As a manager, you play a critical role in creating a mentally healthy workplace. This is through the people you directly supervise, and as a leader influencing others within your business. Your staff, in particular, will look to you for leadership, guidance and support. Whether or not your workplace currently sees mental health as a priority, there are many things you can do as a manager to contribute.
Her coolness under pressure, self-discipline and the decisiveness of her government’s response to the COVID-19 pandemic has led some to call Ardern the most effective national leader in the world.
But the key ingredient to her popularity and effectiveness is her authenticity.
On 1 August 2018, the Fair Work Commission’s ruling that anyone working under a modern award is entitled to five days’ unpaid leave if they are affected by domestic violence came into effect – a welcome development.
While this legislation is certainly a step in the right direction, does it go far enough? And how does this ruling affect your NFP?
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.
Every NFP wants their staff and volunteers to be happy.
Not just because research shows that happy staff are around 12 percent more productive (and those who are unhappy are 10 percent less productive) but because we care about the people we work with and want the best for them.
We can’t create a better world by making people unhappy.
So what’s the best way to tell if your staff are happy? And what should you do if they’re not?
The introduction of the National Disability Insurance Scheme (NDIS) has been a catalyst for high levels of change in Australia’s NFP workforce.
With greater empowerment and choice for NDIS participants has come greater demands on service providers and their staff.
In turn, old workplace structures, processes and practices have sometimes struggled to keep up with new demands for flexibility, responsiveness and client-centred approaches.
One innovative solution lies in equipping staff with the autonomy to make their own decisions.
What can organisations do to ensure their casual workforce is engaged and willing to stay with your organisation longer?
Have funding cuts and uncertainty left your organisation considering restructuring and/or redundancies? People are at the heart of all NFP organisations, so when the going gets tough ensuring people are treated with dignity and respect is of utmost importance. A new guide created specifically for not-for-profit leaders aims to help NFP leaders to manage staff […]
Michelle McQuaid is a best-selling author and workplace wellbeing teacher and coach, with more than a decade of senior leadership experience in large organisations around the world. We spoke to Michelle to find out more about the importance of building resilience and wellbeing in staff and teams, and why happiness shouldn’t be the holy grail at work.