By: Kim Ratcliff
Now that I’ve had a chance to catch my breath after attending AASPA in October, I’ve been reflecting back on what I learned.
Here’s the bottom line: So many school districts are innovating in the space of people experience for educators, from kindergarten teachers to bus drivers and school principals.
What stood out most to me was a session hosted by Recruiting and Retention Specialist Chelsea Clark from Auburn-Washburn Unified School District 437. She shared this 6,100-student Kansas district’s process for gathering insights from employees through one-on-one interviews with educators (teachers and paraprofessionals) that led to the creation of personas to guide HR and manager one-on-ones and overall leadership moving forward.
Instead of focusing on transactional HR touchpoints, her session highlighted the value of transformational moments with employees—in conversations driven by intention and empathy.
This week we asked our team: what are you most grateful for? Research has shown that practicing gratitude is essential for improving our health and well-being. Here is a compilation of our responses.
We hope you enjoy and take time this season to share your gratitude.
The pandemic led many people to evaluate their career goals as they were either laid-off, furloughed, or just had more time while working remotely. Taking a step back to evaluate your career path and goals periodically is helpful though to ensure that your job and company are the right fit for where you want to go in your life. There may be signs from both your job fulfillment or treatment from the company that signal it’s time to evaluate your current career trajectory. It can be challenging to know what to do if you feel stagnant in your career and you’re looking for a change. We’ve outlined steps that you can start to take today to evaluate your career and determine if you are on the right path.
Like many other industries, the non-profit sector was harshly impacted by the pandemic and thousands of employees lost their jobs. Now as the job market starts to recover and a new era of work begins, non-profit jobs are on the rise according to The Nonprofit Times. Over the past year, many people have had the opportunity to re-evaluate what they want out of their jobs and what working situations work best for them. Flexibility and remote work have become a top priority for many people as they search for their next role. In addition, quarantine gave people the chance to reflect on their career goals and possibly shift the direction of their careers. Finally, a difference in organization culture is leading to a comeback in non-profit interest compared to for-profit corporations.
The hybrid work model is another product of the pandemic that is gaining attention in both a positive and negative light. Employees want to maintain the convenience of working from home while organizations don’t want to lose their office spaces. It may seem like the perfect solution for management to implement hybrid work as a way to please both sides, but it may not be the best decision in the long run. According to Forbes, a “great resignation” is ensuing where employees are leaving organizations in large numbers due to not having the option to work fully remote. Now, HR and management teams are facing a tough decision to balance what their employees want and what their organization needs to successfully operate.
As organizations begin to determine if they’ll be fully remote or in office, hybridization has become another option for management to appeal to both work styles. While hybrid work models seem to combine the best of both worlds it may not be the best fit for every team. We’ve compiled a few questions that you should answer before committing to a new work model like hybrid.