Employees who trust their organisation are more loyal, engaged, committed, and will advocate for their workplace – so how can leaders build an organisation-wide culture of trust?
If you’d like to build greater trust in your NFP’s workplace, here are 5 key ways trust can be built and improved.
Have you noticed a workmate behaving differently? Do they not seem their usual self?
Many people will be hesitant to start a conversation but this may be pivotal in them getting the help and support that they need to get and stay well.
Here are some tips for having that conversation.
Agile is a framework for working that’s transformed and revolutionised technology development over the last couple of decades.
At the heart of Agile are ideas about experimenting, learning quickly from successes and failures, gathering feedback and iterating.
Perhaps the most widely relevant and useful practice to come out of Agile – and one of the easiest to implement – is the “retrospective”.
Employee voice — speaking up with ideas, concerns, opinions or information — is vital for organisational performance and innovation. Yet studies consistently show that employees are reluctant to speak up, and are even hardwired to remain silent, with 50 per cent of employees keeping quiet at work.
Why is this the case, and how can we help people voice their opinions at work more effectively?
Good leadership is crucial for NFPs to succeed.
That’s why four major Australian foundations have announced a collaboration to create a 10-month, national capacity-building and leadership program for CEOs in Australian not-for-profit (NFP) organisations.
The Social Impact Leadership Australia program (SILA) is an evidence-based program specifically developed to meet the needs of Australian CEOs and build the capacity of their organisations directly and indirectly.
Did you know that people are less likely to express gratitude at work than anywhere else?
While it can sometimes be hard to see the value of a pat on the back – particularly in response to work someone is paid to do – the truth is that staff not shown gratitude are often less satisfied, less engaged and more likely to move on.
This Valentine’s Day, here’s some practical tips for how you can show your staff some love – not just today, but all year round.
Ping pong tables? Foosball? A beer fridge? Roving masseurs? These are some of the benefits that Silicon Valley-type startups spruik as exciting perks to attract employees.
But while trendy start-ups may have cornered the market on providing funky offices equipped with personal pastry chefs, are these perks really what your ideal candidates actually want in an NFP workplace?
Here are the top five perks that for-purpose jobseekers actually want from a new workplace.
It turns out that the first step towards hiring better staff and volunteers in 2021 might actually be learning how to reject those who don’t fit the role.
When you put people first, people are more likely to put you first. And isn’t that the kind of talent you ultimately want to hire?
So how could we reject better?
The COVID-19 pandemic will hopefully go down in history as a once-in-100-year event for the human race. And standing at the forefront of some of the most significant impacts affecting NFP workplaces have been HR managers and teams.
But 2021 brings with it a suite of fresh challenges that will stretch the creativity, ingenuity and resilience of HR professionals like never before.
The team at Ethicaljobs.com.au has pulled together the top four HR priorities we reckon NFP organisations will need to keep top of mind for in 2021.
What experts are saying about productivity has ebbed and flowed over the last several months as everyone adjusted to the impact of remote work. What was initially reported as a strong uptick in productivity at the onset of the pandemic—be it because people were clinging to their jobs for dear life, or because they were looking for something to distract them from the newfound chaos—has since slid into a noticeable decline for employees in certain roles.