Beyond its obvious health impact, the economic impact of COVID-19 is huge. Many NFPs are unfortunately facing some of the toughest decisions in HR and recruitment — reducing work hours, standing down employees and redundancies.
These are difficult conversations to have, but there are some simple points to bear in mind that can ease the process for everyone.
For many workers, working 100% remotely during most of 2020 has been hard. But as states and industries look towards fully reopening in a new post-Covid-19 world, new people challenges are starting to emerge.
As many as a quarter of Australian employees say they don’t want to return to their offices until they feel safer – or perhaps ever.
So how should your organisation address this potential challenge?
Have you ever struggled with a problem that will not go away, despite multiple attempts to solve it?
Adaptive leadership is a practice that helps a leader to engage members of an organisation to adapt to change, and it can help tackle problems which stubbornly persist or face unexpected resistance, despite seemingly obvious solutions.
Did you know that up to 70 percent of organisational change initiatives fail?
A new guide to change management can help ensure yours isn’t one of them.
Many Australians are starting to head back to their workplaces as coronavirus restrictions are lifted.
Here are four strategies you can use to help your staff transition back to the workplace.
“Trust is built in drops and lost in buckets.”
These are the words of Didier Elzinga, CEO of Melbourne-based software firm Culture Amp, reflecting on his experience of navigating a difficult transition. Making staff layoffs can be a shock for any company, but the impact can be more profound in highly collaborative environments like the company Elzinga had built.
Here, Elzinga dispels some of the myths surrounding staff layoffs and shares his learnings on managing change, dealing with fear and more.
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.
Just this week, we’ve had floods in Victoria, NSW and Tasmania and cyclonic storms in South Australia. Natural disasters – whether floods, droughts, heatwaves or bushfires – are rarely far from the headlines in Australia. Which makes it all the more shocking that 25 percent of community organisations say they might need to close permanently after an extreme weather event, while half think they’d be out of action for at least a week.
That’s why the Australian Council of Social Service (ACOSS) suggests that community organisations are generally ill-prepared for disasters and emergencies. To help address this, ACOSS has developed a toolkit to help community organisations measure and improve their resilience in such circumstances.
Who could have predicted that 2020 would be such a challenging year for so many people and organisations, right across the world?
Challenging times can bring out the best and the worst in organisations, but whatever the impact of the pandemic for your NFP, having an HR team – or person – that has the confidence and trust of the your staff and volunteers is critical.
So how can HR professionals stay relevant during challenging times?
Have funding cuts and uncertainty left your organisation considering restructuring and/or redundancies? People are at the heart of all NFP organisations, so when the going gets tough ensuring people are treated with dignity and respect is of utmost importance. A new guide created specifically for not-for-profit leaders aims to help NFP leaders to manage staff […]