Human Resources

Here’s how to retain your employees during the ‘Great Resignation’

One way organisations can avoid today’s so-called “Great Resignation” is to invest in building brands that are as compelling internally as they are externally. When leaders partner with marketing and human resources to explicitly align individual roles with an organisation’s inspiring brand purpose, organisations can transform an exodus of employees into an influx of talent.

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Leave policies that could make your NFP stand out from the crowd

Attracting and keeping top talent can be a challenge for not-for-profit organisations that can’t pay “the big bucks”. But often money isn’t the main benefit people are looking for. 

Savvy NFPs can differentiate themselves and stand out as an employer of choice with better, more progressive leave policies that can help to support your team members at the challenging or important times in their lives.

Here are 12 different types of leave your organisation could consider offering.

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Is quitting contagious? Depends on who else leaves and who’s in charge

Quitting is one of life’s big decisions. It takes an emotional and financial toll on the employee, their families and their co-workers. People want power over these types of big life decisions, aiming to have self-control over their circumstances and decisions.

But what happens when our colleagues quit? Are we more or less likely to quit? Essentially, is quitting contagious?

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What is a “growth mindset” and why is it so important for your staff?

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.

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How to write an effective mental health policy for your NFP

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.

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A simple, powerful tool to embed continuous learning in your NFP

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”.

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The top perks that potential employees really want from your NFP

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.

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