Eric Dufour
Vice-President, Partner | FCPA | Management consulting

The start of a new year is a good time to commit to good management practices and invest in your health as an entrepreneur. Here is how.

In times of economic uncertainty, a company’s resilience and agility can be put to the test. Business leaders must be able to make quick and effective decisions, hence the importance of taking a step back in order to assess and strengthen key areas within the organization to ensure its long-term future.

What is your talent retention strategy?

Talent is the cornerstone of any company’s success. In a competitive market, attracting—and especially retaining– top talent becomes a strategic objective. Employees who are looking for stability will turn to companies that invest actively to foster employee motivation and engagement.

Adopting transparent communication practices

Adopting transparent communication, valuing individual performance and providing professional development opportunities are all effective strategies. Introducing flexible and customized career paths is also an excellent way to encourage employee loyalty.

Identifying core skills

Companies must also identify core skills that will be needed in the future and offer tailored training. Core skills include technical abilities as well as management, communication and teamwork skills.

Valuing innovativeness

Encouraging employees to continue to build their skills, experiment and learn from their mistakes helps to create an environment where innovation is valued. Mentoring programs as well as online training could also be provided.

How can you reassess your company’s governance?

During the holiday break, it would also be important to reassess corporate governance, a process that touches upon different areas.

Do a comprehensive assessment

Assessing the company’s current situation in detail will allow you to identify challenges and specific opportunities.

Review the corporate structure

This allows you to see potential weaknesses or inefficient processes that could undermine the company’s ability to position itself effectively.

Assess available skills

This will allow you to determine if your current team is equipped to meet the challenges that have been identified.

Mobilize influential members of the organization

This step is vital. Including key people in discussions ensures a better understanding of the challenges being faced and allows for a collective approach to be adopted in order to find solutions.

Do you have a succession plan?

A company’s long-term viability depends in large part on its ability to have an effective succession plan in place.

Introduce share ownership plans

Share ownership plans are an effective way to retain talent. Offering employees shares of the business helps to foster a sense of belonging and the desire to contribute to the company’s success.

Promote the company’s vision

Developing a plan that showcases the company’s vision and values helps to ensure that the company and its employees share the same objectives. This plan also fosters commitment and an employee’s desire to remain with the company for the long term.

All this not only helps to ensure a smooth transition when there is a change in leadership, but also allows investors and stakeholders to be more confident that the company is in a stable position.

As an entrepreneur, are you taking care of your own mental health?

Employees’ mental health is important. However, entrepreneurs need to take care of their mental health as well. There are many stress factors that can weigh on the minds of business leaders. Such factors could include economic instability, the technology gap, repayment of pandemic loans, regulatory changes, supply chain management, environmental and social responsibility, and the list goes on.
Developing resilience strategies

Resilience strategies must be developed in order to assist entrepreneurs. This involves creating support networks that can help entrepreneurs manage their stress more effectively.

Finding a work/life balance

Business leaders must also be encouraged to find a good work/life balance. It is important to encourage work habits that allow people to take time for themselves and their loved ones without neglecting their professional duties.

Managing in times of uncertainty requires business leaders to be attentive to many areas of the business. Managing talent, taking care of their own mental health and ensuring proper succession planning all help to lay the groundwork for a successful and resilient company.

09 Jan 2024  |  Written by :

Éric Dufour is a management consulting expert at Raymond Chabot Grant Thornton.

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As at December 31, 2023, there were thirteen countries around the world whose economies were considered hyperinflationary. Entities whose functional currency is the currency of one of these countries and that have December 31, 2023 reporting requirements have to reflect the requirements of IAS 29 Financial Reporting in Hyperinflationary Economies in their IFRS financial statements.

IFRIC decisions relating to hyperinflation

The IFRS Interpretations Committee (IFRIC) have previously considered a number of accounting issues in relation with hyperinflation. These include the following items:

  • Translating a hyperinflationary foreign operation and presenting exchange differences;
  • Accounting for cumulative exchange differences before a foreign operation becomes hyperinflationary;
  • Presenting comparative amounts when a foreign operation first becomes hyperinflationary;
  • Consolidation of a non-hyperinflationary subsidiary by a hyperinflationary parent.

