10 ways to build a resilient workforce.

Not-for-profit organisations face many challenges in attracting, retaining, and developing a resilient and sustainable workforce. 

From dealing with limited resources to managing existing workloads and the persistent demands to deliver on the organisation's mission, it is challenging for staff and organisations to maintain their resilience let alone build a culture and organisation that is an employer of choice. As well, the competition for talented and committed staff in the current environment is tough. It is hard for not-for-profit organisations to compete with the salaries and benefits for-profit organisations can offer. 

Not-for-profit organisations need to think in innovative and strategic ways to shift their organisation to one where employees want to work.

Here are 10 ways not-for-profits can create a place where people want to work.

1. Make employees and volunteers feel valued.

It's crucial for not-for-profit organisations to make their staff feel valued. A sense of value fosters employee satisfaction and morale, which leads to higher productivity and better retention rates. Valued staff are more likely to be committed to the organization's mission and goals, resulting in improved performance and outcomes.

A feeling of being valued comes through recognition, a supportive work environment, work-life balance, professional development opportunities, and fair remuneration.

2. Develop leaders to instill confidence and trust in their teams.

Trust is the foundation of effective teamwork and collaboration. When staff members trust their leaders, they are more likely to communicate openly, take initiative, and work together towards common goals. This leads to increased productivity, innovation, and overall organizational success.

Trust and confidence between staff and leaders come through leaders leading by example, communicating openly, empowering staff through effective delegation of responsibilities, fostering good team dynamics, displaying gratitude, compassion, and empathy.

3. Match the right people to the right work.

A well-matched workforce leads to improved organisational performance and outcomes. When each member of the team is in a role that aligns with their strengths and expertise, they are engaged and empowered to focus on effectively delivering positive outcomes. With this, the organisation as a whole operates more efficiently and effectively, driving greater impact in fulfilling its mission.

4. Be human first. Treat staff with respect.

A culture of respect sets the tone for the entire organisation. Respect creates a positive and inclusive work environment where individuals feel safe to express themselves, share ideas, and collaborate effectively. 

Not-for-profit organisations that create a positive and supportive environment where employees feel valued, empowered, and motivated to make a difference in their roles benefit by developing a workforce that wants to contribute to the organisation's mission.

5. Connect people with purpose.

Purpose inspires and motivates staff members to give their best efforts toward achieving the organisation's mission. When employees feel connected to the purpose of their work, they are more engaged, passionate, and committed to making a meaningful impact.

6. Remunerate and reward people fairly.

Fair remunerations and rewards help attract and retain talented individuals who are essential for the organisation's success. Competitive salaries and benefits packages ensure that the not-for-profit organisation’s  can attract qualified candidates and retain experienced staff members. This reduces turnover and the costs associated with recruitment and training. When employees feel fairly compensated for their contributions, they are more engaged, productive, and satisfied in their roles.

7. Create teams that work together toward common goals.

When people work together in teams toward common goals, they align their efforts and resources to achieve shared objectives. This ensures that everyone is working towards the same purpose and minimizes duplication of effort, leading to greater efficiency and effectiveness in achieving the organization's mission.

Collaboration and teamwork contribute to higher levels of employee engagement and satisfaction. When employees feel connected to their team and a common goal, they are more motivated, committed, and invested in their work, leading to improved morale and better staff retention.

8. Make coming to work for the organisation enjoyable.

When work is enjoyable and fulfilling, employees experience higher levels of morale and job satisfaction. This positive attitude translates into increased motivation, engagement, and commitment. A positive work environment makes it more attractive to current and prospective employees. Employees who enjoy coming to work are more likely to stay with the organisation long-term.

9. Resource and develop staff so they can achieve their professional and career goals.

Investing in the growth and development of staff increases their loyalty and commitment. When employees see opportunities for advancement and skill development within the organisation, they are more likely to remain with the organisation.

Providing resources and support for professional development fosters a culture of learning, growth, and continuous improvement. Employees who have opportunities to develop their skills and pursue their career goals are more engaged, motivated, and satisfied in their roles, leading to higher levels of productivity and performance.

10. Communicate to staff with clarity and transparency.

Clear and transparent communication builds trust and credibility. When employees feel that information is communicated openly and honestly, they are more likely to trust the organisation's leadership.

Clear communication ensures that staff understands the organisation's goals, priorities, and expectations. When everyone is on the same page, it promotes alignment of efforts and reduces misunderstandings, confusion, and conflict.

Transparent communication fosters a sense of ownership and involvement. When employees are kept informed about decisions, changes, and challenges, they feel more engaged, valued, and motivated to contribute to the organisation's success.

Harness the Collective Advantage. A lot of employee engagement, trust building, connection with purpose, and job satisfaction happens within highly effective teams. At Collective Advantage Australia we work with Not-For-Profit and Social Enterprises to develop highly effective teams that become the heart of an organisation’s culture. This leads to an organisational shift toward being an employer of choice for new and existing employees.

Find out more about how Collective Advantage Australia can help your organisation build a robust and sustainable workforce through a focus on highly effective and actively engaged teams. Go to Collective Advantage for Teams