Three years after COVID spread across the globe, there is no denying that the pandemic played a pivotal role in today’s hiring challenges in multiple industries and nonprofit businesses across the country. The pandemic served as a lightning rod to bring changes that business leaders and industry experts believed were inevitable at, what seemed, some far-off point in the future.
COVID brought to light challenges such as ever-increasing skills gaps they were struggling to fill and strict budget constraints. Additionally, businesses were forced to embrace the once-unclear future of remote work after COVID.
Over the past few years, overarching trends have focused on phenomenas like the great resignation, quiet quitting, and the change that comes with fast-paced leaps in technology. During the pandemic’s peak, workers gained insights into their value, or lack thereof, to employers and since have become more likely to seek better opportunities.
Here, we will explore additional factors that will likely affect hiring after COVID for private and nonprofit businesses and the future of remote work.
Technology’s Role in the Hiring Process
The hiring process is typically long, complex and stressful for everyone involved. Busy HR professionals struggle to manage their regular day-to-day responsibilities while occasionally needing to shift over to hiring mode.
Technology continues to streamline the recruitment and hiring process. COVID played an instrumental role in the acceleration of the creation and adoption of automated recruiting, which far outpaced the originally anticipated timeline. Think about virtual interviews. While hiring managers used this technological capability pre-COVID, it has become the default first meeting environment in many cases today. It is an excellent way to meet the candidate in a comfortable setting and facilitates secondary interviews and other tools to help abbreviate and simplify the hiring process.
Whether businesses want to attract, assess, interview or onboard candidates, there are technological tools and programs to help ease and shorten the process.
Here are some technologies hiring managers increasingly rely on today.
Virtual Interviews and Hiring
No matter what anyone feels about virtual interviews and virtual hiring, these practices are here to stay, whether using Zoom, Microsoft Teams or another platform. For some businesses, remote work policies after COVID might remain the same for a long time or indefinitely.
Even if virtual interviews lack the ability to pick up on some aspects and nuances of body language and the ability to interact in real space, they are an effective tool in getting to know someone at a lower barrier of resistance.
Video interviews give everyone a chance to get to know each other better in a shorter time and without as much commitment, such as traveling for the busy, job-seeking candidate or setting up space or dealing with candidate cancellations for the hiring team. Best of all, it allows employers to search for the best candidate who may live across the country, thus saving traveling expenses while finding, vetting and hiring someone who is the right fit.
AI
Artificial intelligence (AI) has been looming on the horizon for years, but over the past several months, it has become a household name and reality to just about everyone. This technology has progressed faster than most had anticipated, and busy HR teams are now able to incorporate AI into their hiring strategies.
One way that employers and HR teams are using AI is to manage the massive influx of applications they receive due to layoffs across industries during the past year. HR teams can manage the deluge of applications and resumes and other bulk data and HR processes.
Social Media
Social media has become a force in assisting hiring teams’ efforts to promote key positions quickly and effectively. Although social media has been around for several years, and hiring teams have used various platforms, it has gained a much bigger role in recruitment practices, such as promoting roles and receiving and reviewing applications.
Add to the fact that everyone has become more comfortable with social media after COVID, though younger workers were already well-versed in social media in many areas of their lives, including job-seeking.
The Role of Flexibility in the Hiring Process
Nonprofit companies and their HR departments understand that hiring after COVID has drastically changed, understanding they need to remain flexible or become more flexible with their hiring processes.
Essentially, it is vital that businesses and hiring managers consider the best strategy to attract and hire the best candidates for their business.
In part, that means adjusting the definition of a qualified or experienced candidate as recruiters struggle to hire hard-to-fill and high-volume positions. Perplexed and frustrated employers need to find ways to contend with workers’ lingering worry about COVID exposure and the tenuous financial state of the country, leaving many unemployed professionals feeling more comfortable relying on unemployment.
Employers and their hiring teams need new sourcing tactics to foster trust and bring qualified candidates back into the hiring pool. Some flexible talent acquisition strategies include examining current pay rates, compensation, embracing remote work after COVID, hybrid or remote workplace models and other incentives necessary to attract and hire quality candidates. In some situations, companies might need to consider offering sign-on bonuses for positions that were once easy to fill.
