The coronavirus pandemic has led to many organisations working from home. While this will save lives by limiting the transmission of COVID-19, it also poses significant challenges for employees’ wellbeing.
Here are four research-backed ways that NFPs can promote employees’ health and wellbeing during this crisis.
The coronavirus pandemic has created uncertainty and instability that has the potential to exacerbate existing anxiety and depression, and contribute to the onset of new mental health problems.
Given this environment, understanding how to support people experiencing mental health issues is a pivotal part of guiding your team through these challenging times.
The Head of Operations People and Culture at the Black Dog Institute, Marian Spencer shares her tips for how you can spot the signs that a staff member might be going through mental health challenges, and what you can do to support them through it.
The COVID-19 pandemic has created challenges for employers, HR teams, managers, staff and volunteers across the NFP sector.
As we seek to support our community navigate these tough times, we’ve compiled a list of resources to help NFPs continue to attract, manage and retain your staff and volunteers at a time of incredible upheaval and challenges.
In Australia, more than 9 million people commute to work every weekday.
New research from the University of Melbourne shows that the distance they travel and how they get there – car, public transport, cycling or walking – can significantly influence their well-being and performance at work.
So what can your organisation do to make active commuting easier for your staff and volunteers?
Burnout is a common problem in Australian workplaces – and in the NFP sector in particular.
Among the “most at-risk occupations” for mental heath claims, community sector workers – “social and welfare professionals” and “health and welfare support workers” – occupy two of the top five positions.
So do your organisation’s leaders recognise the role that your own processes might be playing in creating a high-stress environment?
The new year is always a great time to start afresh, reevaluate the way you do things and set yourself up for success at work. That’s especially true when you work in the NFP sector, where (given the seriousness of what can go wrong) process and paperwork can be a particular burden.
But by February, a whopping 80 percent of resolutions will have failed. So what are you likely doing wrong – and, more importantly, how can you actually achieve your work goals this year?
The Not-For-Profit People Conference is done for another year. And what a couple of days it was! The atmosphere was electric; the speakers inspiring; and the delegates’ enthusiasm was contagious.
It’s difficult to hand-pick the key takeaways from the conference – there were so many with 36 speakers and 23 sessions – so here are our top five based on the top issues facing people managers in NFPs today.
Building resilience – the process of adapting well in the face of adversity, trauma, or stress – can help people continue to perform at work, even in challenging times.
Stress. It’s normal. Every one will feel it at some point, and individuals have their own stress triggers.
At the same time, workplaces have a duty of care to ensure they offer their staff a physically and mentally safe and healthy space in which to work in.
So what could you be doing to ensure that there’s a little less stress in the day for your team, and for yourself?
Employees at a New Zealand company behind an innovative trial of a four-day working week have declared it a resounding success, with 78% saying they were better able to manage their work-life balance.
An analysis shows that the employees working four-day weeks felt better about their job, were more engaged, and generally reported greater work-life balance and less stress – all while maintaining the same level of productivity.