We encourage careful consideration of these issues when preparing IFRS financial statements and applying IAS 29.

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The new publication Overview of IFRS S1 and IFRS S2 introduces both of the new sustainability Standards IFRS S1 General Requirements for Disclosure of Sustainability-related Financial Information and IFRS S2 Climate-related Disclosure.

It explains the key things you need to know about them. It also provides a description of the four pillars of the Task Force on Climate-related Financial Disclosures (TCFD).

The ISSB’s aim is to establish a global baseline of sustainability-related financial disclosures, which creates a common language for disclosing sustainability risks and opportunities in order to achieve global comparability. The Standards become effective for annual reporting periods beginning on or after January 1, 2024. Together, they mark the start of a new era of requiring reporting entities to make sustainability-related disclosures.

Latest international development

The IFRS Foundation has recently launched the IFRS Sustainability knowledge hub to support the use of the sustainability Standards. The hub has been designed to help companies preparing their sustainability disclosures, but it will also be useful repository for investors, regulators and other stakeholders. Resources on the hub currently include an introduction to the Standards, a guide for transitioning from a previous sustainability framework, such as the TCFD, to the Standards as well as a set of Frequently Asked Questions (FAQs).

The publication Overview of IFRS S1 and IFRS S2 in include in this Sustainability Adviser Alert.

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Canada Proposes Global Minimum Tax Act: A Comprehensive Overview of the Draft Legislation and Potential Implications.

On August 4, 2023, the Canadian Department of Finance released draft legislation for the Global Minimum Tax Act (GMTA) which will introduce a global minimum tax (GMT) in Canada.

The GMTA includes two domestic fiscal measures of the OECD/G20 Inclusive Framework’s Pillar 2:

  • a 15% domestic minimum top-up tax on the income of Canadian-located entities and permanent establishments of multinational enterprise (MNE) groups—which should be a qualified domestic minimum top-up tax (QDMTT); and
  • a 15% top-up tax, under an income inclusion rule (IIR), on the income of foreign-located entities and permanent establishments of MNE groups with Canadian ultimate or intermediate parent entities—a tax that is intended to be a qualified IIR.

The GMTA intends to implement an undertaxed profits rule (UTPR), which is the third domestic fiscal measure of Pillar 2, in the future.

Consistent with the Pillar 2 framework, the proposed Canadian GMT will apply to members of MNE groups that have annual consolidated revenues of €750 million or more, with a business presence in Canada and at least one foreign jurisdiction. The tax is proposed to apply to fiscal years of MNE groups on or after December 31, 2023 (with the UTPR expected to become effective one year later).

At the time of writing, the Canadian GMT is not considered substantially enacted for accounting purposes.

The GMTA will be a stand-alone statute rather than as an additional “part” of the Canadian Income Tax Act. Subsection 3(1) of the GMTA prescribes that certain portions of the legislation (including the parts implementing the IIR and UTPR, but not the part implementing the QDMTT) are to be interpreted consistently with the OECD GloBE model rules, commentary, and administrative guidance (“GloBE sources”), as they may be amended from time to time, unless the context otherwise requires. A separate interpretive rule in paragraph 48(b), applicable to the QDMTT, refers only to the GloBE commentary. This is a novel approach (although it has been used in Canada’s Common Reporting Standard legislation – Part XIX as well as the recently proposed anti-hybrid proposals).

Canadian tax advisors have noted that there could be constitutional issues with this approach; most notably that it may conflict with the exclusive power of the Canadian Parliament to raise “money by any mode or system of taxation”. Additionally, the use of dynamic interpretation will mean that future changes to the GloBE will automatically apply.
The GMTA follows the GloBE sources but its drafting deviates from these sources. Rather than simply adopting the GloBE model rules into Canadian law by reference, the legislation redrafts the rules in a manner that is consistent with Canadian domestic drafting of tax legislation.

Canada and its provinces offer generous tax credits for certain activities notably for R&D and certain other related activities in the film, clean energy, and hi-tech sectors. Typically, these tax credits are not refundable. Hence, they are not qualified credits. We understand that the federal and provincial taxation authorities are considering whether the credits should become refundable.

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