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.
Hiring a new employee takes a lot of time and effort, which makes it all the more frustrating if a new hire resigns – around one in eight Australian employees resign during their probation period – or needs to be dismissed in their first few months in the role.
For smaller NFPs in particular, early turnover can unsettle team dynamics and add pressure to already stretched staff – impacts that are often avoidable with a structured probation process.
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.
You probably know that making a small change to a job title when you advertise a job can make a huge difference to the type and volume of applicants that you get.
But that’s just one of many reasons why making sure that every role in your organisation has the right job title is a key part of attracting the right people and aligning them with your organisation’s mission and goals.
This post looks at four things you should always consider whenever you’re deciding on a job title.
Numerous academic studies have shown that creating a good foundation in the first weeks and months of a new employee’s job is a powerful element in retaining your people for the long term.
So whatever the state of your organisation’s current onboarding processes, if you’d like to step it up, here are 5 ideas to get your onboarding right.
Workplaces have come a long way from a time when safety was equated with physical safety. Occupational health and safety is no longer simply about hardhats and steel-toed work boots — it’s also about psychological safety. A psychologically safe workplace is one where it’s OK to make mistakes, it’s OK to not be OK, and it’s OK to speak up and disagree with superiors or other members of your team. Psychological safety is everyone’s responsibility, but hinges on leadership valuing and facilitating it.
Hybrid work has many advantages, but also challenges when it comes to maintaining connections required for trust and high performance. How do you foster engagement and motivation, while honouring your employees’ work life goals and time away from work duties? Here are seven habits managers can use to help navigate the challenges that employees face while taking time off from hybrid and remote work.
Getting a promotion that involves managing people for the first time is a milestone in anyone’s career, but it can be daunting when you’ve never done the role before. Here are some tips on how you can succeed.
Discrimination is a complex phenomenon, involving a mix of big and small, intentional and unthinking, acts. Sexism or racism can be a large “not welcome” sign, but it can also be a series of micro-aggressions that leave women or racial minorities feeling marginalised, stigmatised or emotionally exhausted from repeated attempts to claim their rightful place on the team or at the table.
In the guest post, Professor Rosalind Dixon from the Gilbert + Tobin Centre of Public Law offers some valuable advice for managers to help employees thrive, rather than just survive, at work.
Finding the secret to building high performing teams is every NFP manager’s dream but it’s a tricky business.
While there’s no perfect formula for the composition of a great team, the highest performing teams do have one key ingredient in common – psychological safety.