When 3 out of 4 isn’t good enough
When it comes to talent retention and career satisfaction, a number of themes have emerged over the last few years, including the following.
Flexibility and balancing hybrid working will continue to be a priority.
Employees value a sense of purpose and the feeling that turning up to work is about more than just money.
Strong leadership and inclusive cultures are critical to employee retention and long-term business success.
There is a need for development programs for teams that are cost-effective and impactful.
Whatever your industry, these are all areas that are essential not only for attracting people to your organisation but also for keeping existing employees happy and engaged at work. Strong leadership is critical for navigating these challenges but, more often than not, is the area where many organisations and industries struggle.
Have you heard of the ‘golden quadrant’? According to the Australian Leadership Index report produced by Swinburne University, this refers to organisations that have both good intentions AND the ability to act on these intentions. It is a comparatively rare position to be in.
The same report found that the two sectors with the highest levels of public trust are not-for-profit and higher education. Surprising? Not so much, especially when it comes to the NFP sector.
By its very nature this sector attracts well-intentioned, community-focused individuals. However, because of this and the work they do, funds to develop their teams are often minimal. NFP CEOs have a duty to invest and spend the proceeds of their donations wisely. Imagine if not-for-profit CEOs and leaders acted in the same manner as many private-sector CEOs! Flying business or first class, throwing lavish team-bonding events or spending hundreds of thousands on training and development are not the kinds of behaviours that would see them stay employed for long.
So the leaders of NFP organisations get that golden quadrant categorisation as a result of their intentions and their actions coinciding and, more often than not, prioritising two or three out of those four critical issues mentioned above. However, despite great success in some of these areas, the fourth point – relating to training and development – remains a greater challenge for NFPs than for many other industries. Without the budget to attract, retain or develop their teams, NFPs run the risks of losing team members, a lack of succession planning and burnout in the most committed employees.
We don’t think this is fair! When we started Peeplcoach we wanted to ensure that everyone, and we mean EVERYONE, had equal access to the highest quality coaching and training to ensure that everyone had the opportunity to reach their leadership and career potential. This is why our pricing starts from just $99 per person per month. This is why our programs are discounted for NFP organisations. This is why we partner with and support The Hunger Project and donate more than $35,000 a year to their cause.
All industries need a strong pipeline of good leaders, and the not-for-profit industry is no exception. If you work in an NFP organisation and want to learn more about our programs, our NFP discount and how Peeplcoach can make an impact for your team, get in touch with us for a chat or a demo.