Strategies for leading in an ever-changing world.
As I shared in a previous post, I called on several of my executive colleagues and asked, “What are the top 5 challenges your organization will face over the next year?” Their first concern was operating in a post-COVID environment. Here is the second most frequent response I received:
We’ve been dealing with staffing issues and a changing work environment since 2020. What can we do to attract talented staff in such a competitive market on a limited budget?
It’s true. We all know it. Real concerns like the ability to provide a competitive salary, being able to offer remote or hybrid work schedules, supporting staff through mental and physical health challenges post-COVID – these are all top-of-mind concerns for non-profit leaders. Here are a few suggestions that might help you navigate through these issues:
- Review Every Position in your Organization for both Productivity and Efficiency. Does the position really require a 40hr workweek? Can the job be done efficiently and effectively in 32 hours? If you can’t compete with increased salary, it might be possible to reduce the number of work hours yet keep the salary at the current 40-hour rate. A four-day workweek is just as appealing to some as increased pay.
- Can You Offer an Opportunity to Work Remotely or a Hybrid Work Schedule? Can you Create an Employee Incentive Program? For employees with small children, those caring for an elderly parent or supporting a disabled family member, working from home can be an attractive offer. The same goes for those “task-oriented” people who like to start and finish their day with few to no interruptions – which is certainly not the case in the office. However, for staff positions like office manager, receptionist, or direct service provider, working remotely might not be an option, but there are other inexpensive incentives you can offer like gym memberships, gift cards, or tickets to recreational events that show your appreciation. Or, how about a “Me Day”- an extra day off monthly or quarterly. Another idea to reduce staff turnover might be a loyalty bonus at the end of the year. You may have other ideas – don’t be afraid to get creative!
- Supporting the Health and Wellbeing of Staff. Ensure the supervisors and managers are equipped with the tools they need to listen and encourage their employees. If challenges arise like mental health issues, financial concerns, health issues, problems at home, or relationship issues, be sure to have resources and referrals to support services on-hand to help employees deal with difficult situations. In addition, simple things like an extra break to take a walk, an extra day or two off with pay to manage a crisis at home, or a schedule adjustment that helps ease demands on their time – all these can go a long way to relief stress.
If staffing issues concern you, let’s chat. I may have some resources that can help. Just send me a message on LinkedIn or click the contact us tab above. Until then – take care and lead well!