The Sport Information Resource Centre
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The Sport Information Resource Centre

People with physical disabilities have a higher likelihood of employment when they participate in sport and exercise. Physically active employees consistently demonstrate improved health and work-related outcomes, including occupational performance and psychological wellbeing. This highlights the importance of physical activity in elevating qualities that stretch beyond physical fitness.

For coaches, job insecurity can lead to reduced job and life satisfaction, decreased well-being, and burnout. Sport organizations can support the well-being of coaches through employment opportunities that are contractually secure and by limiting the number of temporary coaching contracts.

Having too many late-night snacks may be affecting your behaviour at work. Employees who reported eating too many late-night snacks were less likely to go the extra mile for colleagues or complete work-related tasks the next day.

Nurturing a community of practice or other social learning space requires participants to interact in a non-judgmental, ego-free environment. Support this type of positive environment by encouraging one-on-one or small group interactions; seeking opportunities to meet face-to-face (e.g., in conjunction with competitions or AGMs, when permitted by public health authorities); and taking advantage of breakout rooms to support engagement and reflection during large group meetings.

One in five individuals experience public speaking anxiety. In the current context of Zoom calls and online webinars, this can be particularly challenging. To create safe, supportive and productive sessions, consider providing an agenda and using linking statements and signposts to help anxious participants feel more comfortable.

Wondering how you can help your team “work smart” (being productive, not just busy) during this time of video and conference call overload? Learn how to use an intentional approach to managing internal communication in the SIRC blog.

Regular check-ins, productive feedback, schedule flexibility, and professional growth opportunities are a few simple ways to express gratitude to your employees. Research has shown that when employees feel appreciated, they are more productive. Similarly, teams perform better when members believe their colleagues respect and appreciate them.

Unconscious biases, based on mistaken, inaccurate or incomplete information, affect our behaviour or decisions without us realizing. The first step to interrupting bias is awareness. This Catalyst blog discusses the most common types of unconscious bias (e.g. affinity bias, confirmation bias, name bias), and provides tactics to ensure they are not negatively influencing the workplace.

Could a four-day work week be the future for Canada’s workforce? Research has shown employees can be as productive in 30 hours as they are in 40, because they waste less time and are better-rested.

Want to show staff and volunteers they are appreciated? Common mistakes include expressions of gratitude that are inauthentic or sweeping generalizations; neglecting standard company procedures such as annual reviews; letting employees feel isolated from coworkers or the larger organization; and sudden or unexplained shifts in your appreciation practices.