Archive for January, 2016

The NonProfit Workplace Is Changing: Four Generations Are Now Sharing the Office

PNP Staffing Group has released its 2015—2016 NonProfit Salaries & Staffing Report and it hits on a hot topic. The nonprofit workplace has dramatically changed over the past few years, and continues to change as four generations meet at the office door each day. Four generations are currently sharing the workplace: Traditionalists (born 1922-45) Baby Boomers (born 1946-64) Generation X (born 1965-80) Millennials, also called Gen Y (born 1981-2000) These four groups of employees differ in their communications, learning, and work styles, largely due to the evolution of technology and generational culture. Much like a multigenerational household, the flow of information at work is a cornerstone to a healthy environment. Nonprofit organizations need to develop a coaching culture where managers and staff willingly transfer knowledge to each other, and as many know, this is often easier said than done. Communicating effectively—and fostering an understanding of different workplace communication styles—is important to keeping employees happy. Traditionalists and Baby Boomers have the experience and historical knowledge that every organization needs. Gen X and Millennials hold a wealth of knowledge about the use of technology and often want “to do things differently”. It is essential that managers understand and respect new and differing…

Building a Talent Pipeline

The nonprofit sector is expanding and nonprofit employment opportunities continue to grow. The 2015–2016 NonProfit Salaries & Staffing Report indicates more than a third of added staff is in the area of program management and program delivery. Second only to fundraising, filling program positions with talented and capable staff is now viewed as the most difficult challenge. Building a talent pipeline can be difficult. Nonprofits tend to wait too long to reach out for help. This can have a devastating effect on operations, especially in smaller nonprofits where two or three people oversee daily operations and a large portion of fundraising efforts. But this is not just a small organization problem. Even the larger nonprofits delay decisions—whether it be letting someone go, bringing new executives onboard, or, building an effective talent pipeline. Inc. writer Lee Colan, author of 5 Steps to Building a Successful Talent Pipeline, says that the strength of your current and future talent is a great predictor of your business’s success. He offers 5 steps to build a talent pipeline: Plan. Start with analyzing the future needs of your organization and conduct a “what if” analysis. Attract. Build a strong brand so that potential candidates want to…

The Changing Face of Temporary Staffing

PART 2 OF A SERIES The hit TV show, Mad Men, aired its final episode on May 17, 2015 after a seven season, 92 episode run. It’s taken a little longer for the proverbial “Kelly Girl” image of temporary staffing to complete its run, but we’re almost there. Today, nonprofit organizations rely on temp or contract workers for just about everything, including event management, donor data, field ops and HR. These individuals are career-driven with high skill sets and are adept at networking. For many nonprofits, it is a great way to test the candidate’s cultural fit before making a position permanent. Kristy Lewis, Temp Services Manager with PNP Staffing Group, says most clients—almost 70%–hope that the temp will ultimately become a permanent employee. Many professional nonprofit temp/contract workers are associated with well-respected nonprofit talent agencies like PNP Staffing Group. PNP offers health insurance benefits for individuals who work a minimum of 35 hours per week and have at least 1,560 staffed hours per year. Paychecks and HR support services are also managed through the agency. On a typical day, 110-115 temps are actively working, with some clients using 4-5 temps at a time. Almost 70% of PNP’s temp staffing…

Why You Want Your Boss to Participate in Salary Surveys (and Why You Should Read Them)

You may want to change the world and love your job working in the nonprofit sector, but that doesn’t mean that you don’t have to pay your bills on time. So when those salary survey participation offers show up in your inbox—or that of your boss—it’s a pretty good opportunity to learn something. Believe or not, most employers want to pay their staff competitive wages. The cost of training can be high, and turnover is rough on everyone. Knowing what the competition is paying for similar jobs is important to attracting and retaining happy staff. Understanding the bucks and perks being offered down the street can help you when it comes time to negotiate a compensation package. Recent reports note that the Supply/Demand rate stands at 1.4 unemployed persons for each advertised vacancy—so a little homework is in order. Ranjita Chattopadhyay is a writer for Paycheck India. And although you may not be contemplating a move to India, he didn’t mince words about the value of employees, employers, and candidates reading salary reports. In his article about the importance of salary surveys for the employee and employer, Ranjita summarily writes: “The most valuable information that employees get out of such…

Why a Candidate Might Turn Down Your Job Offer

Worrying about the finer details of hiring can sometimes seem unimportant.  You are extremely busy and have a million things to think about every day. Besides, you are the one offering a job, so candidates should impress you, not the other way around, right? Think again. The job market is becoming more and more focused on employee engagement. If your interview process isn’t stimulating, or your benefits aren’t attractive, you might not be doing enough, especially when compared to the competition. Going into an interview without a robust hiring & retention strategy is like a professional sports team failing to train correctly and then showing up hoping to win. Many organizations tend to think they are doing a pretty good job at engaging potential (and current) employees. They don’t see a reason to change. When it comes to professional sports, coaches try everything they can to win, including changing their game plans, and subsequently, attract the most talented stars to join them. Top Five Reasons Superstar Candidates Turn Down Job Offers     5. Salary is not enough What’s the cost of paying someone $10k more than planned against: a) not attracting the right candidate and being caught with no one…

