The Councils of Social Service (COSS) Network is partnering with Professor David Gilchrist (University of Western Australia) for a focused, free webinar on the applicability and accounting for JobKeeper payments. This webinar will cover the key elements and considerations for applying for JobKeeper Payments for staff at not-for-profits (NFPs) and charities.
The coronavirus pandemic has certainly created significant challenges for all NFPs. In the midst of these challenges, HR teams can play a key role in helping to steady the ship, maintain employee performance and morale, and ultimately support your organisation to navigate the new environments.
So how can you ensure you’re supporting your organisation and colleagues during these challenging times? Here are four tips to help you maximise the impact of your HR practices and adapt to the fast-changing environment.
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.
Want to hear from some of Australia’s most successful NFP organisations on how they attract, train and retain the best staff and volunteers? Then you can’t afford to miss the 2020 Not-For-Profit People Conference! But if you need help convincing your manager before you can join us and hundreds of other NFP professionals on 24 […]
The Not-For-Profit People Conference is back on, on 24-25 February, and we’re excited to announce that we have 15 scholarship tickets to give away to small, Australia-based not-for-profit organisations to attend, free of charge!
What do you tell unsuccessful job applicants? If you’re like most organisations, the answer is probably: nothing. You might not even be emailing them to let them know they’re unsuccessful.
But consider that many of the candidates that you’re rejecting could be potential candidates for similar roles in the future! Communicating well with candidates through every step of the recruitment process will not only help your organisation’s “employer brand”, it can lead to higher quality applicants in the long term.
Here are five things to consider to make giving unsuccessful candidates feedback an easy and valuable process.
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?
Every NFP wants their staff and volunteers to be happy.
Not just because research shows that happy staff are around 12 percent more productive (and those who are unhappy are 10 percent less productive) but because we care about the people we work with and want the best for them.
We can’t create a better world by making people unhappy.
So what’s the best way to tell if your staff are happy? And what should you do if they’re not?