Traditionally, not-for-profit organisations have focused their energies on the needs of their clients or issues, since they’re ultimately the reason for the organisation’s very existence.
But how can you be more deliberate about the ever-important staff experience – and boost engagement and productivity in the process?
Did you know that people are less likely to express gratitude at work than anywhere else?
While it can sometimes be hard to see the value of a pat on the back – particularly in response to work someone is paid to do – the truth is that staff not shown gratitude are often less satisfied, less engaged and more likely to move on.
This Valentine’s Day, here’s some practical tips for how you can show your staff some love – not just today, but all year round.
It has long been recognised that all work and no play is likely to lead to less productive, dissatisfied workers.
Besides making working lives more enjoyable, there is strong evidence that fun in the workplace packs a powerful punch in terms of organisational benefits.
Fun in the workplace is highly subjective. So how can NFPs create a suitably pro-fun culture and environment?
Sarah Robb is the Head of HR and Staffing at Google Australia, a global organisation that needs no introduction. Since 2003, Sarah has worked across multiple countries with Google setting up offices and implementing innovative HR strategies. Her passion is supporting new mothers to navigate working life. Here she shares some practical tips for NFP […]
For many, working from home is the new normal and poses all sorts of new challenges. Anyone in a position of management has, overnight, lost many of the tangible aspects of doing their job – particularly the non-verbal aspects of communication and how we interact in space, in person.
It is essential that managers are attuned to the various personal needs of their colleagues at this time. Here are five tips to help managers put themselves in the shoes of their colleagues and take their perspective.
Office Politics: in most organisations they’re probably unavoidable. But when manoeuvring for power or influence becomes more important to staff or volunteers than your NFP’s purpose or mission, then organisational dysfunction is probably just around the corner.
When a group of people come together in a work context, the strategies and schemes they might employ to their own advantage can be difficult to stamp out. So what can you do as an NFP leader or HR professional to stop office politics taking hold?
With almost 15,000 employees, Facebook has some serious experience with office politics – and they’ve come up with five tactics that they’ve found useful in preventing politics taking hold and keeping their organisational culture healthy.
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.
Dr. Timothy Sharp is the founder & CHO (Chief Happiness Officer) of The Happiness Institute – Australia’s first and now largest organisation devoted solely to enhancing happiness for individuals, families and organisations. In the lead-up to his presentation at the 2015 Not-For-Profit People Conference, Dr. Sharp spoke with us about what happiness at work looks like, why it’s important and how you can help staff to find it.
Almost half of all Australians work through their lunch break. And more than a quarter of us – 3.8 million Australians – don’t take a lunch break at all, according to the Australia Institute. But while it might outwardly appear that your lunch-break-skipping staff are admirably committed to their work – and that’s good for your team and your organisation – the real impact is more insidious.
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.