Finance

Be it a glamorous getaway or simple staycation, holidays are a chance to relax and recharge. Which you'll probably need after the frantic fortnight of frenzied preparation that all too often comes first. So how do you take a stress-free break without simply cramming it all in beforehand? And what if you're left holding things together on the home front? In this month’s guest article, freelance writer and HR specialist Nicola Greenbrook has advice on pre-holiday planning to help you head away with everything in hand, keep calm with your carry-on, and be raring to go on your return. Holiday season is well and truly upon us. Oh, the anticipation of what’s to come! An opportunity to get stuck into the book gathering dust on the bedside table or to broaden your horizons at a bucket list-worthy destination. A chance to recharge and refuel. According to Dr Christian Jarrett, holidays can make us happier, healthier and even prolong our lives. Sometimes though, the pace and pressure in the weeks leading up to the holiday almost negate the benefits of the break itself. Here are some tips to help you deliver a successful handover - keeping your credibility, peace of mind and work relationships intact. Before you go... (Excited! Full of anticipation! But a bit stressed!) American polymath Benjamin Franklin quite wisely said “By failing to prepare, you are preparing to fail”. He was spot on. Nailing a holiday handover is all in the preparation; giving yourself sufficient time to organise everything weeks in advance. Forewarn your absence Make sure your holiday dates are in your team and key stakeholders’ diaries as soon as your leave has been authorised; even if you sort the finer, exciting details later. If you’re client or supporter-facing or manage multiple projects, consider adding an extra line to your email signature a few weeks in advance that clearly outlines the period of your absence. Rather than appearing smug (‘I'M GOING ON HOLIDAY FOR TWO WEEKS AND YOU'RE NOT’) it instead ensures your contacts are notified well in advance and can plan accordingly at their end. It also prevents any nasty surprises on your last day. The art of the handover note It’s always a good idea to start your Holiday Handover Notes (HHN) a good few weeks before, even if you jot down headers or topics in the first instance, rather than frantically wracking your tired brain the night before you fly. Consider always having the document open in the week before you go, for ease of brain-dump, rather than scribbling a note on a Post-it that gets lost in a yellow sea of more Post-its or overloading your already full head.​ CJ Sinclair, founder of Go Travel and Talk, a network that provides detailed travel guides to worldwide destinations with solo travellers in mind, is always on the move; and therefore well-practised in the art of the perfect handover. She breaks her HHN down into critical priorities, current and upcoming projects and ‘things to watch’ and ‘worry or pain points’. CJ also cleverly adds screen shots and media, to break up the words and highlights important text for an easy at-a-glance view. Aim to strike the balance with a comprehensive but concise approach to your HHN. HR News suggests that ‘…there’s no need to cause an unreasonable amount of stress on the employee/s covering you whilst you’re away, so highlighting all the ‘need-to-know’ points will help them keep on top of things’. Order tasks by priority and include key delivery dates or deadlines, with the most recent first. Schedule in a face-to-face meeting with your colleague who’s taking the reins. You can talk through the HHN before you go, so they can ask questions and jot down their own points. Avoid being patronising; your team are knowledgeable enough to know what ‘pass invoice to Finance' means in practice. There's no need to go into intricate detail about the ‘third cupboard on the left with the squeaky drawer’ if everybody knows perfectly well all about the squeaky drawer. Be a clever planner In the weeks before, keep your diary as clear as possible and stay focused. It may feel a wrench missing Steve from Events’ birthday lunch, but avoiding social engagements or non-urgent appointments wins you back a few hours of uninterrupted work time. At 7.00pm on your last day when you’re panicked and finishing with all your holiday toiletries still to buy, you’ll be grateful for that hour. You can catch up with Steve and the gang on your return. If you’re a freelancer or consultant in the not-for-profit sector with no-one to actually hand over to, it's even more crucial to plan ahead. CJ finds that scheduling everything in advance with calendar reminders or apps like Later and Tailwind, can be helpful. Although "it does mean a lot