Brightside Advisors

Textio recently released their 2024 report on language bias in performance feedback. Key findings include: ?? Men are 2-4 times more likely to be positively stereotyped in their feedback ?? Women are negatively stereotyped up to 7 times more than men ?? Women receive more personality-based feedback than men, regardless of performance level ?? Workers who get low-quality feedback - including positive feedback - in annual performance reviews are 63% more likely to quit their jobs within a year ?? People are more likely to internalize feedback that aligns with social stereotypes about their identity, creating a disproportionate disadvantage for people from the historically marginalized groups that have been most heavily penalized with negative stereotypes Managers: If you want to retain top talent, give specific, actionable, and clear feedback and avoid fixed-mindset or personality-based comments. HR leaders: If you’re finding that annual trainings haven’t reduced employee escalations, consider investing in tools that identify managers who need support—even if they’re not reaching out for help.

"A haunted house..." nonprofit version. Which one's the scariest? What did we miss that haunts you? #NonprofitHauntedHouse

"That's the interesting thing about work stress. We don't really experience much of it at work - we're too busy. We experience it outside of work. When we're commuting. When we're at home. When we're trying to rejuvenate." There are helpful and productive ways to think about work outside of it, such as creative and problem-solving ways, which are in our control. To mitigate the potential for burnout and work-related emotional distress, we must be careful about how much we ruminate about work outside of work hours - how much we second-guess our decisions, worry about the future, or think about tasks we haven't gotten to yet. #Burnout #WorkLifeBalance #WorkStress

Navigating organizational change can be challenging, but real-time employee feedback through pulse surveys can make all the difference. By regularly checking in with your team, you can address concerns early, maintain engagement, and ensure your changes are truly effective. #Leadership #EmployeeEngagement #OrganizationalChange

Stay interviews can be a effective tool for managers to increase employee engagement and reduce staff turnover. Why Are Stay Interviews Beneficial? ? Boost Employee Engagement: By showing employees that their opinions matter, you foster a culture of respect and value. ?Reduce Turnover: Identifying potential issues early helps in addressing them before they lead to resignations. ?Enhance Job Satisfaction: Tailoring roles and responsibilities to better fit employee strengths and preferences increases satisfaction. ?Improve Communication: Regular, open dialogues strengthen the relationship between employees and managers. #StayInterviews

The true measure of an organization's commitment to its values is evident in the policies it upholds. Policies are the foundation upon which an organization's values rest. In the words of Ibram X. Kendi from his book How To Be An AntiRacist, “Individual behaviors can shape the success of individuals. But policies determine the success of groups." Robust policies are not just guidelines but a reflection of what an organization truly values. We develop and revise policies that foster an inclusive, equitable, and thriving workplace for all. When we work with organizations to refine their policies, we're laying the foundation for a culture that supports collective success and mirrors the organization's core values. #OrganizationalValues #PoliciesAreValues #PolicyDevelopment

It's never been more challenging to be a nonprofit CEO. A report released earlier in 2024 by the Building Movement Project found that 41% of BIPOC nonprofit CEOs and 31% of white nonprofit CEOs are considering transitioning out of their roles because of burnout, and nearly a quarter of nonprofit CEOs (23% BIPOC, 22% white) are considering transitioning because of a desire for less responsibility. Additionally, of nonprofit staff, 32% of BIPOC staff and 44% of white staff are not interested in taking on a top leadership role. So how do we balance the turnover with so many individuals not wanting to transition into a CEO role? ? Ensure the job is actually doable.? ? Increase support from exiting leaders and other CEOs/EDs.? ? Cultivate younger staff with leadership aspirations.? ? Remain open to, and fund, alternative leadership approaches, such as Co-ED models, which are currently on the rise. The full report can be found here: https://lnkd.in/ghGmGGb9

According to Candid, as nonprofit revenue increases, the share of white male CEOs also increases, while BIPOC and white women CEOs become fewer. For orgs with less than 50k in revenue, CEOs are 22% white men, 16% BIPOC men, 34% white women, and 28% BIPOC women. For orgs with more than $25M in revenue, CEOs are 41% white men, 12% BIPOC men, 33% white women, and 14% BIPOC women. (And this doesn't even account for the fact that nonprofit CEO diversity is so low that all non-white CEOs are lumped together as BIPOC...)

In?one survey, managers shared that 83% of the meetings on their calendars were unproductive. Yikes. But too often, our workplace cultures rely on meetings to get just about anything done. Something has to change. Do you have meetings you could not attend or cancel? What would it take for you to do it?

"...evidence supports that if we want to ramp up our productivity and happiness, we should actually be doing less." We're working with a client right now who is focused on purposefully doing less to support their employees in having a stronger experience through greater work-life harmony. But wanting to do it and knowing how to do it are not the same thing and it gets messy in the implementation, partly because it's hard for any of us to drop work that we've been doing and are invested in or want to see through. Even when we know we need to let something drop. Intentional effort is critical for this, and this article provides great tips on how to be deliberate in thinking through what tasks can be stopped or given less time. #Productivity #WorkLifeHarmony #WorkLifeBalance #Purposeful