Going above and beyond is often part of the culture in many NFPs. Employees answer messages out of hours because a client is in crisis, stay back because an event needs to run, or volunteer extra hours because they believe deeply in the mission.
But when passion quietly becomes an expectation of being constantly “on”, even the most committed employees can reach their limit. Burnout, resentment and staff turnover can follow – particularly in organisations already stretched by limited resources.
Every workplace will, at some point, be affected by grief. An employee loses a parent, grandparent, pet or friend. They take compassionate leave and, before long, they’re back at work.
But while workplace policies can determine when someone’s leave is over, they can’t determine how long their grief lasts, or how it affects their work.
Given how prevalent grief is in our lives, the support we receive in the workplace after a loss can make a real difference to how we process it. We spoke to Dr Kelly Gough, president of the Australian Psychological Society, about the different ways grief can affect employees, and what managers can do to help them feel seen and supported.
Right now, a dedicated case worker who’s spent years supporting vulnerable people is quietly updating their résumé – not because they’ve lost their passion, but because rising living costs are making it harder to make ends meet.
It’s a familiar story across the NFP sector, where 1.6 million employees are feeling the squeeze of rising living costs, and many organisations are unable to ease the pressure through pay rises alone.
But pay isn’t the only lever employers have to financially support employees. So, what does good financial wellbeing support look like when employers can’t provide a salary increase? We spoke to Helena Jakupovic, General Manager of the WA-based Financial Wellbeing Collective to find out.
Chances are that at least one in four of your colleagues is experiencing burnout. That’s according to the latest workplace wellbeing survey by leading research NFP, SuperFriend. Now in its 11th year, the Indicators of a Thriving Workplace study is the largest of its kind in Australia and provides one of our most comprehensive snapshots of workplace mental health.
So, what are Australia’s biggest workplace wellbeing challenges – and what can NFP organisations do to help employees thrive? We take a closer look at the report’s key findings.
35.7 weeks. That’s the average length of time an employee will miss while recovering from a work-related psychological injury – nearly five times longer than for any other type of workplace injury.
To help address this challenge, a new toolkit has just been released with tools designed to help employers better support staff recovering from psychological injury. Take a look.
Your organisation might already have a great mental health policy in place, but it’s probably a “one-size-fits-all” document. Have you ever considered implementing an action plan tailored to each employee’s individual wellbeing needs?
UK mental health charity Mind has created a tool to achieve just that.
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.
Multiple sexual assault and sexual harassment complaints from workers and staffers at Parliament House in Canberra this year have been a cautionary tale for many organisations on how not to handle a serious workplace incident.
Here are 14 best-practice recommendations drawn from the Foster report that can help to improve your organisation’s response should a serious work place incident occur in your workplace.
Bullying is often called the “cancer” of the workplace. But unlike cancer, bullying is not a disease. Rather, it’s a symptom of poor organisational functioning.
So what can be done about it?
Encouraging your employees to cycle to work has huge benefits to both employees and organisations. In fact, as well as increasing employee mental and physical health and wellbeing, workplaces that support bike-riding employees can reduce absenteeism by up to 80%! Despite this, two thirds of Australians still rely on cars to travel to work every day. With Ride2Work […]