of work beforehand to get it all done”, she also notes “it’s amazing how much technology can help to give you a little respite!” Avoid dumping-disguised-as-a-handover-task Be reasonable and conscientious, and tie up as many loose ends as you possibly can before you go. Don't be tempted to use your absence from the office as an opportunity to slip in a few projects that have been on the back burner, or to dump tricky tasks you’ve been putting off on to an unsuspecting colleague. This may cause resentment in your absence, confusion or delays to a project. Don't use OOO to get a LOL It’s tempting to set a comedy out of office message, but the best advice is to save it for the comedians. As funny as they might be to read, there's a fine line between light-hearted and inappropriate, and it's not necessarily in the same place for everyone. Getting it wrong and causing offence can reflect badly on the charity, its purpose and mission. A simple message that clearly states your return date and who to contact in your absence will do the trick, although it can be a nice touch to highlight a particular campaign your charity is running. Oh, and don’t forget your voicemail too if you receive direct calls. Set boundaries Depending on what works for you, let your direct reports and manager know how and when you can be contactable if a genuine emergency arises while you’re on the beach. Otherwise, you should trust your team and colleagues to adequately manage things in your absence, especially if you’ve put all of the above into place. Prioritise your wellbeing, family and friends during that precious break, and where possible, learn to switch off.​ If it's your turn to hold the fort... It can be tough being the stand-in. You’re managing your own workload as well as bearing the responsibility of doing a good house-sitting job. Be assertive. Even if your colleague is looking rather up to their eyes in it, ask all the questions you need before they go so you’re well informed and can maintain the proper functioning of tasks in their absence - it’s for both of your benefits. CJ Sinclair especially looks after her colleagues by cc’ing them into emails in the weeks leading up to her holiday and keeping them 100% in the picture. If the work is project-facing, she also arranges calls with clients to introduce them to the person holding the fort - so why not consider asking for the same treatment? Be proactive and schedule a meeting with the hander-over on their penultimate day to avoid a last minute panic on the final one. Politely ask that their handover notes are in good shape so that you can go through the entire document together, check your understanding and fill in any gaps. Then schedule one in the early afternoon of their first day back. Consider using Google Docs so that you can update the document with your own notes as you go along. It will save you time and allow your colleague to read through and extract the key points and actions before their return if they fancy, making their first day back easier (and yours; you’ve now just the one workload to juggle. Hurrah!). It can be hard bearing the weight of managing tasks in someone else’s absence and the risk of being overwhelmed is high. Accept that you can’t do everything and be aware of what you can reasonably do. Focus on the deadlines and priorities, and don’t fret if you didn’t even get a peek at the ‘non-urgent’ section of the HHN. These can be picked up when your colleague returns. If you’re struggling, talk to your manager and shout for help. This Harvard Business Review article has some great tips on what to do when you’re covering for colleagues - and can't keep up. When you get back... (Jet lagged! With post-holiday blues! Slightly full of dread!) It's tough coming back from a holiday. Even worse when you’ve had to come straight from airport to office, you’re desperately missing the pool/beach/mountain/all-inclusive buffet and were not at all prepared for a painful reunion with the tube. Here’s some final tips on how to restore some of that holiday-energy. • Keep your diary as clear as you can. Prioritise the meeting with your colleague who managed your work (who hopefully would have scheduled it for early afternoon) and use the morning to clear/organise your emails and get your task list up to date. The responsibility is back with you, and the chances are your colleague will be relieved to relinquish the extra load. • Be gracious and thankful for the support you received from your colleagues. If time hasn’t allowed them to complete all tasks, keep your cool and try not to be angry or concerned that things haven't been done ‘your way’. • Avoid a post-holiday grumble. You fully deserved your break and it’s always hard to come