Investing in the resources that matter most
January 13, 2003
By Nicole Zummach
Quick! Name the best company in Canada to work for. Hopefully your
own organization came to mind, but if not, you're probably not alone.
When newspapers and magazines publish lists of top companies or top
employers, they tend to focus on the for-profit sector. However, nonprofits
are beginning to show up on these lists, proving that it takes more
than big money and fancy offices to become a successful company and
an attractive employer. Early in 2002, BC Business magazine
ranked the YWCA of Vancouver
as one of the 10 best companies to work for in the province. Then in
October, Maclean's listed Ecotrust
Canada as one of the top 100 employers in the country. These
organizations came out on top, not because they had the biggest salaries
or the most luxurious perks, but because they have taken the time to
create a positive work environment and invest in their human resources.
The secrets of success
Michelle Sing, human resources manager for the YWCA of Vancouver,
says one of the reasons they are considered such a desirable employer
is the intrinsic satisfaction that staff members feel in being able
to service the community. They also place a lot of emphasis on the needs
of staff and encourage openness and communication throughout all levels
of the organization. Sing says their approach to HR invariably differs
from that of the for-profit sector. "We need to be more creative because
of limited resources. We have to really ensure that we understand what
staff needs from the organization. We may not always be able to provide
them with what they're looking for but we listen to what they say and
get back to them in a timely manner." While they must be prudent
in their spending, the YWCA doesn't allow cost to override employee
needs. "We demonstrate our commitment to staff through our willingness
to continue investing dollars into staff development, even in tough
times, when traditionally it is the first area to be cut from the budget."
Her number one recommendation for other nonprofits looking to improve
their own human resource practices and working environment is, "Listen
to your staff." Beyond that, she suggests that organizations have a
HR policy manual so that there aren't inequities throughout the organization.
"Network and research with other organizations to see what they're doing,
what works and what doesn't, and ensure that you have the support of
top management when introducing new initiatives."
Sing's recommendations are very much in line with those of Lynn Brown,
managing director of Brown Consulting Group. She, too, emphasizes
the importance of good HR practices as one of the keys to employee satisfaction
and retention. "I think that sometimes nonprofits grow out of very small
organizations and they don't always have the resources to implement
sound HR practices and policies. A lot of them don't even have HR departments
and I think that is a real challenge for them." However, there are changes
that can be made that don't cost money. Brown suggests introducing such
work practices as flexible work hours, more family-friendly policies,
more time off for childcare, and more options for telecommuting. She
says that investing in the area of human resources will pay off in the
long run because employee turnover will be lower and job satisfaction
will increase.
Creating a positive work environment pays off
For Ecotrust Canada it's all about environment - literally. The organization
works to conserve the coastal temperate rainforests of British Columbia
but they also try to create an inviting environment right in their own
offices. "We encourage people to ride their bikes to work, or work out
at lunch time, and we provide a bike rack and showers here at the office,"
explains office manager Caroline Murdawa. "We have open-concept
work spaces, good locations for our lunchroom and meeting space, and
we also provide really good workstations for people. I know that sounds
like such a little thing, but having the adequate equipment to do your
work is really important, I think."
Human resources consultant Mike Martin agrees. He says there
are a wide range of things that nonprofits can do to ensure employee
satisfaction that don't necessarily cost a lot. He refers to them as
wellness issues. "It starts with having a good structure and well-organized
workplace, so there aren't barriers to people doing their work," says
Martin. "The advice I give organizations is to create as healthy a workplace
as possible, in all aspects." He suggests that nonprofits put money
they do have available into good systems, good structures, training,
and support. He sees a wellness program as being a preventative program
and something that you won't see too much of in the for-profit sector,
which relies mostly on employee assistance programs to respond to crisis
situations.
Wellness is definitely a focus at Ecotrust. Murdawa says they do their
best to protect staff from burnout by monitoring programs to make sure
they don't get out of control. "We don't just endlessly expect
people to put in volunteer hours in the evenings all the time. We try
to give them more manageable workloads." Respect is another key
aspect of the workplace environment. "Staff get a lot of input
into what we are doing and there is a lot of job satisfaction in the
work that they do. I think that people feel their voices are heard here."
Mike Martin can be reached at 613-230-4165. To contact Brown Consulting
Group call (416) 694-6101 or e-mail info@brownconsulting.ca.