Companies need to remain flexible and open to innovation in these transitional times to show that they are progressive and willing to meet candidates where they are in today’s job market.
Here are some additional ways to add flexibility and innovation to hiring after COVID:
Our UST HR Workplace offers a robust suite of practical, comprehensive HR tools and resources that can help your team focus on your nonprofit’s mission and the communities you serve. As a UST member, simply log into your Mineral portal to access live HR certified consultants, 300+ on-demand training courses, an extensive compliance library, and more.
SOURCES
https://hrexecutive.com/what-will-recruitment-look-like-after-covid/
As a nonprofit organization, it is essential to have a cohesive and productive team in order to efficiently achieve your mission and goals. Implementing team-building activities can significantly strengthen the bond among team members, improve communication and collaboration, and enhance overall team performance.
Research has shown that team-building activities have a positive impact on employee engagement and job satisfaction. By providing opportunities for team members to interact and work on common goals, you are creating a sense of belonging and promoting a positive work environment. This translates into better retention rates and higher productivity. Moreover, team-building activities can help identify and address areas where improvement might be needed, such as conflict resolution. As a result, team members will develop skills that are not only beneficial in the workplace but also transferable to other areas of life.
Apart from the benefits for team members, team-building activities can also benefit the organization as a whole. By fostering a positive work environment, you are more likely to attract and retain talented and dedicated volunteers and employees. You can find countless team building ideas depending on the desired outcome and your team’s culture. Below we explore the benefits of team building exercises for nonprofit employers and their employees.
1. Enhances Communication: Team building exercises enhance communication among nonprofit employees. As team members get the chance to know each other better, communication improves, leading to smoother and more efficient interactions, which aligns your workforce towards a common goal.
2. Builds Trust: Trust plays a significant role in any work environment. Team building exercises are designed to enhance the feeling of trust between colleagues, opening opportunities to share personal experiences while building respect and empathy—making it easier for teams to work cohesively.
3. Increases Productivity: When employees have the chance to connect through team-building activities, they’re more likely to produce high quality work. Team building activities can relay positive effects on an organization’s productivity and performance, thus creating a better work environment.
4. Encourages Creativity: Various team building activities allow team members to think outside the box and provide practical solutions to organizational challenges. A team with a creative mindset is more likely to come up with unique problem-solving solutions that align with the organization’s progress.
5. Promotes Inclusivity: Team building activities promote inclusion by providing a platform that promotes a positive and healthy work environment for each member of the team. Promoting inclusivity makes every member in the workplace feel valued and appreciated, which creates a comfortable and accommodating atmosphere in the workplace for everyone involved–endorsing diversification.
Implementing team-building activities at your nonprofit organization can have a significant impact on team performance, job satisfaction, employee engagement, and overall mission achievement. It is an investment that will pay dividends in the long run.
During the past decade, employers have become increasingly aware of the need to attend to employees’ needs that range far beyond essential compensation and benefits.
With the understanding that workers are sacrificing large chunks of their lives to commit to their respective nonprofits’ success, leaders have turned their focus to employee engagement in nonprofit organizations to ensure that employees feel recognized and valued as individuals. Knowing that highly engaged teams provide 21% more profitability, it’s a goal that is well worth the effort.
Something interesting happened to employee engagement before and after COVID-19. During the peak of the pandemic, employees were happy that their jobs were preserved and that they had income. It made it easier for employers and employees to band together for a common goal, despite working in a sudden and forced remote context.
Employees were able to find the work-life balance employers had long sought to provide. The question is, where do things go from here for nonprofits and employee engagement?
Employee Engagement in Nonprofit Organizations with a Remote Workforce
As some employees have returned to the office, many still work remotely, leaving nonprofit leadership wondering how to maintain employee engagement and morale with a dispersed workforce.
Many nonprofits are now facing challenges such as remote employees experiencing a blurred work/life balance, higher burnout and worst of all, less engagement with co-workers, the nonprofit and its mission.