crashing back to reality when you’ve had the time of your life. However, be mindful that while you’ve been travelling they’ve been sweating it in your absence. Don’t moan about being back or repeatedly say ‘this time last week I was *add fabulous holiday thing*' and sigh, loudly. Be grateful for both a super break and a supportive team of colleagues. • Come bearing gifts. Like a bottle of that funny-coloured liquor from the local supermarket, unpronounceable sweets or some local delicacies. It doesn’t have to be expensive or purchased from somewhere impressive; a box of fudge can go a long way to say thank you. ​ So, there you go. You’ve notified people way in advance that you're jetting off. You’ve planned, scheduled, created perfect handover notes with no nasty surprises, and your team know how to track you down in an emergency (unlikely as they’re so well-informed). Now, swap sandwiches at your desk for something delicious al fresco and lose yourself in a good book rather than a report, safe in the knowledge that everything's in hand. You deserve it. Nicola Greenbrook - HR Specialist & Freelance Writer Contact Nicola More from Nicola Greenbrook: ► How to manage stress at work ► How to switch off ► Charity Careers 4: meet James Harris of Rethink Mental Illness Check out the brand new Salary Centre ...home of the Harris Hill & CharityJob 2019 Salary Report, the essential new guide to UK charity salaries. With market insights from our sector specialists and the expert team at CharityJob, you'll find more than 350 current rates for roles in 26 job functions, based on over 45,000 recent charity vacancies. What should you be earning in the charity sector? Find out here... ► Back to the blog homepage​

​Loads of questions coming into the blog this week, but mainly: a) Can it possibly be time for the charity softball finals? b) Seriously, it’s been a year already? and c) Why DO Cadbury’s Giant Buttons* taste so much better than the small ones despite being exactly the same chocolate? To which the answers are respectively a) yes, b) I know! and c) no idea, it's a lightweight blog about softball, you want Mysteries of the Universe next door. (*Other large versions of small chocolates are available. As are small versions of large chocolates, but even they know they're just wasting everybody's time. Celebrations aside, obviously). But yes, the big day is very nearly upon us, and after a gripping summer of unexpected twists, extraordinary turns and fast-paced-but-friendly competition, all eyes will be on Hyde Park tomorrow, Thursday 15th August for the Season 17 finale of the London Charity Softball League! Spoiler alert if you’re still catching up on earlier episodes, but previously this season: 80 teams (made up of players from over 120 charities) battled it out in parks across London, and just six have now made it all the way to the grand finals to compete for the coveted Harris Hill Plate, Bluestep Shield and the granddaddy of them all, the Harris Hill Cup! And your six finalists are... Sustrans Sluggers vs Mind Action on Hearing Loss vs Business in the Community Anthony Nolan vs Food Fighters (Action Against Hunger and Fareshare) Naturally we'll be on hand with refreshments (by which we mean beer) for no less than our 13th year, along with our excellent fellow sponsors, and we hope to see you there! Meanwhile in keeping with more recent tradition, we also interrupted all six teams during vital last-minute preparations to fire a whole bunch of questions at them about their season and whether they’re going to win a prize. Just to throw in some extra tension and jeopardy, it's been a race against time to see which teams would make it into this career-defining feature, but three were quick enough off the mark, so please would you welcome the Sustrans Sluggers, Anthony Nolan, and the hunger-tackling hybrid of Action Against Hunger and Fareshare, the Food Fighters! ► First up, the only one of last year's final six making a reappearance, this time challenging Mind for the Harris Hill Cup: it's the Sustrans Sluggers! Sustrans Sluggers Answering the questions: Ami 'nition' Udeshi and Will 'Statman' Wright, Vice Captains About the team: Sustrans Sluggers (the Slugs) are the team making it easier for people to walk and cycle to their softball game. We can normally be spotted by the large stack of bikes piled up near the diamond. Tell us about your history in the league? We’re relative newcomers to the league having started in 2016. When we started we had no idea what we were doing - most of us just thought softball was "basically rounders", much to our captain’s dismay. Four years on and we’ve somehow slugged our way into the Cup final. What's the best thing about being part of it? Playing an