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.
What are the most important things to consider when building an effective team? Experience? Communication skills? Resilience? The ability to play well with others? All important.
But there’s another potentially make-or-break measure that could have just as much impact on the success of your team – size.
The unprecedented challenges of the pandemic have tested many NFP employees to their limits. So why have some been able to bounce back and carry on while others have struggled?
The answer may be resilience – a characteristic that gives teams the capacity to survive and even thrive in the face of adversity.
And the good news is it’s not an innate trait. It can be developed.
Saying “great job!” is one of the simplest but most valuable things any leader can say.
What you choose to celebrate tells your team what is important to your organisation and helps them focus their energy on more impactful work.
Here’s how to better celebrate success in your NFP workplace to build a stronger, more motivated team.
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.