Here are five tips to help you encourage greater employee engagement before and after COVID-19 restrictions.
1. Commit to regular employee recognition practices: It is a long-held truth that employees need to feel valued beyond receiving a regular paycheck and standard benefits. Employee recognition drives loyalty, engagement and mutual success. Your recognition can be as simple as sending a personalized email saying, “Thank you for your hard work!” or you might hold monthly Microsoft Teams calls acknowledging top performers, providing gift cards for restaurants or shops near their respective homes.
2. Encourage regular video calls: Whether your nonprofit uses Zoom, Microsoft Teams or another video calling platform, encourage its regular use. Schedule daily meetings that last 10-15 minutes and give everyone a chance to say good morning and give a rundown of their day to help everyone maintain engagement and offer support to each other. This practice helps provide and nurture the cohesiveness they might be missing by seeing each other organically in passing in the office.
3. Provide professional development and growth opportunities: Let remote employees know that you want them to grow with your nonprofit. Offer them the same training and educational opportunities that you would offer if they were on-site. When you are willing to invest in employees’ futures, they understand that you value them for what they do now and all that they can do in the future. Employees want to work hard when they feel that you are allowing for and creating more opportunities for their growth, advancement and eventual leadership as well as the ability to make decisions.
4. Keep everyone up to speed with consistent communication: Communication is essential in any professional setting, but it has become crucial and more complex than ever before in remote and hybrid work model contexts. For instance, prevent situations where on-site employees get important company news before remote employees. If your organization is about to experience disruptions, good or bad, wait until you can gather everyone for a video conference call to share the news and discuss the path forward.
5. Find nonprofit human resource solutions that can help: The right human resource practices can help you avoid missteps in everything from daily communication to paying unemployment taxes for 501(c)(3) nonprofits. Find solutions that help you and your team remain focused on your core mission, leaving operational matters to an outsourced nonprofit human resources solution provider.
Our UST HR Workplace can help your team focus on your nonprofit’s mission and everyone’s satisfaction and success. As a UST member, simply log into your Mineral portal to access live HR certified consultants, 300+ on-demand training courses, an extensive compliance library, and more.
Sources
https://www.forbes.com/sites/nazbeheshti/2019/01/16/10-timely-statistics-about-the-connection-between-employee-engagement-and-wellness/?sh=28b9903222a0
The pandemic’s surprising impact on employee engagement and enablement
Question: Lately, we’ve noticed employees using wearable devices while working. We have a policy that limits personal cell phone use at work. Can we expand that to include wearables like smartwatches?
Answer: Yes, you can expand your policy to include wearables or other smart devices that might cause distractions to your employees while they are working. Here are a few things to consider when revising your policies:
This Q&A was provided by Mineral, powering the UST HR Workplace. Have HR questions? Sign your nonprofit up for a FREE 60-day trial here. As a UST member, simply log into your Mineral portal to access live HR certified consultants, 300+ on-demand training courses, an extensive compliance library, and more.
Nonprofit employees are some of the most dedicated and passionate workers out there, often working long hours with limited resources to achieve their organization’s mission. However, this level of commitment can leave employees feeling overwhelmed, stressed, and burnt out. This kind of environment ultimately leads to mental fatigue, which can negatively impact their well-being, productivity and efficiency—especially for remote employees. As nonprofit employers, it’s vital to recognize and address this issue to ensure the health and happiness of your workforce.
Below are some ways to help your employees overcome mental fatigue in the workplace.
1. Practice healthy routines: Nonprofit employees often feel like they need to constantly work to make a difference, even if it means sacrificing their own well-being. However, taking breaks and making downtime a priority is crucial to avoid burnout and mental fatigue. Encourage employees to structure their day and to take breaks, whether it’s a quick walk outside or a few minutes to meditate. It’s essential to recognize the importance of separating work and personal time. Encourage employees to set clear boundaries, such as strict working hours, and avoid being available 24/7. It will ultimately lead to a healthier work-life balance and reduce the risk of burnout. Additionally, consider implementing a more flexible work schedule that allows for rest and recovery.