amazing, inclusive sport on warm summer evenings, hanging out with your colleagues and meeting people from other charities across London. You can’t beat it! There’s always a real buzz in the office every match day. What's been your season highlight so far? Our captain “King” Cliff Batsuya and top batsman Oli “Big Slug” Gladstone promising to get slug tattoos if we win the Cup. This was at a time when no one ever dreamt we’d get this far. They’re somewhat regretting videoing their promise. Friendliest team you've played? We’ve played so many friendly teams this season, and that’s what makes this league so special. Particular shout outs must go to Amnesty International and Rethink Forward for being especially awesome. We also love playing against Pitch'n'Mix and will always organise a friendly against them if we’re not in the same league Who’s been your MVP this year? Despite only joining the team last Friday, Slugs McKenzie has already earned a place in our hearts (or maybe nightmares): Two years running in the finals - what's your recipe for softball success? For us it's down to a heady mixture of team spirit, unbridled enthusiasm and warm, cheap cans of lager. That, and a spreadsheet full of statistical analysis that puts the guys in Moneyball to shame… And lastly, what are you hoping for from the finals night? Team spirit, unbridled enthusiasm and warm, cheap lager (we're all over it - Team HH). To be honest, we’re just looking forward to an incredible evening, whatever the result. We feel a bit like whenever Scotland qualify for the World Cup – we’re just happy to be here. Best of luck to Mind, we can’t wait! ► Battle for the Bluestep Shield Our next two teams are both in contention for the Bluestep Shield, and the Nolans might appear to have a distinct advantage numbers-wise, plus a surprising amount of twins on the team, but it's purely because we've seamlessly (honestly, you'll never see it) stitched together two photos to try and get everybody in. Paging team captain Amy Holland! Anthony Nolan Answering the questions: Amy Holland, Team Captain and Donor Provision Coordinator at Anthony Nolan, meaning I look after donors when they’re selected to donate. About the charity: Anthony Nolan is the charity that makes lifesaving connections between people with blood cancer and incredible strangers ready to donate their stem cells. We’re saving three lives a day, in fact. By growing the stem cell register, carrying out ground-breaking research and providing the best post-transplant care, we’re giving families a future. So how long have you been involved in the league? Anthony Nolan have been in the league for about five years (it pre-dates the team we have now so we’re not entirely sure). We got to the Cup finals a few years ago but were defeated, and we made it through to the first round of the Cup last year but were beaten by Cancer Research! Who are the friendliest team you’ve played this year? We’ve had some great competition this year and some lovely catch-ups in the pub after. A few notable mentions go to Southwark Sluggers, WWF and NDCS last week! Who’s been your MVP? Probably Xenia - a few weeks ago we were missing most of our usual pitchers so I kind of threw her in (pun intended) and she was awesome! But she is also a great all-round player, picking up whatever position I put her in and being the only girl this season to hit a home run. Of course, everyone has been fantastic and played their part in getting us here! Is that the secret of your success? I don’t think I can pick one thing; we can really knuckle down when the pressure is on which is great, and we have a really strong fielding team which has got us out of more than one tight spot this season! But we’re a really friendly team who all get along really well. We’ll be in the final without our co-captain, Chris, who left Anthony Nolan last week and moved to Cornwall for a new job in the NHS. Yet to determine whether this is an advantage or disadvantage to the team… And how are you feeling about your chances on Thursday? Pretty good, it feels great to have even got this far so to win would be the cherry on top of an already-great cake. We have a strong team and everyone is pretty determined. One of our ex-colleagues plays for the opposition so it could get interesting…!! ► It could indeed: we don't know if they're in the photo below, but speaking of the opposition... Food Fighters (aka Action Against Hunger and Fareshare) Answering the questions: Luke Wiechula, Co-Captain of the Food Fighters and Community & Corporate Fundraising Partnerships Officer for FareShare. About the charities: We have different means as charities, but we both agree that the notion of people going hungry in this day and age is absolutely