Hiring and supervision present important, and necessary, risk-taking opportunities. Hiring and supervision create close relationships, and interpersonal relationship will not grow if the parties involved don’t take some risks. Here are some ways to take meaningful risks in hiring and supervision that can help all parties grow.
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How To: Become a Menopause-Friendly Workplace
More than 50 million U.S. women are in the age bracket (42-58) when physical changes due to menopause often occur. Many of those women work in nonprofits, where they lead key projects and play crucial roles. People who go through menopause can experience a wide range of impacts to their physical and mental health. That’s a major workplace issue. But many workplaces have never considered menopause in their policies, practices or health benefit offerings. Here are some ways nonprofits can become menopause-friendly workplaces and meet the needs of employees who experience menopause.
How To: Manage Remote Employees
Whether you’re managing a remote team for the first time or the 10th, these steps can help you
build connection and work with team members to reach their potential–wherever they work from.
How to: Hire and Work with Neurodivergent Employees
Neurodiversity is a concept that acknowledges and appreciates the diverse range of ways people’s brains function, including neurological differences. Some neurodiverse people identify as having a disability, while others do not. Research shows that organizations that create welcoming environments for neurodiverse people may see benefits like more team creativity and innovation. Here’s a primer on practices for recruiting and working with people on the neurodiversity spectrum.
How to Do a Compensation Review For Your Nonprofit
Compensation reviews can reveal pay equity issues at a nonprofit, or individual cases in which staff members aren’t being paid appropriately for their duties. Here’s how to do an accurate, informative, and valuable compensation review for your organization.
Building Meaningful Connections at Work
We spend much of our waking lives at work, but many of us have only superficial relationships there. That contributes to a broader loneliness epidemic that weighs us down and can even shorten lifespans. Connecting with colleagues doesn’t always happen easily, but the effort can benefit individuals and the organization, and make work more productive and fun.
HOW TO: Terminate an Employee (And Be Decent About It)
When you hire someone, you want them to find success with the organization. But sometimes, they don’t. Terminating someone’s employment is the riskiest action a nonprofit can take, but sometimes it’s also a risk-aware decision and possibly a necessary step in the employee’s journey to find a fulfilling role for which they are well suited. Here’s how to meet your obligations when you terminate an employee—including the obligation to treat them with decency.
Create a Safe and Inclusive Workplace for Transgender Employees
Transgender people may experience discrimination in many ways, including at work. Employers have a legal and moral responsibility to accommodate the needs of transgender workers and not tolerate workplace discrimination against them. Here are best practices and resources to ensure a safe and welcoming workplace for transgender employees.
How To: Manage Across Generations
For the first time in modern history, five generations are in the workplace at the same time. This presents both opportunities and challenges. Here are some tips for how to tap into the diversity of perspectives that come from managing multiple generations, and navigating cross-generational conflicts that may arise.
How To: Conduct Meaningful Stay Interviews
When a great employee leaves your organization, you may ask, “What could we have done to get you to stay?” The concept of the stay interview arose to get that kind of information at a time when your organization could still act on it.