Australian workplaces are facing the most significant demographic shift in modern human history. In 1990, just 15.9 percent of the Australian population was aged over 55. Today, that figure sits at one in four – which looks set to increase even further to around one in three within the next decade. But are we ready?
Did you know median staff turnover for NFPs in Victoria is as low as 16 percent per year? That means half of all NFPs record turnover of 15 percent or less. How does your organisation measure up?
Saying goodbye to great staff is never easy. And when the person leaving has ‘deep smarts’ – that is, mission-critical, experienced-based knowledge – it can be a particularly difficult blow.
With the holiday season now fading to a distant memory, your organisation is likely well into the swing of work for 2016.
But it’s easy to slip straight back into the way you were doing things last year, and probably the years before, too.
In our last post, we revealed why an Employee Value Proposition, or EVP, should be a vital component in shaping your organisation’s HR policies.
In case you missed it, an EVP is the unique characteristics and benefits your organisation provides to staff in exchange for their skills, time and expertise.
It’s fair to say that most people working in the NFP sector aren’t primarily motivated by money. So what do staff get out of working at your organisation? Enter the Employee Value Proposition, or EVP – recognised as an effective way to answer this question.
Having a difficult conversation in the workplace can be, well, difficult. Giving criticism is hard – and so is receiving it. As a result, the conversations that need to be had the most often go unspoken, leaving problems and grievances unaddressed and ultimately causing issues like reduced productivity and low morale.
If your people are the heart of your NFP, your culture is the blood – invisible from the outside, but the primary mode of nourishment and growth. But if that culture is poor, it can filter down through an entire organisation and cause problems like high staff turnover and reduced productivity.
What does your NFP’s usual recruitment process look like? Is it a haphazard, unruly beast, or a well-oiled machine? If your organisation either doesn’t recruit regularly, or if your HR person or team doesn’t give you much help, then you probably need to take a good, hard look at the process you use for recruiting new staff – from start to finish. Here’s how to put together a winning recruitment process for your organisation.
Organisations sidestepping traditional performance review systems aren’t canning the idea of reviewing performance altogether. They recognise the need to continue to improve staff performance in some way – just one that is more effective. Here are four key tips for ditching your current performance review process.