regulatory requirements. Leaders likely notice how these factors can impact employee productivity and performance, but the effect on compliance may be overlooked.
Canadian regulation & legislation
Employee trust is often viewed as a cultural metric, but it can also affect how workplace compliance issues emerge and escalate.
Canadian occupational health and safety legislation, such as the Canada Labour Code Part II and Ontario’s Occupational Health and Safety Act, contains employer obligations related to workplace health and safety,…
