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. Some pretty amazing nonprofit professionals share their tips about workplace expectations, and how leadership and staff can work together better.
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 a virus.
Please Rethink Cutting “Unnecessary Costs”
When reviewing budget items, it may be tempting to cut money earmarked for professional development. Not so fast! At best, cutting this means staff is not up on the latest trends and information in the field. At worst, it conveys a message to the team that they aren’t worthy of an investment.
Whether it’s an online course or registration for an industry conference, an investment in professional development can pay high dividends. Healthy workplaces demonstrate that employees are valuable and valued.
Change Starts With Me…and You
Want a happy, healthier and more balanced workplace? Let it start with us, together.
- Let’s be clear about the organization’s vision, expectations, and definitions of success.
- Provide the team with the tools and information necessary to perform.
- Demonstrate that everyone is valued.
- Be inclusive so everyone recognizes they are a stakeholder in the organization and its outcomes.
- Allow everyone to show that they have multiple interests and recognize that people want to continue to learn.
“When you prohibit failure, you kill innovation.”
– Dan Pallotta
Maybe we don’t know everything yet… but that’s okay. Understanding that learning is an ongoing process helps everyone relax, think more creatively, and in turn, helps the organization become more innovative.
Amy DeVita is a publisher, entrepreneur, mother, wife, social media enthusiast and fan and avid supporter of the nonprofit/ for-impact sector. She has written for Top Nonprofits and Third Sector Today; she has been quoted on pieces about social media and social impact on The Huffington Post and The Daily Beast. She was named to the Leading Women Entrepreneurs in NJ Monthly and she is a member of Social Media for Nonprofits’ Leadership Council. In her spare time she enjoys kayaking, yoga, hiking, traveling, and playing Scrabble. Amy lives in New Jersey with her husband, two children, and two dogs. In 1984 she earned the “Most Improved Average” honor on her bowling league.