Compassion. Integrity. Responsibility. Forgiveness. As a not-for-profit professional there’s a good chance you hold these character traits dear. As the leader in your organisation, they may also make you up to five times more effective.
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.
In this guest post, Grace McCarthy provides some simple guidelines to help managers to achieve positive outcomes from these difficult conversations.
“Higher absenteeism, lower productivity, higher staff turnover… as well as reputational damage”. They’re just a few of the issues arising from an alarming amount of workplace discrimination uncovered by the Australian Human Rights Commission related to pregnancy, parental leave or returning to work from leave. Fortunately, there’s a fantastic new website to address these very issues.
Even with the knowledge that training and development can have a massive impact on your staff and organisation’s performance, being able to invest time and money in it can still be a challenge for many NFP organisations. In this post we explore the big question of “how?” for NFPs that want to take the next steps.
Six dollars. That’s the huge return to not-for-profit organisations from each dollar they invest in staff training and development, according to a ground-breaking new report from the University of Western Australia’s Centre for Social Impact.
Have you considered that almost every potential employee who considers applying for a job with your organisation will read through your website, and use it to decide whether to apply for the job or not? When EthicalJobs.com.au surveyed our community of ethical job-seekers, they told us that checking out a potential employer’s website was by far the most popular way to assess them.
In recruitment, the easiest thing to do is the same thing you’ve always done. But it’s always worth double-checking your selection process to consider what you could be doing better.
In this post, we look at extensive research which provides some excellent, and at times surprising, insights into what the most effective selection tools and recruitment processes are.
If you’ve hired the wrong person for a job, can you train and develop them to become the right person?
According to research by leadership consultancy DDI, for certain facets of work, training is just not a solution for poor hiring decisions. The solution rather, is taking the time to develop excellent recruitment processes in the first place.
Whether it’s due to funding uncertainty, workplace challenges or personal burn out, even the most passionate and dedicated not-for-profit workers can lose their mojo.
So here are five signs that your staff might be disengaging, and five ways to reignite their passion.
Employing people with disability doesn’t need to be expensive or hard – and it could prove to be one of the best decisions your organisation ever makes.
In this guest post, CEO of not-for-profit job agency Ostara Australia, Tom Baxter, provides practical advice for you to welcome employees with disability into your organisation.