2. Prioritize open communication: Communication is an essential factor in maintaining a healthy work environment. Mental fatigue can stem from feelings of being overwhelmed or isolated in the workplace. As a nonprofit employer, it’s essential to prioritize open communication and make employees feel heard and supported. Encourage employees to communicate their concerns and issues effectively. Regular check-ins, team meetings, and one-on-one sessions can help employees feel connected and motivated. They should feel comfortable approaching their manager and addressing their worries. Managers should also be available to provide guidance and support to their team. Additionally, consider providing mental health resources and encouraging employees to seek out help when they need it.
3. Foster a positive work environment: A positive work environment can go a long way in combating mental fatigue. As a nonprofit employer, it’s important to create a workplace culture that values positivity and gratitude. This can include celebrating wins, recognizing accomplishments, and providing opportunities for team bonding—especially for remote and hybrid teams. Additionally, consider incorporating fun and creative activities into the workday to alleviate stress and foster a sense of community.
4. Encourage self-care practices: Self-care practices are crucial for maintaining mental health and combatting mental fatigue. As a nonprofit employer, make sure to encourage and support self-care practices among your employees. This can include providing resources for meditation, mindfulness, and exercise. Additionally, consider offering paid time off for mental health days or providing opportunities for employees to attend wellness events.
5. Provide opportunities for professional development: Investing in training and development opportunities is a great way to invest in your employees’ mental well-being. It can help employees feel motivated and engaged in their work, which can combat feelings of burnout. It’s also the perfect opportunity for employees to learn new skills and techniques that can be beneficial to their overall performance. Offering training programs, mentorship opportunities, and opportunities for cross-departmental collaboration can alleviate boredom at work and can renew employees’ enthusiasm for their job.
Mental fatigue is a common issue in the nonprofit workplace and can significantly impact remote employees, leading to burnout and a decrease in productivity. By implementing these strategies, you can help your employees overcome mental fatigue and feel supported and valued in their work while staying motivated and engaged. Remember, a healthy and happy workforce is key to achieving your organization’s mission and making a difference in the world.
You might think that hybrid and remote employee retention is simple when you offer such a flexible and generous workplace model. However, there will always be challenges associated with retaining staff, whether in-office or virtual.
It is challenging to maintain a consistent workplace culture when half or more of your employees are working remotely. When it comes down to it, there is more to employee satisfaction than working in their selected location. Other issues might arise for them that you can’t predict or control.
Here are seven ideas for managing a virtual workforce to help ensure you retain valued employees.
7 Ways to Retain a Virtual Workforce
Let’s explore some ways we believe you can improve employee retention remote work outcomes:
1. Establish Your Workplace Culture Early and Clearly
Just because you allow for a scattered, remote and hybrid workforce doesn’t mean you relinquish control of your nonprofit workplace culture, rules and mission. It is vital to maintain a standard for all employees, whether working from home, in the office or on the other side of the country.
The best ways to establish and maintain your company culture in a blended workplace model include:
2. Ensure Remote and Hybrid Employees Feel Included
As mentioned in our first tip, create a space or spaces where remote and hybrid and employees can sit and work or meet with management and coworkers during visits. If you can afford it in a nonprofit environment, try to maintain a desk space for every employee, so they know they are welcome and are a part of the team.
Also, avoid calling a staff meeting that only includes on-site employees — even if it is a purely on-site issue related to the facility or other topic — to prevent accidentally leaving a remote staff member off the meeting list.
As irrelevant as it might seem to you and your remote employee, your inclusion of them helps reinforce that you keep them in mind and want them involved in office matters.
Similarly, if you go out to lunch with team members to celebrate an accomplishment, work to find a date that works for in-office and remote and hybrid employees.
3. Set Up a Reimbursement Plan and Fund for Remote Workers
If your remote employees were working in the office, you would provide all the office supplies, hardware equipment, internet access and anything else they need. You might not want to buy and ship things to your remote employee, knowing they can do it themselves, selecting things that work best for them per their tastes or ergonomically.
Let them know that your nonprofit will reimburse payment for office supplies and equipment that they purchase. You don’t want to be like the one-third of employers who ask employees to pay for their work-related internet service and buy their supplies and equipment.
