While the ‘war for talent’ is a terrible metaphor, in a time of record-low unemployment almost every NFP organisation is looking hard for ways to make themselves more attractive to the best candidates.
And with more than 10 percent of Australians identifying as LGBTIQ, a June 2023 survey of 5,474 people who identify as LGBTIQ across Australia and 12 other countries found that one-third were looking to move to a more LGBTIQ-inclusive employer.
One tool that can help you to attract more LGBTIQ candidates and volunteers to your organisation – and better retain your existing LGBTIQ employees and volunteers too – is the ‘Rainbow Tick’.
Most NFP board members know that their most important responsibility is to make sure their not-for-profit’s leader has the support and tools they need to make the organisation thrive. Despite this, almost half of all surveyed NFP CEOs saying that they didn’t get a proper onboarding when they started their jobs.
But given that NFP boards are made up of volunteers it’s understandable that many organisations struggle in this area. So here are five recommendations to give a new leader the best start at possible at your NFP.
Fundamentally, an inclusive climate is a diverse environment within an organisation that values the contribution of all employees. It is a workplace climate where people with different beliefs, perceptions and observable characteristics are able to work effectively with others, feel valued, and have strong feelings of belonging within that organisational context.
This begs the question: How does an organisation create an inclusive workplace?
They say feedback is the breakfast of champions. But getting and actioning useful feedback from employees or volunteers isn’t always easy. One way to do this is the often over-looked, sometimes criticised, exit interview.
So if your organisation has been neglecting to do exit interviews – or if you’d just like to improve the way you do them – here are six steps to help do them well.
When meetings are run well, they not only foster better decisions but also leave attendees feeling energised and motivated to carry the momentum forward independently. Here are some valuable tips on how to shift your thinking around meetings and time management to make the most out of your organisation’s productivity.
Last month cybercriminals stole “highly sensitive documents like police checks, child support documents, pay negotiations, HR incidents, immigration sponsorship details, COVID vaccination credentials, tax file numbers, passports and licences” from employees of Pareto Phone, a supplier to many of Australia’s largest and most well-known NFPs.
With data breaches and cyberattacks on the rise, are you one of those employers who also doesn’t have appropriate systems to protect your employee information?
If so, we’re glad to be able to outline the key things that you should be doing today to protect your employee and volunteer data from cyber threats.
You probably know that making a small change to a job title when you advertise a job can make a huge difference to the type and volume of applicants that you get.
But that’s just one of many reasons why making sure that every role in your organisation has the right job title is a key part of attracting the right people and aligning them with your organisation’s mission and goals.
This post looks at four things you should always consider whenever you’re deciding on a job title.
Numerous academic studies have shown that creating a good foundation in the first weeks and months of a new employee’s job is a powerful element in retaining your people for the long term.
So whatever the state of your organisation’s current onboarding processes, if you’d like to step it up, here are 5 ideas to get your onboarding right.
Workplaces have come a long way from a time when safety was equated with physical safety. Occupational health and safety is no longer simply about hardhats and steel-toed work boots — it’s also about psychological safety. A psychologically safe workplace is one where it’s OK to make mistakes, it’s OK to not be OK, and it’s OK to speak up and disagree with superiors or other members of your team. Psychological safety is everyone’s responsibility, but hinges on leadership valuing and facilitating it.
Leaders overlook internal promotions at their peril. In a Pew Research survey, 63% of respondents who left jobs in 2021 cited a lack of advancement opportunities as a reason. And a 2022 McKinsey study noted that a lack of career development and advancement was the most common reason given for quitting a job. With that in mind, here are three ways NFPs can use career development to retain employees for longer.