Category Archive for "non profit"

4 Ways to Show Your Boss that You Love Your Job

1. Show appreciation. There’s nothing wrong with thanking the boss for the opportunity to work with the company, or providing input on the organization. Most employers appreciate feedback about the company’s culture and welcome suggestions for how to improve. 2. Ask how you can help. The #1 complaint that marriage counselors hear is, “she/he should do (whatever) without me having to ask”. Oddly enough, this translates into the workplace too. Don’t wait around waiting to be told what to do. Better yet, bring a solution to a problem that you’ve identified. A well-timed offer can do wonders for your career, and, it lets the boss know that you have the organization’s best interest at heart. 3. Conduct your own performance review. Honestly evaluating your own job performance speaks volumes about your work ethic and aspirations. It also shows that you care about your impact and role within the company. 4. Say good things about the company. Employees are the best brand ambassadors a company can have. Share positive experiences when networking, and if you are in a position to refer business into the company, do it.

4 Ways to Show Your Staff You Love Them

1. Get rid of the bad attitudes. Employees want to love their job. Having negative attitudes, or worse yet, bullies in the workplace, can destroy your culture. If you’ve done all you can to coach a less than favorable employee with an attitude, fire them. 2. Give paid sick days. People get sick. If your employees feel like they have to come to work sick because of their workload, it’s going to exacerbate the problem by spreading germs. Not to mention, it means you have a process problem. Consider cross-team training and/or having experienced temp staff on call when you need them. 3. Help everyone feel valued. Help your team members see the value they bring to the organization, and make sure they know you see it too. When you create a culture based on respect and individual value, it helps you, your team, and your bottom line. 4. Provide opportunities. Engage team members in finding solutions instead of simply providing directions. Trust them with challenges, and let them make decisions that matter. High performers are more likely to stay with you if there is room to grow.

Payroll Strategies That Work for Nonprofits: Payrolling

Payrolling, or payroll transfer, is an effective tool for managing some or all of your employees by moving them to a staffing agency payroll. PNP Staffing Group provides Payrolling services for hundreds of employees in many nonprofits. This effectively makes our organization the employer of record. When using Payrolling services, the employer of record becomes responsible for: On boarding for new hires. Verification of work eligibility and maintenance of all employee paperwork, including W4s and I-9s. Administration and distribution of paychecks , including direct deposits. Payment of all mandatory Federal, State and City taxes, including processing tax returns. Management of liabilities, including workers compensation, insurance costs, and management of work related injury claims. Assumption of unemployment liability and payment of unemployment costs. When should you use Payrolling? When engaging special or highly skilled professionals on an as-needed basis, especially when top tier talent is required During probationary periods for new employees to ensure against unemployment claims With contract, temporary, short term, and seasonal staff When internal audit systems aren’t in place to ensure accurate classification of 1099 consultants and to help avoid potential associated tax penalties When hiring staff to fulfill grant requirements without artificially increasing your organization’s budget To…

Hiring Without Hesitation: Filling Vacancies As They Occur

An organization’s workforce is its most important asset as well as one of its greatest investments. Understanding the importance of a good workforce is increasingly critical as organizations push to improve top and bottom line performance while managing costs. In addition, competition in the nonprofit marketplace – for talent, donations, support – is at an all-time high. Research shows a clear association between a nonprofit’s performance, on all levels, and its talent management practices. Nonprofits with better talent management practices attract better talent, earn significantly higher performance ratings, and succeed in fulfilling their missions more successfully. Yet, it is clear that some nonprofits have adopted counter-productive talent management practices, such as putting off hiring talent when needed, as a strategy for budget management. In a recent PNP survey, 40% of nonprofits polled had one to three staff vacancies for over 6 months. 20% had more than three vacancies for over a year. An organizational practice that keeps positions vacant is a bad strategy that drains the organization and is contrary to what research tells us: The best investment for an organization is its workforce. Every study shows that a nonprofit with a committed and fully productive workforce is more successful….

3 Ways to Help Your Team Excel This Year

1. Provide your employees with the proper job training—and don’t stop. Successful onboarding is only a step in the process of helping your employees develop their skills. Employees are far more likely to stay with the company when you provide opportunities for professional development and a path for career growth. This helps you build the talent and teams needed to deliver on your mission. 2. Focus on strengths. Research from the Gallup Organization found that building on employee strengths is much more effective than trying to improve weaknesses. Individuals who use their strengths are six times more likely to be engaged in their job. Find out more in the report State of the American Workplace. 3. Help everyone feel valued. Help your team members see the value they bring to the organization, and make sure they know you see it too. Engage team members in finding solutions instead of simply providing directions. Trust them with challenges. When you create a culture based on respect and individual value, it helps you, your team, and your bottom line.