When you establish a fair reimbursement policy, you will not only stay compliant with local labor laws, but also your remote employee will appreciate not bearing the financial burden of doing their work.
4. Send an Agenda for Each Meeting
It’s important that all your nonprofit employees and managers are on the same page during each meeting. The best way to ensure everyone stays on track is to prepare and send an agenda for each meeting to everyone, certainly including remote employees. This step is standard best practice if everyone works in the office, but it’s doubly important for remote employees.
Sketch an outline of the meeting’s objectives, adding what you want to discuss, what you want to hear from employees and, finally, what the desired outcome is. Make sure to lay all this out on your agenda to let everyone know your expectations of them. Employees can think about the meeting and how they might respond when it’s time, whether verbally or via chat.
5. Offer Career Development and Training Courses
Employees feel valued when you let them know you believe they have a strong future with the company and you want to help them fulfill their vision of them. Investing in valued employees leads to powerful remote employee retention.
Work with leadership and funding providers to design professional development programs for talented employees who can do more with the right virtual or easily accessible training. Allow employees to take on special projects or participate in training seminars, networking opportunities and coaching processes.
6. Request That On-Site Employees Participate in Meetings From Their Desks
Another way to ensure that your nonprofit employees and managers are bonding is to create situations of solidarity. Ask your on-site employees to access the Zoom call from their desk instead of having the on-site employees huddle in the conference room.
7. Monitor and Measure Employee Engagement
As a leader of a disparate workforce, you need to monitor and measure everyone’s involvement. Think of it as “reading the room” or “taking the temperature,” but you need to stay aware of who is fully present during each meeting or conversation and who seems to fade away or behave as if they are distracted or bored.
Conduct regular employee surveys for everyone to fill out, remote or not, to see how everyone is doing.
If you are worried about managing a virtual workforce and how to retain your valued employees, UST offers a full suite of solutions. Our resources are easy to access, understand and deploy for your HR and management teams for employee retention remote work.
Visit us to explore our resources, which include multiple downloads and a live HR hotline.
SOURCES
https://www.bbgbroker.com/7-ways-to-improve-employee-retention-in-a-remote-workplace/
https://sparkbay.com/en/culture-blog/remote-staff-retention-27
Nonprofit organizations, by nature, are dedicated to serving others. From advocating for social justice to providing assistance to marginalized communities, nonprofits have a critical role to play in creating a better world. However, to achieve their goals, nonprofit organizations must also cultivate a positive and healthy workplace culture. When done correctly, this process can help improve your workforce’s overall performance, creating a more productive, motivated, and engaged team. Below are some ways cultural transformation can benefit your workforce.
1. Improved Communication – Communication is the key to any successful organization. Without it, the employees will not be able to work together efficiently, resulting in reduced productivity and missed opportunities. An effective cultural transformation within a nonprofit organization can ensure that everyone is on the same page, working towards the same goals, and communicating in the most transparent and open way possible. When employees feel their voices are heard and valued, they will be more likely to share their thoughts and ideas, leading to better decision-making and increased innovation.
2. A Greater Sense of Purpose – Nonprofit organizations have a unique advantage when it comes to inspiring their employees. Most individuals who work in the nonprofit sector are driven by a sense of purpose, making their work extremely fulfilling. However, this motivation can wane over time if not cultivated and nurtured properly. Cultural transformation within nonprofit organizations can provide employees with a renewed sense of purpose and direction, reminding them of the critical work they do, the value it brings, and the greater impact it has on the community as a whole.
3. Builds Trust and Respect – Building trust and respect among employees is an essential aspect of any positive work culture. A cultural transformation can help create a more harmonious workplace, where employees trust and respect one another. This type of environment fosters an atmosphere where employees feel more comfortable taking risks, collaborating better, and working seamlessly together to achieve the organization’s goals.
