You probably know that making a small change to a job title when you advertise a job can make a huge difference to the type and volume of applicants that you get.
But that’s just one of many reasons why making sure that every role in your organisation has the right job title is a key part of attracting the right people and aligning them with your organisation’s mission and goals.
This post looks at four things you should always consider whenever you’re deciding on a job title.
Numerous academic studies have shown that creating a good foundation in the first weeks and months of a new employee’s job is a powerful element in retaining your people for the long term.
So whatever the state of your organisation’s current onboarding processes, if you’d like to step it up, here are 5 ideas to get your onboarding right.
Workplaces have come a long way from a time when safety was equated with physical safety. Occupational health and safety is no longer simply about hardhats and steel-toed work boots — it’s also about psychological safety. A psychologically safe workplace is one where it’s OK to make mistakes, it’s OK to not be OK, and it’s OK to speak up and disagree with superiors or other members of your team. Psychological safety is everyone’s responsibility, but hinges on leadership valuing and facilitating it.
Leaders overlook internal promotions at their peril. In a Pew Research survey, 63% of respondents who left jobs in 2021 cited a lack of advancement opportunities as a reason. And a 2022 study by consulting company McKinsey noted that a lack of career development and advancement was the most common reason given for quitting a job. With that in mind, here are three ways NFPs can use career development to retain employees for longer.
You may well have missed it, but in December 2022 changes to the federal Sex Discrimination Act came into affect. The legal changes have been made to better protect workers from sexual harassment and other forms of sex discrimination, harassment, and unfair treatment in the workplace, and they impose some significant new responsibilities on every Australian employer, including every NFP organisation.
These are the seven new standards that the Commission expects all organisations to satisfy the positive duty under the Sex Discrimination Act, plus some advice on what to do next to make sure your organisation is compliant.
One recruitment tool that many NFPs have yet to embrace is an employee referral program. So we surveyed and compiled benchmark data from Australian NFP organisations of all sizes, showing how they’re currently using employee referral programs.
This post has the full low-down, including some tips on how to get started if you’re part of the 63% of NFP organisations without one.
Hybrid work has many advantages, but also challenges when it comes to maintaining connections required for trust and high performance. How do you foster engagement and motivation, while honouring your employees’ work life goals and time away from work duties? Here are seven habits managers can use to help navigate the challenges that employees face while taking time off from hybrid and remote work.
Once you’ve hired great people, keeping them engaged isn’t always easy. But employee engagement is really worth focusing on. Here are the key steps for planning and running an effective engagement survey at your NFP.
Getting a promotion that involves managing people for the first time is a milestone in anyone’s career, but it can be daunting when you’ve never done the role before. Here are some tips on how you can succeed.
Discrimination is a complex phenomenon, involving a mix of big and small, intentional and unthinking, acts. Sexism or racism can be a large “not welcome” sign, but it can also be a series of micro-aggressions that leave women or racial minorities feeling marginalised, stigmatised or emotionally exhausted from repeated attempts to claim their rightful place on the team or at the table.
In the guest post, Professor Rosalind Dixon from the Gilbert + Tobin Centre of Public Law offers some valuable advice for managers to help employees thrive, rather than just survive, at work.