It is estimated that nearly 50% of front-line care staff and project officers are on temporary or short-term contracts. This trend over several decades has resulted in a whole generation of workers in the 3rd sector working with little or no job security.
Now, no one is saying that charities are employing on the “Sports Direct” model. But nevertheless this short termism affects staff, clients and the organisation.
A specialist grant body has estimated that role redundancy and termination of individual contracts happens somewhere in the sector every day of the year.
The impact on services and the organisation is almost always negative. Staff start looking for the next job. The more marketable individuals frequently jump ship early. Morale dips and stress increases for those remaining.
But in over 60% of short-term contracts the funder renews the contract!
Now, no one is saying that charities are employing on the “Sports Direct” model. But nevertheless this short termism affects staff, clients and the organisation.
A specialist grant body has estimated that role redundancy and termination of individual contracts happens somewhere in the sector every day of the year.
The impact on services and the organisation is almost always negative. Staff start looking for the next job. The more marketable individuals frequently jump ship early. Morale dips and stress increases for those remaining.
But in over 60% of short-term contracts the funder renews the contract!
Career coaching contracted staff
Several enlightened leaders are trying to intervene in this vicious cycle. They are keen to ensure staff are well supported and motivated from day one until the final day (if or when it comes).
One of the tools they use is to hire a career coach to work with groups of staff affected by the end of project. The coach’s object is to help the individuals explore their attitude to change and look at the opportunities, as well as the threats, this brings.
This can be done by providing support to improve and strengthen individual CVs in preparation for the next round of job applications (internal or external). They can also provide confidence boosting tips and advice to upgrade their interview skills.
One of the tools they use is to hire a career coach to work with groups of staff affected by the end of project. The coach’s object is to help the individuals explore their attitude to change and look at the opportunities, as well as the threats, this brings.
This can be done by providing support to improve and strengthen individual CVs in preparation for the next round of job applications (internal or external). They can also provide confidence boosting tips and advice to upgrade their interview skills.
Improving morale
Charities using this technique report higher morale both for the affected staff and the wider organisation. This is because all staff get to see the charities values in action. Values which generally include care and respect for all stakeholders.
They also report reduced early loss of good staff, continued quality of service and a higher standard of preparation for internal recruitment.
They also report reduced early loss of good staff, continued quality of service and a higher standard of preparation for internal recruitment.
Building career coaching in from the outset
With clear benefits to the organisation charities have the opportunity to build in career coaching at the outset.
Making provision for such a tool in bids for project funding will further demonstrate the charity's understanding of the value of it's workforce.
Making provision for such a tool in bids for project funding will further demonstrate the charity's understanding of the value of it's workforce.