4. Reduces Employee Turnover – Employee retention is a significant challenge for many nonprofit organizations. Without a healthy workplace culture, high employee turnover is likely to happen, which can have devastating effects on the organization’s overall performance. A cultural transformation can address this issue by creating a more attractive workplace, which can reduce employee turnover. By nurturing an environment in which employees feel respected, engaged, and challenged, nonprofit organizations can retain their best employees and create long-term value.
5. Increases Innovation – Nonprofit organizations must stay innovative to remain competitive and maintain their relevance in the community. Without innovation, these organizations can become stagnant, lose relevance, and eventually fail. A cultural transformation can help fuel innovation by encouraging creativity, experimentation, and risk-taking. When employees feel liberated to challenge the status quo, they become more open to trying new things, leading to new discoveries, new methods, and ultimately better outcomes.
In conclusion, cultural transformation is essential for nonprofit organizations to thrive in today’s competitive world. By investing in positive workplace culture, these organizations can create a more fulfilling work environment, where employees feel valued, engaged, and motivated. By building trust, improving communication, creating a shared sense of purpose, reducing employee turnover, and encouraging innovation, nonprofit organizations can leverage their full potential and deliver on their missions in the most efficient and impactful way possible.
America’s charitable nonprofits serve and nurture people of every age, gender, race, and socioeconomic status—supporting at-risk communities nationwide.Due to the sensitive information being collected from program participants, volunteers, and donors alike, nonprofits are more vulnerable to a wide range of risks. And with the continuing advancement of technology, cybersecurity has become an increasingly important issue for which many nonprofits are ill-prepared to deal with.
Any unmitigated risks could easily threaten your nonprofit’s livelihood and derail your organizations operations. Discover how you can create business practices that safeguard your reputation, your donors, and the communities you serve in this on-demand recording.
In this session, we explore:
Upcoming UST Live Webinars: This webinar series was designed to equip nonprofits with the strategies and resources they need to survive (and thrive) in a constantly evolving environment. Be on the lookout for future UST Live sessions.
During the best of times, it is challenging for nonprofit HR teams and their organizations to pay employees what they would like to. As you probably know, those who work in the nonprofit sector understand that earning a high salary is highly improbable, but you still need to offer fair wages.
But how do you create a recruiting budget for your HR needs? If you struggle with nonprofit recruiting, you are not alone. Many nonprofits indicate that the hiring process presents the greatest obstacle for their companies.
Some challenges nonprofit hiring teams face include tight budgets that translate to insufficient salaries for professionals; high rates of burnout for staff members living on a small budget; and the time-consuming recruiting process that takes HR professionals away from regular duties.
While these challenges are all too real for top nonprofits, there are ways to overcome them and build the team you need to help your community or cause without compromise.
We are already barreling through 2023, but it isn’t too late to focus on developing a budget you can maintain to recruit nonprofit professionals when you need them.
Here are four tips to help you develop and maintain your nonprofit’s recruiting budget:
1. Evaluate Your Goals for the Year
Gather your accounting and HR teams, and make sure everyone brings their calendars. Explore or launch your goals and strategies for the coming year, touching on goals and metrics and how to achieve them. Then compare this year’s goals to last year’s to see what your metrics tell you. If you came in under budget with new-hires the previous year, try using the same strategy for the coming year.
Look at how many new professionals you will need to accomplish your goals, and work to determine how you can manage the budget to hire the right talent without overextending your HR staff.
2. Explore Historical Recruitment Budgeting Strategies
If you didn’t hire anyone new last year, you might need to go back further. Examine historical hiring practices from the past five years, considering the following:
Several of these expenditures can become expensive if you do them for each position. You might need to evaluate the urgency of each one if your budget is tight this year.
3. Take the Temperature of Your Current Staff Atmosphere
Do you think someone on your team might resign this year, or is there someone you know you need to let go for some reason? These considerations can help you realistically plan for a possible recruiting session, which allows you to find a way to work the process into your budget.
4. Outsource Some HR Tasks
Support from HR outsourcing solutions providers can be invaluable to give your current employees more bandwidth. The recruiting process is time-consuming and complex, so you don’t want to leave your current employees struggling while your HR team and anyone else available focus on one new position for an unpredictable duration.