Staffing Outside of the Box to Accomplish Your Goals

One of the biggest expenses for most companies is staffing. It’s no different for nonprofit organizations. But it’s not always the cost that results in sleepless nights. How do you really know that you have found the perfect person for your organization? And, do you really need to to add another full time employee? Nonprofit organizations tend to rely on full time employees, alongside an army of volunteers and interns. This reliance is based on the resource patterns of the past, and it could be boxing you in. Right now, most nonprofits are entering and reviewing data to close out year end. Event planning season is right around the corner. And all of the technology and CRM upgrades — let’s not even delve into that abyss. These activities all have something in common — there is a seasonal or project-specific need. Smart Executives Meet Smart Staffing Agencies Smart staffing agencies provide alternatives. Gayle Brandel, CEO of PNP Staffing Group, has built her company around the needs of the nonprofit sector for twenty years. Clients can contract project-based temps who are specialists in everything from data entry, marketing, event planning, even donor development. And if you are losing sleep over finding…

How to Keep Amazing Staff

Everyone I know prefers to be successful and treated fairly. I’ll go out on a limb and bet that holds true of the people you know, too. “Life, Liberty and the Pursuit of Happiness” are principles upon which our country was founded. They are the values that have been taught to us since we were young. So why would anyone think that should change when entering the doors of an office? Those who work in the nonprofit sector tackle some pretty big goals: feed the hungry, shelter the homeless, share the arts, protect the earth — the list is quite endless. Let’s step back, and take an objective look forward, as we review four ways to keep these amazing people on board in 2016. Clean Up Toxic Cultures Bad bosses can make the staff physically sick. In How a Bad Boss Can Make You Sick, Forbes contributor Amy Rees Anderson cites a study where 77% of employees actually experienced physical symptoms of stress from toxic workplaces. What happens when someone is out sick? More work for the rest of the staff. If that’s not bad enough, ongoing toxic behavior at the office can creep into personal lives and spread like…

The Changing Face of Temporary Staffing

Like most people, you might have a mental image of someone working as a “temp” as an individual who fills in at the last minute, most likely as a receptionist, the proverbial “Kelly Girl”. It’s time to evolve your thinking. Without attracting a lot of attention, evolution has certainly been occurring in the staffing industry — especially within the nonprofit sector. Like its corporate brethren, nonprofit temporary staffing started with the need to fill last minute requests, the “one day assignment” to cover for someone while ill or on vacation. College students jumped onboard, using temp placements as an opportunity to gain visibility and to get the proverbial “foot-in-the-door” with preferred employers. Shift forward through a recession, add the evolving desire to create societal change, often after a long-career in the corporate sector, and you find high value, mid-career candidates increasing turning to nonprofit staffing firms for contract, temp-to-hire, and full time employment opportunities. There are full time temp employees, complete with a benefit package. These candidates are experienced in nonprofit management, field ops, operations, HR, financials, and more. Nonprofit staffing agencies have responded to the changing market condition by becoming an advocate-for and the champion-of candidates as well as…

Tips to Help You Achieve “Rock Star” Status

The New Year is a reminder that it’s time to assess accomplishments, to realize shortfalls, and to make plans for doing better. Basically, it’s a time to plot a path to achieve “Rock Star” employee status. Here are 3 goals that go a long way towards achieving this mighty award at work — and can go a long way to improve your career and your personal self, too. Become Better at Networking. Never underestimate the value of networking! It can help you develop connections which may prove useful in getting a program off the ground, or help you find a new opportunity. At its very core, networking is about building relationships that are mutually beneficial. Start by getting out to professional events in your field— and striking up some conversations. Don’t forget to follow up afterwards!Be sure to improve your virtual networking, too. I love these tips from Inc. on how to optimize your Linkedin account. Improve Your Physical (and Mental) Health. Many of us have very sedentary work days and research shows that sitting for hours on end is bad for your physical health. Now we have learned that it is also bad for your mental health. So, get…

We’ve All Worked with Leaders Who Weren’t Effective: A Few Thoughts on Leadership from the Rest

Every New Year’s Eve millions of us tune in to watch that illuminated ball descend upon Times Square — and even more of us make a list of resolutions intended to better our lives. With a deep breath, a clear mind, and committed intention, I’m taking a dive into my collection of favorite posts around the subject of leadership. More specifically, effective leadership. We could all name “leaders” with, or for, whom we’ve worked who were not effective. They just had an executive title and a lot of power. Effective leaders manage in a style that inspires everyone around them to do their best work. Sometimes we make the assumption that a person with a resume highlighting a long list of accomplishments or certifications will make a great leader. Not true. Accomplishments and certifications are reached by hitting objective benchmarks. Effective leadership, on the other hand, is a bit more subjective and harder to define. But we all know it when we experience it. It is special. It compels us all to try a little harder and to give our best. Inspiring speaker and nonprofit leader Joan Garry breaks it down further. She lists just two basic needs in The…