Latest from the NFP People Blog

March 18, 2026 Leadership, Productivity

Work Smarter with AI: How NFP leaders can embed responsible AI use

Work Smarter with AI

Artificial intelligence (AI) is increasingly being adopted across not-for-profit workplaces, but alongside the productivity gains from this new technology comes a growing concern: what is the cognitive cost for the people using it?

Research shows that relying heavily on AI can degrade critical thinking and intellectual independence – precisely the skills NFPs need to solve complex problems. 

So how can NFP leaders protect teams’ cognitive skills while still benefiting from the productivity gains AI can offer?

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March 11, 2026 Human Resources, Legal Issues, Remuneration

Could you be underpaying your employees? Here’s how to know and what to do

Could your NFP be underpaying employees?

As an NFP leader, how confident are you that the people delivering your organisation’s mission are being paid what they’re entitled to? Underpayment is broad problem that affects hundreds of employers and around 250,000 underpaid Australian workers each year. Recognising the early warning signs and taking corrective action can help protect both staff and organisational integrity. Here’s where to start.

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March 4, 2026 Health & Wellbeing, Managing People Well

Lonely employees are twice as likely to quit. Here’s what you can do to address this risk for your NFP

What you can do to address loneliness at work

Workplaces are one of the few environments that we can intentionally design for connection. When NFP leaders recognise loneliness as both a human and organisational issue, they unlock the opportunity to build cultures where people don’t just work together – they also feel seen, supported and part of something larger than themselves. Here’s how to do that in your team or organisation.

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February 26, 2026 Recruitment

10 things you need to know before you engage a recruitment agency

10 things you need to know before you engage a recruitment agency

For NFPs, the decision to use a recruiter can be a difficult one. While they can open doors and save time, they are very expensive – up to 20 percent of the first year’s salary for the role you’re recruiting. So if you decide to go down that path, you need to ensure you’re doing it for the right reasons, and you’re going into it with your eyes wide open.

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February 18, 2026 Human Resources, Managing People Well, Onboarding, Productivity

Making probation matter: a guide for NFP employers

Making Probation Matter

Hiring a new employee takes a lot of time and effort, which makes it all the more frustrating if a new hire resigns – around one in eight Australian employees resign during their probation period – or needs to be dismissed in their first few months in the role.

For smaller NFPs in particular, early turnover can unsettle team dynamics and add pressure to already stretched staff – impacts that are often avoidable with a structured probation process.

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February 10, 2026 Human Resources, Organisational Strategy

Four trends that will shape NFP workplaces in 2026

With 2026 underway, we’re kicking things off with a look at what the year ahead might hold for the NFP sector workforce. And yes, as you might expect, AI will continue to have an impact on the sector this year.

But it’s far from the only thing NFP leaders should be on the lookout for this year. Here are our four predictions for the workforce trends the NFP sector will see this year.

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March 13, 2024 Diversity, Equity and Inclusion, Recruitment

Why clear job descriptions matter for gender equity – and how to write them

There it is, gleaming at the top of your screen: your dream job, a high-level, well-paying position in your field. Are you qualified enough? Should you apply?

New research shows that talented women are more likely to shy away from applying for job opportunities, particularly more advanced, higher-paying positions, because they’re concerned they aren’t qualified enough, whereas men don’t seem to worry about their skills matching the specific job requirements as much,

Here are three key things that NFP organisations can do to draw more, talented women to apply.

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