Do you work for a best not-for profit? Why not?

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The Sunday Times 100 Best not-for-profit organisations to work for reveals some intriguing insights and a few juicy challenges

Of the 100 listed in the not-for-profit list, only 21 are classed as ‘charities’. 53 are in housing. The rest assorted social enterprises. Of the top 10 – 9 are housing and the 10th is a new charity. With over 180,000 charities in the UK, the top 100 might give a small clue as to the state of people leadership across the sector and why the housing sector is roaring ahead with its people. Is it the sector? Is it culture, leadership? Is it about the roles and functions of an organisation? Just being deliberate?

In a recent Charity Pulse survey as reported by DJS Research, and undertaken by Third Sector and Birdsong Charity Consulting, figures show that among fundraisers job satisfaction has risen a tenth (10%) in 2013, now totalling three fifths (65%) of employees who are satisfied with their job.

However, In contrast, fewer than half (45%) believe they receive sufficient training / development to do their job well, as opposed to more than three fifths (65%) in 2008. Additionally the number of individuals likely to recommend their charity as an employer dropped – large charities came off worst seeing figures decline by a fifth (21%) from 2007.

Whilst there is more being done to engage staff, with ACEVO for instance issuing guidelines on engagement, the reality is we have a long way to go – and it will be crucial for the survival and success of the sector. How is it possible where our business is about doing good, that some of us struggle to get  this right? Why do too many of us miss the mark when we should be excelling everywhere instead of a few places?  So what can we do?  Here’s a starter. Below are the criteria used in the Sunday Times Top 100. How many of us know the answers here? How many of us are deliberate about improving in these areas?

  1. Leadership: How employees feel about the head of the company and its senior manager
  2. Wellbeing: How staff feel about the stress, pressure and the balance between their work and home duties
  3. Giving something back: How much companies are thought by their staff to put back into society generally and the local community
  4. Personal growth: To what extent staff feel they are stretched and challenged by their job
  5. My manager: How staff feel towards their immediate boss and day-to-day managers
  6. My company: Feelings about the company people work for as opposed to the people they work with
  7. My team: How staff feel about their immediate colleagues
  8. Fair deal: How happy the workforce is with their pay and benefit

If our business is about people. About changing lives. About making a difference. Then we ought to invest a bit more in the very people who might make it happen.

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