Work with a company that offers valuable resources, such as downloadable and easy-to-understand documents, a live hotline to answer important questions on the spot, and on-demand training courses that bring your employees up to speed on the latest nonprofit recruiting best practices.
UST offers resources to help your hiring team find top talent while helping you stay well within your budget and fulfill your nonprofit’s vision and mission.
Sources:
https://www.slleonard.com/recruiting-and-retaining-top-talent-even-when-you-cant-pay-them-enough/
https://www.nonprofithr.com/how-to-build-a-recruitment-budget-that-work
Creating a positive culture in the workplace should be a priority for every nonprofit employer. A positive work environment can help increase employee engagement, morale, and productivity, which are all essential to a nonprofit’s success. Creating a positive culture doesn’t have to be time-consuming or expensive – small steps can add up to big results if done consistently over time. With effective communication, positive reinforcement, and team-building activities, nonprofit employers can create an environment that sets their organization apart from the rest. By investing in their employee’s well-being, nonprofits can ensure that they are creating a positive culture that will help them achieve their mission.
With that being said, here are five simple tips to help nonprofit employers create a positive culture in the workplace:
Bonus Tip – Show Appreciation: Taking the time to thank your team members or recognize their hard work goes a long way in creating positive morale and creating an engaged workplace culture. Consider setting up reward systems or recognizing special achievements such as employee of the month awards to show your appreciation for their efforts. This is a great way to boost motivation and keep positive energy flowing in the workplace!
Creating positive cultures within organizations can be beneficial for both employers and employees. By implementing these five tips, you can take steps to build a positive work environment that will help foster engagement, morale, and job satisfaction.
UST maintains a secure site. This means that information we obtain from you in the process of enrolling is protected and cannot be viewed by others. Information about your agency is provided to our various service providers once you enroll in UST for the purpose of providing you with the best possible service. Your information will never be sold or rented to other entities that are not affiliated with UST. Agencies that are actively enrolled in UST are listed for review by other agencies, UST’s sponsors and potential participants, but no information specific to your agency can be reviewed by anyone not affiliated with UST and not otherwise engaged in providing services to you except as required by law or valid legal process.
Your use of this site and the provision of basic information constitute your consent for UST to use the information supplied.
UST may collect generic information about overall website traffic, and use other analytical information and tools to help us improve our website and provide the best possible information and service. As you browse UST’s website, cookies may also be placed on your computer so that we can better understand what information our visitors are most interested in, and to help direct you to other relevant information. These cookies do not collect personal information such as your name, email, postal address or phone number. To opt out of some of these cookies, click here. If you are a Twitter user, and prefer not to have Twitter ad content tailored to you, learn more here.
Further, our website may contain links to other sites. Anytime you connect to another website, their respective privacy policy will apply and UST is not responsible for the privacy practices of others.
This Privacy Policy and the Terms of Use for our site is subject to change.
UST maintains a secure site. This means that information we obtain from you in the process of enrolling is protected and cannot be viewed by others. Information about your agency is provided to our various service providers once you enroll in UST for the purpose of providing you with the best possible service. Your information will never be sold or rented to other entities that are not affiliated with UST. Agencies that are actively enrolled in UST are listed for review by other agencies, UST’s sponsors and potential participants, but no information specific to your agency can be reviewed by anyone not affiliated with UST and not otherwise engaged in providing services to you except as required by law or valid legal process.
Your use of this site and the provision of basic information constitute your consent for UST to use the information supplied.
UST may collect generic information about overall website traffic, and use other analytical information and tools to help us improve our website and provide the best possible information and service. As you browse UST’s website, cookies may also be placed on your computer so that we can better understand what information our visitors are most interested in, and to help direct you to other relevant information. These cookies do not collect personal information such as your name, email, postal address or phone number. To opt out of some of these cookies, click here. If you are a Twitter user, and prefer not to have Twitter ad content tailored to you, learn more here.
Further, our website may contain links to other sites. Anytime you connect to another website, their respective privacy policy will apply and UST is not responsible for the privacy practices of others.
This Privacy Policy and the Terms of Use for our site is subject to change.
