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?
When the COVID-19 pandemic struck, many people usually based in the office were forced to work from home too, putting remote workers on an equal footing with their office-working colleagues.
So, what have we learned that can make sure our remote workers don’t feel excluded in the future?
For most in the NFP sector, 2020 has brought new experiences of working remotely. That means all sorts of processes will need to be adapted for those staff who work remotely – including performance reviews.
So what does an effective performance review look like, done remotely in the middle of a pandemic?
Here are some essential elements to consider as you plan performance reviews for your staff working remotely.
The coronavirus pandemic has forced many of us to work from home, often in less than ideal circumstances.
Having tried it, many employees anticipate they will continue to work from home, and value employers who encourage it.
So if your employees decide to continue working from home after the pandemic, is it good or bad for their health in the long run?
COVID-19 social distancing restrictions have fundamentally changed the way we work, live and interact with one another. The pandemic has also transformed how HR professionals plan and conduct recruitment activities.
Whether you’ve been actively recruiting through the last few months or not, remote recruitment will continue to be an essential skill for HR and recruitment professionals into the future.
So after months of remote recuiting, what lessons have you learned to help your NFP recruit and evaluate candidates remotely for the future? Here are a few of the best we’ve collected.
Employees want more feedback. Gen Y employees in particular, want constant feedback. Managers however are often reluctant to give feedback if they fear that what starts as a rational conversation may degenerate into an emotional one. Even managers trained in coaching have admitted to being reluctant to tackle employees seen as abrasive or aggressive.
Here are some simple guidelines to help managers achieve positive outcomes from difficult conversations.
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.
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.
The COVID-19 pandemic has created challenges for employers, HR teams, managers, staff and volunteers across the NFP sector.
As we seek to support our community navigate these tough times, we’ve compiled a list of resources to help NFPs continue to attract, manage and retain your staff and volunteers at a time of incredible upheaval and challenges.
If your NFP doesn’t already use remote workers, chances are good that you will in future.
That’s because – and this will be news to no-one – the landscape of Australia’s workforce is changing. Influenced by high-speed broadband and the ubiquity of virtual tools, organisations are increasingly using remote workers to maximise flexibility for both staff and the organisation as a whole.
In fact, many roles across to the not-for-profit sector can be performed remotely, from managers to graphic designers to counsellors – and beyond.
So how does your recruitment process need to change to take remote workers into account?