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|Thursday, October 01, 2009|
BY ADAM DAVIS AND SU MIDGHALL
Two important themes emerged in a comparison of the inaugural 100 Best Nonprofits survey and those from the 100 Best Company survey: The two groups of employees are very similar in the importance they place on what makes a great workplace, but their satisfaction levels with several key issues are very different.
The 6,700 employees who participated in the 100 Best Nonprofits survey and the workers who participated in this year’s 100 Best Companies survey all ranked satisfaction and importance of 50 workplace qualities in six categories: benefits and compensation; work environment; decision-making and trust; performance management; and career development and learning. (Ten questions on sustainable practices were surveyed but not used to rank Nonprofits or Companies. The responses to those questions are used to rank the 100 Best Green Companies.) Because many of the same questions were asked in the two surveys, responses were easily compared among employees of these two business sectors.
Employees in the Nonprofits and Companies surveys reported virtually no differences in what workplace qualities were important to them, with the exception of two questions. Nonprofit employees’ rated slightly higher the importance of “fairness for differing racial, gender, sexual-orientation, or disability groups” and of the “organization’s broader support for the community.”
These were not major differences, but were the most noticeable among all of the workplace qualities. As one employee noted about his nonprofit employer: “The management team is great and is made up of both men and women. Women are held in equal esteem as men. The board is equally balanced between men and women.”
As a whole, employees in the nonprofit survey assigned their highest importance ratings to two workplace variables: “treatment of employees by supervisors,” and “pride and belief in the organization.” The latter item clearly reflects the mission-driven quality of nonprofit organizations and their employees, while the former speaks for itself. Nonprofit employees assessed all workplace characteristics to be of relatively high importance.
While importance ratings were highly consistent in this survey and differences between both groups of employees on areas of importance were quite small, there was a much bigger difference between the groups with the satisfaction ratings of the 50 workplace qualities.
Nonprofit employees were most satisfied with having “clear understanding of the organization’s mission and purpose,” “fairness for differing racial, gender, sexual-orientation, or disability groups,” and “pride and belief in the organization.” As noted earlier, the latter was also one of the most important aspects for employees. One employee commented, “There is a sense of family and pride in the work that we do, we work hard and have a fun time doing it.”
By contrast, nonprofit employees rated their least satisfaction with “opportunities for increases in pay and benefits,” “rewards for top performance,” and “timely discipline and termination of poor performers.” The lowest satisfaction ratings were around compensation structures, but it’s important to note that nonprofit employees were making a distinction between opportunities for financial growth and learning versus their actual compensation.
Many of the largest differences between employees in the 100 Best Nonprofits survey and those in the 100 Best Companies survey were in career development and learning, not benefits and compensation. While many nonprofit employees saw career development and learning (including opportunities for increases in pay based on performance) as an area in which their employers can improve, employees in this sector demonstrate strong mission-driven dedication to the organizations in which they are employed.
These employees value, and feel they experience the benefits of, a flexible work environment that allows for the balancing of work and family life, which promotes fairness toward workers from all groups, advances a commitment to the betterment of the community, and promotes sustainable practices.
Through the results of this survey employees are telling a story to their nonprofit employers that they want more dialogue about how best to retain their highly qualified staff. This includes opportunities for pay increases, performance-based promotions and rewards, acknowledgment by management for performance, and the organization’s commitment to general career and salary advancements.
Thursday, July 03, 2014
BY TED AUSTIN & MIKE BAELE | GUEST CONTRIBUTORS
The Office of Economic Analysis announced that Oregon is currently enjoying the strongest job growth since 2006. While this resurgence has been welcome, the lingering effects of the 2008 “Great Recession” continues to affect Oregon businesses, especially with regard to estate planning and business succession.
Monday, July 07, 2014
BY TOM COX | OB BLOGGER
Named after the 2010 experiment by Thomas Ryan, "Robin Sages" are fake social media profiles designed to encourage linking and divulging valuable information.
Friday, July 18, 2014
BY JASON NORRIS | OB GUEST CONTRIBUTOR
Back in May, we shared a common Wall Street quote about investing, “Sell in May and go away.” Fast forward to July and the most common question we have been getting from clients is, “When is the market pullback going to occur?”
Wednesday, July 09, 2014
BY LINDA BAKER | OB EDITOR
Scott Kveton, the CEO of Urban Airship is taking a leave of absence from the company. As the story continues to unfold, here’s our perspective on a few of the key players.
Thursday, July 31, 2014
BY MARY SPILDE | OB GUEST CONTRIBUTOR
Faced with the aftermath of the “great recession,” increasing concern about the environment and dwindling family wage jobs, we have some very important choices to make about our future.
Wednesday, July 02, 2014
BY JESSICA RIDGWAY | OB WEB EDITOR
Dress for Success Oregon promotes the economic independence of disadvantaged women by providing professional attire, a network of support and career development tools.
Thursday, July 24, 2014
BY LINDA BAKER | OB EDITOR
Remember the naysayers? Those who called the South Waterfront aerial tram a boondoggle? Those who rejoiced at the massive sell off of luxury condos at the John Ross and Atwater Place?
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