How to Optimize Your Career in 2017

Build a personal brand. Everyone has a personal brand. You may not have cultivated it, but it’s there. Most people think of personal brands in terms of followers, likes, blog subscribers, etc. If this is your measurement, time to re-cut the cloth. Building a personal brand is the process of associating your name with particular traits. Check out Why Being a Jack-Of- All-Trades Won’t Help Your Personal Brand, written by Kathy Bloomgarden for Fortune. Optimize your resume for ATS. Many nonprofits and recruiting firms are now using applicant tracking systems (ATS). This means that most likely, 3 out of 4 resumes are never read by an actual person. You can increase your odds of being that special one by inserting the critical keywords often found in job descriptions into your resume. Manage your LinkedIn presence. Most nonprofit employers include a review of your social media, particularly Facebook and always LinkedIn. There are hundreds, if not thousands of professional LinkedIn coaches to help you build or improve your LinkedIn profile and posts. For the cost of a few hours, it is well worth the investment in your career. Entrepreneur published a great infographic full of helpful pointers for DYI: 18 Tips…

4 Safety Tips for Your Holiday Office Party

Holiday office parties are a great way to show appreciation and to keep teams engaged.  Remember these four tips to help you throw a fun and safe holiday party. Serve alcohol responsibly. Many nonprofit organizations skip alcohol at the office party, but if you serve, serve responsibility. Task the bartender, or someone at the bar, with monitoring intake. Arrange for safe-ride home vouchers by taxi, Uber, etc. Check your business insurance policy. Make sure that it’s up to date and covers potential risks at the party. Know what the Host Liability laws are in your state, and what your policy does or does not cover. Pay attention to decorations. Make sure that lights, power cords, and extension cords are properly used. Make sure your smoke detectors and fire safety equipment is properly working. Put the emphasis on celebration. Plan your party with a focus on diversity, inclusion and accommodation. You want everyone to feel welcome and to celebrate what your organization has accomplished this year.

8 Ways You Can Increase Your Chances of Getting Hired

Are you tired of sending out resumes and getting no responses, or going out on interviews only to lose the job to another applicant? These eight strategies can help increase your chances of getting hired. Finding a job is difficult. Some people get lucky and find their dream job right out of the gate. Others send out dozens or even hundreds of resumes before they land an interview. If you find yourself in the latter situation, you may be wondering what you can do to change your luck. There’s no magic spell that can get you hired right away, but the eight tips below will significantly improve your chances. 1. Tell the truth This certainly isn’t the kind of secret step that is going to push you to the top of the applicant pile every time, but it’s important to realize how vital honesty is during the job application process—especially because of how unusual it can be. According to CareerBuilder, 58% of hiring managers have caught a lie on a resume. Job searchers these days seem predisposed to stretch the truth, whether it’s something relatively innocuous like tweaking the wording of a job title or something extreme like lying about…

8 Guidelines to Spreading a Wide Net for Talent

1. Always Be on the Lookout Managers must deliberately seek to develop sharp recruiting skills by becoming relentless recruiters at all times. When you come across an impressive individual, ask to stay in touch so that when a job opening occurs you can contact him or her immediately. Never hesitate to ask whether they know of anyone who has exceptional abilities. 2. Have a Clear “Elevator Speech” Ready Managers need to be able to recite your “employment brand value” clearly so that a job candidate would want to work for their organization. It’s important to be able to sell an organization to someone who may become an internal part of the organization just as well as to those outside the organization. 3. Look for People that Fit Managers shouldn’t just search for the best candidate they should look for the right candidate. Numerous studies have shown that employees are more apt to stay with an organization when the fit is right. Therefore, it is vitally important for a manager to have a sound, internalized grasp of the culture of their organization and be able to recognize with insight and accuracy the kind of person who will thrive in that environment….

Saying “you’re fired” isn’t easy for anyone.

Employees are like puzzle pieces. When they fit with your organization, the relationship creates a clear vision of the bigger picture and mission. But no matter how hard you push, rotate, or wish the wrong piece to fit, it won’t. If one of your team members is not right for the organization, keeping them in the mix takes away from efficiency and a cooperative work environment. 5 tips for letting go of sub-par employees 1. Keep detailed feedback records. Make sure a clear understanding of your expectations and their performance exists from the start. The decision to fire an employee should not be unexpected; provide them with ample opportunity to succeed before resorting to firing. 2. Get over the guilt. Focus on the future and best interests of the organization and staff morale. Managing sub-par employees costs more time, money, and productivity than hiring someone better suited for the role. 3. Be direct and to the point. Use the words “terminate,” “let you go,” or “fire.” Write a script if necessary and prepare a list of items to cover during the conversation. Showing sympathy is fine, but stay focused and level-headed. 4. Be respectful. Avoid accusations or pointing the finger…