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.
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.
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.
For many workers, working 100% remotely during most of 2020 has been hard. But as states and industries look towards fully reopening in a new post-Covid-19 world, new people challenges are starting to emerge.
As many as a quarter of Australian employees say they don’t want to return to their offices until they feel safer – or perhaps ever.
So how should your organisation address this potential challenge?
The leadership of your NFP probably has an outsized influence on the success or failure of the whole organisation, and the impact you’re able to have.
When the stakes are so high, moving an organisation’s executive team from average to good – or from good to great – can make a huge difference to how successful the organisation as a whole is.
Their five questions can help make the leadership team in your NFP more effective and potentially transform the impact your organisation has.
We spend, on average, about 90,000 hours at work.
Given this, most of us want work that’s more than just a source of income. We want work that’s satisfying, significant, valuable. Work, in other words, that is meaningful.
Here are three keys to making work more meaningful for staff at your NFP.
Who could have predicted that 2020 would be such a challenging year for so many people and organisations, right across the world?
Challenging times can bring out the best and the worst in organisations, but whatever the impact of the pandemic for your NFP, having an HR team – or person – that has the confidence and trust of the your staff and volunteers is critical.
So how can HR professionals stay relevant during challenging times?
Have you considered the role could your organisation could play in taking important steps forward in the national reconciliation movement?
A Reconciliation Action Plan can help your organisation turn good intentions into positive actions — helping to build higher trust, lower prejudice, and increased pride in Aboriginal and Torres Strait Islander cultures.
In Australia, more than 9 million people commute to work every weekday.
New research from the University of Melbourne shows that the distance they travel and how they get there – car, public transport, cycling or walking – can significantly influence their well-being and performance at work.
So what can your organisation do to make active commuting easier for your staff and volunteers?
Burnout is a common problem in Australian workplaces – and in the NFP sector in particular.
Among the “most at-risk occupations” for mental heath claims, community sector workers – “social and welfare professionals” and “health and welfare support workers” – occupy two of the top five positions.
So do your organisation’s leaders recognise the role that your own processes might be playing in creating a high-stress environment?