Post on 13-Oct-2020
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ELEVATING YOUR NON-PROFIT TO BE AN EMPLOYER OF CHOICE
Stacy Smith, SPHR SVP HR and Risk Mgmt YMCA of Greater San Antonio
OVERVIEW
What ‘choice’ employers do differently Strategic planning and culture Begin with the end in mind Finding the current bright spots Why nonprofits have an advantage Why nonprofits have a disadvantage What to do next?
WHAT SETS THESE COMPANIES APART?
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A LOOK INSIDIE
VIDEO CLIP HERE
WHAT WE CAN LEARN FROM THE BIG PLAYERS?
Fortune’s 100 Best Companies to Work For Leadership Credibility Job Satisfaction
Staff Camaraderie Pay and Benefit Programs Internal Communication Training and Development Recognition Programs Diversity and Inclusion Efforts
TOPWORKPLACES.COM
The same things that tend to drive the long term health of the company are what employees want. What really motivates employees is feeling they are part of a company that is going places.
This means an organization that:
Sets a clear direction for its future and how it conducts itself
Executes well and has a culture of high performance
Creates a strong connection between employees and the company by showing appreciation and by bringing meaning to work
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WHAT DO ‘CHOICE’ EMPLOYERS DO DIFFERENTLY?
It’s all about culture… …and purpose Consider turnover Invest in people Share the successes Celebrate staff victories Think about the ‘perks’ Work/Life Health and wellness really matter
“Nap rooms and gourmet coffee are nice to have, but they don’t inspire people in the workplace”
STRATEGIC PLANNING AND STAFF CULTURE
Who drives strategic planning? How does the board of directors participate? How is the strategic plan communicated? Who is accountable? How to keep focus during tough times
BEGIN WITH THE END IN MIND
Research your local and state ‘best’ awards Start surveying your staff now Be ready to hear the real feedback Establish a baseline Set annual goals and have a target View the organization from the entry level staff members’
perspective
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FIND THE BRIGHT SPOTS
Do your staff understand the mission? How or why not?
What’s the best thing about working for your organization?
How are you investing in staff development? What do diversity/inclusion efforts look like in your
nonprofit? What’s your turnover rate? Voluntary vs. involuntary? What’s the best perk or benefit you offer?
UNDERSTANDING THE LOWS
Identifying trends in staff dissatisfaction Exit interview data Survey results Be realistic Over-communicate Find ways to engage staff in decision-making If you can’t hide it, feature it
WHY NON-PROFITS HAVE AN ADVANTAGE
• Purposeful mission-driven, cause-driven, and making a difference
• Non-profits employ interesting and passionate people
• Unparalleled growth opportunities exist • Employees can gain unique skills and have variety
of roles • Smaller internal community means less hierarchy • Community connectors • Intrinsic motivation
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WHY NON-PROFITS HAVE A DISADVANTAGE
• Fewer resources • Concrete results or clear benchmarks of success can be difficult
to spot • Antiquated work environments • High level of burnout • The stakes are higher • Constant focus on fundraising • Humility
NATIONALLY RECOGNIZED NON-PROFITS 2013
1. Wounded Warrior Project 2. SightLife 3. AHC Inc. 4. New Jersey Society of Certified Public Accountants 5. Partnership of Public Service 6. The Center for Effective Philanthropy 7. Community Legal Services of Mid-Florida 8. Brighton Center 9. Alzheimer’s Association 10. The National Society of Collegiate Scholars
ADD VIDEO CLIP HERE
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TOOLS, IDEAS, AND METHODS TO CONSIDER
Staff development and training opportunities
Staff wellness Work/Life Staff spotlights Flexibility Mission focus Suggestion program
Culture Diversity/Inclusion Committees Staff blogs Celebrations Benefits creativity Engage volunteers
WHAT TO DO NEXT?
Engage the CEO and Board of Directors Talk about culture Ask your employees Highlight the best and work on the worst Establish a baseline, set goals, and note benchmarks Involve your employees Tell your story, over and over Start small
CLOSING THOUGHTS