Your staff is the lifeblood of your agency.
They bring passion and skill to their work and make you proud every day.
You would do anything to keep them happy in their jobs, so they continue to stay, grow professionally and enhance your organization’s work.
You know from your check-ins that they love their jobs.
But your staff wants more pay, they know you are paying just at the market rate and believe they need and deserve more.
And you do not disagree, but you also know your agency’s budget. Across the board raises are not possible this fiscal year. It is your goal to do so in the near future but right now the funds are just not there.
What do you do?
Today’s episode will discuss three short-term approaches an executive director can take when the budget will just not stretch far enough for pay raises.
I want to be clear that these suggestions do not take the place of pay raises but demonstrate to your staff how much you value them, your willingness to be creative and support a work culture where their concerns are heard and validated.
When your staff expresses a legitimate request for pay raises but there is not enough money in the budget to make those raises a reality, there are three things as the Executive Director you can do to keep your staff’s faith and confidence while working on increasing revenue.
Be transparent about the agency’s budget.
Identify what staff values in lieu of raises and work to provide it.
Be creative and leverage your full arsenal of contacts for in-kind or discounted services .
Again, this clearly does not take the place of nor should in any way be seen as a substitute for pay raises. It is an interim good-faith step to demonstrate how much you value your staff and while you are working to grow the budget you are acknowledging that they are heard and prized.
It is a short-term step, one which is about intent as much as results.
A good leader has to do more than just say no, they have to demonstrate that they will go the extra mile, be creative and find small short term approaches to reward their staff when there is no money for raises.
Find more practicable tips on my website Relish Your Role. com. I have so much respect for the work you do!
Thanks for listening.
Your staff is the lifeblood of your agency.
They bring passion and skill to their work and make you proud every day.
You would do anything to keep them happy in their jobs, so they continue to stay, grow professionally and enhance your organization’s work.
You know from your check-ins that they love their jobs.
But your staff wants more pay, they know you are paying just at the market rate and believe they need and deserve more.
And you do not disagree, but you also know your agency’s budget. Across the board raises are not possible this fiscal year. It is your goal to do so in the near future but right now the funds are just not there.
What do you do?
Today’s episode will discuss three short-term approaches an executive director can take when the budget will just not stretch far enough for pay raises.
I want to be clear that these suggestions do not take the place of pay raises but demonstrate to your staff how much you value them, your willingness to be creative and support a work culture where their concerns are heard and validated.
When your staff expresses a legitimate request for pay raises but there is not enough money in the budget to make those raises a reality, there are three things as the Executive Director you can do to keep your staff’s faith and confidence while working on increasing revenue.
Be transparent about the agency’s budget.
Identify what staff values in lieu of raises and work to provide it.
Be creative and leverage your full arsenal of contacts for in-kind or discounted services .
Again, this clearly does not take the place of nor should in any way be seen as a substitute for pay raises. It is an interim good-faith step to demonstrate how much you value your staff and while you are working to grow the budget you are acknowledging that they are heard and prized.
It is a short-term step, one which is about intent as much as results.
A good leader has to do more than just say no, they have to demonstrate that they will go the extra mile, be creative and find small short term approaches to reward their staff when there is no money for raises.
Find more practicable tips on my website Relish Your Role. com. I have so much respect for the work you do!
Thanks for listening.