Smartphone use is a relatively new office challenge, emerging with the rise of social media and the smartphones which make Facebook, Twitter, Instagram and the rest accessible at any time, and in an instant.
But this instant access is changing the way our brains work, training us to constantly demand and expect updates from the external world, and potentially creating a constant distraction from the present moment.
That’s why this new research is worrying.
Want more insights into your staff and volunteers, and how they compare to others in the NFP sector? The Australian Not-for-Profit Workforce Study wants to help!
The largest ever survey on and for NFP organisations, employees and volunteers, the Workforce Study is aiming to identify what matters most for making Not-for-Profit work healthier, more meaningful, and more productive.
Here’s how to get involved . . .
Who’s involved in setting your organisation’s strategy?
Traditionally, HR wasn’t a part of the strategic planning process in most organisations. People considerations were more of an afterthought or a response to the strategy that was already set by senior management.
But in the rapidly changing Australian NFP sector, can organisations afford to leave HR expertise and perspective out of their strategic planning processes?
When it comes to shaping the future of the not-for-profit sector, young people are in a unique position.
Millennials – which covers everyone aged from about 17 to 37 – are empowered by new and emerging technologies, and are driven by a strong sense of social justice.
And that’s a good thing, since they’re the ones who will eventually be running the NFP sector – alongside the rest of our society’s institutions.
So how does your organisation do at recruiting, training and retaining young people as staff and volunteers?
Every organisation has them. And a bad one can cause serious problems for a team – while a good one can be be a god-send. So what do you look for when you’re recruiting an admin person for your team?
That’s what we asked our NFP People community last month. And we were pleased to receive some fantastic responses from recruitment pros in a range of organisations.
So here are the top five tips on how to hire admin staff for your organisation, thanks to the NFP People community.
You’ve probably noticed that the world of work is changing fast – probably faster than ever before.
Driven by technological changes, generational shifts and increasing demands for flexibility from both employers and employees, we’re rapidly leaving behind the traditional idea of the workforce to make way for new ways of working.
So how should Australian NFPs approach the changing landscape of work?
Why do some teams succeed and ‘flow’ while for others, every day seems like a struggle?
Tthe success or failure of teams often comes down to communication. Not just good communication, but great communication.
But what does great communication look like?
A key part of any manager’s job is to know how to approach staff who are struggling to do their job to the required standards or expectations.
But with increasing recognition of mental illness in the workplace, before you begin a performance management process with a staff member, it’s important to ask: could this be a mental health problem, rather than a pure performance problem?
And how do you tell the difference?
There are thousands of reasons to invest time and energy in fostering greater wellbeing in your workplace. And whatever role you play in your NFP, there are many things you can do to encourage greater wellbeing amongst staff and volunteers. Here are six, totally cost-free ideas to get you started.
Giving feedback is unquestionably one of the most challenging tasks for any leader, as it can be painful to both the giver and receiver. It is nonetheless invaluable: Research has shown that employees recognize the importance of feedback – whether positive or negative – to their career development.
Despite the research showing that many people welcome it, provided it’s given well, most leaders are reluctant and uncomfortable providing negative feedback. So how can managers become better at providing their employees with negative feedback that successfully highlights problems and how to resolve them?