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How Do We Change the Culture of Our Not-for-Profit?

How could we apply the principles of human resources management to behave and operate just like a for-profit business? —Battling Uphill, HR manager, education, Karlstad, Sweden
November 14, 2012
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Related Topics: Organizational Culture, Corporate Culture, Dear Workforce, Workplace Culture
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Dear Battling Uphill:

The answer is deceptively simple. The way to engage your workforce is to institute a program of what we call "intrapreneurship." Basically, you're giving people "psychic ownership" over their aspect of your enterprise.

Create a system of key performance indicators so that people are rewarded for high performance and for supporting each other. Reward your leaders for "developing their followers" and penalize them for losing topnotch people.

There are a couple of tools to help you to organize this concept: The Great Game of Business and James Womack's concept of "Lean Thinking." Both may be applied to the not-for-profit sector.

SOURCE: Joyce L. Gioia, The Herman Group, Austin, Texas

LEARN MORE: Read "How Do We Correlate Performance Management and New Training?"

The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.

The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.

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 The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.

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