Alongside skills, experience and ‘fit’ with your organisation’s culture, do you consider ‘mindset’ when you recruit new staff and volunteers?
When you hire people with a growth mindset, you are setting your organisation up to succeed further into the future.
Here are six growth mindset-focused interview questions that you can try in your next interview.
Stanford psychology professor Carol Dweck has spent her life studying human motivation. She’s undertaken decades of painstaking research to understand why people succeed (or don’t) and what’s within our control when it comes to success and failure.
Typically skills and experience are high on the list of priorities during a recruitment process. But Dweck’s theory suggests that mindset may be an even more powerful determinant of both professional effectiveness and leadership potential.
Sexual harassment is a risk in almost every workplace. It can cause significant physical and psychological harm to victims – and also to people who witness it.
So what can you do to ensure your organisation is creating a safe, affirming and positive environment for all staff?
When your people are well, your organisation stands to benefit from higher productivity and higher staff retention.
Having a policy in your workplace – to frame staff actions on mental health and provide clarity for helping employees and managers speak openly and find solutions – can help set the foundations for supporting the mental health of employees and strengthening your organisation.
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.
For NFPs that mostly aren’t developing software, Agile still has a lot to share.
Perhaps the most widely relevant and useful practice to come out of Agile – and one of the easiest to implement – is the “retrospective”.
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.
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.
Every organisation has expectations of how their staff should behave at work. But without writing down those expectations, it’s easy for misunderstandings or differing expectations to form among your staff and volunteers.
To help avoid this, more NFPs are turning to a written employee code of conduct to provide clear expectations about what how staff should or shouldn’t behave at work.
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?