Latest from the NFP People Blog

Three positive ways to lead your NFP through uncertain and troubling times

It’s no secret that the not-for-profit sector has faced unprecedented instability in recent years, with uncertainty fast becoming the ‘new normal’.

The drastic drop in donations caused by the GFC, constant fluctuations in government funding and sweeping sector reforms like the NDIS are just three examples of massive change – and that doesn’t even touch on the increasingly volatile political climate both in Australia and overseas.

To start developing skills to help lead teams during these uncertain times, and to prepare for change in the future, here are three important lessons for leaders at all levels of your NFP.

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Can you build a culture of candid feedback in your team? Here’s how to start

In a sector devoted to making the world a better place, creating a culture where everyone feels happy is an important priority for many NFP managers and leaders.

But could you be being too nice?

If you’re withholding feedback from your team because you’re afraid that being candid with staff would conflict with being nice, respectful and warm, the effect could in fact be that your team doesn’t perform at their best, and they miss out on opportunities to improve themselves and the organisation’s overall impact.

So if you’re keen develop a culture of candour and feedback in your team, here are seven steps you should follow.

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Is your NFP doing enough to protect whistleblowers?

NFPs aren’t doing enough to protect whistleblowers.

That’s according to the largest survey ever into the topic, examining policies and procedures around whistleblowing at over 700 organisations in Australia and New Zealand.

Protecting whistleblowers is crucial for stamping out fraud or wrongdoing. This post explains exactly where the problems are, and key areas your organisation should focus on to improve.

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Why justice matters in NFPs – and how to make your workplace fairer for everyone

Have you ever considered how fair or “just” your behaviour at work is?

It matters more than you might think. In fact, research shows that if managers behave fairly their staff are more likely to feel committed to their jobs and perform better overall.

The good news is that justice can be embedded into the culture of your organisation – particularly through the improvement of policies and procedures – which can ultimately improve the impact your not-for-profit organisation is able to make.

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How Google is addressing unconscious bias in its recruitment – and how your NFP can too

Google is renowned for its ability to put together some of the world’s most innovative and effective teams.

But that doesn’t make its recruitment staff immune to unconscious biases – the assumptions and decisions our brains make without us even realising it.

Unconscious biases actually effect all of us, every minute of the day. And they can have a huge affect on an organisation’s recruitment activities.

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The top three areas of HR that Australian NFP organisations need to improve

Do you know what your staff are thinking?

As part of our annual survey of the EthicalJobs.com.au community, last year we asked jobseekers who are currently working in the NFP sector to tell us what advice they’d give their current employer to “help improve the workplace, processes and practices in your organisation?”

Almost 1,000 people responded to the question – anonymously of course – and the results provide a fascinating insight into the state of NFP organisations through the eyes of their staff.

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How to manage self-motivated, intelligent workers

There’s an emerging type of worker who usually knows more about their job than anyone else in the organisation and is not likely to suffer fools gladly. This type of worker can be difficult to manage as they don’t consider themselves to be subordinates in the traditional sense.

Numbers of these “knowledge workers” are rising steadily in the NFP sector and beyond. And a key challenge for managers today is how to get these sorts of staff members to want to do what you want them to.

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