abhorrent. Action Against Hunger saves the lives of malnourished children. They ensure everyone can access clean water, food, training and healthcare, and enable entire communities to be free from hunger. FareShare believes that no good food should go to waste. We redistribute surplus food to charities that turn it into meals. We are doers, a community, and we change lives. How did the partnership come about? Though FareShare have been playing for a few years this is our first year as a merge team (and Action Against Hunger’s first ever), all of our admin contacts left and therefore we lost our spot as an independent team. However Action Against Hunger were kind enough to allow us to join them, both teams agree this has turned out to be a great decision and we’ve all made some great friends and memories as a result. What are the best things about the league and making the final? Considering a few months ago most of us had never met, we’ve got lots of people playing their first ever softball season and to make it to the final is no small achievement. We’d love to lift The Shield, let’s hope the softballing gods are on our side. Besides that, it’s about: - the camaraderie - tactics (when they come off) - summer days spent in London’s finest parks, glove in one hand, beer in the other Who’ve been your toughest opponents this year? We played my old charity SSAFA, the Armed Forces charity, a team that I helped set up - they bested us in that particular match thanks to some sublime fielding. Able to resolve all of our differences in the pub afterwards! And the friendliest? Scope! Fantastic team, really closely fought but friendly game, looking forward to catching up with them on Thursday. What about memorable moments on the pitch? Rich ‘arm-cannon’ Guion (think Barrett from Final Fantasy VII) had managed to get to a ball that landed way beyond him in deep field, cranked up the arm-cannon, launched it to myself in short stop and as the runner was making her way between third and home I threw another hail mary and we were able to get them out. Great team play! (Louis Theroux voiceover): 'None of us understood what Luke was saying, but there was an important softball game at stake, so we decided to move on'. Any mascots, MVPs or special mentions? Hope ‘Superhands’ Rapp. A stalwart on first base and most frequently-awarded MVP (to the extent that she has her name pencilled in every game) for being so reliable, I honestly can’t think of a time she’s fumbled a ball. So what's brought you all the way to the finals? Although we enjoy winning and we're all thrilled to make it to the finals, we as a team make sure that we're having fun first and foremost. There have been some teams that have beaten us, but I can guarantee they haven’t had half as much fun as our merry band! There have been some high pressure situations this season, but if we think positive and trust in the rest of the team, our positivity has allowed us to make it this far. Will it be enough to lift the trophy on Thursday night? We know our strengths and intend to play to them, who knows how it will go. We can only do what we can do, but I think as a team we are quietly confident. All the planning can go out of the window immediately with someone injured or restricted by transport options. Keep happy, have fun, plan for the worst, hope for the best. ► Planning for the worst certainly sounds like good advice right now, but the sun always shines on the softball finals (eventually) so we're sure it'll be a triumph as ever! Huge thanks to Luke, Amy, Ami and Will (not forgetting Slugs), best of luck to the teams from Mind, Action on Hearing Loss and Business in the Community too, and we'll see you at the bar! Team HH More from the Harris Hill blog: ► How to handle the holiday handover: guest writer Nicola Greenbrook on how to ensure you enjoy a drama-free departure ► Softball season is here! an introduction to the 2019 charity softball season ► Charity Careers 4: meet James Harris of Rethink Mental Illness Don't miss the Harris Hill & CharityJob 2019 Salary Report... ...the essential new guide to UK charity salaries. With market insights from our sector specialists and the expert team at CharityJob, you'll find more than 350 current rates for roles in 26 job functions, based on over 45,000 recent charity vacancies. ► What should you be earning in the charity sector? Find out here...

We've teamed up with one of the biggest names in charity recruitment to bring you our most comprehensive guide yet to charity sector salaries, based on more than 45,000 recent UK vacancies. Find it in the Harris Hill Salary Centre, the brand new home for our growing collection of remuneration-related resources! ​

​ Welcome to the 2019 Salary Report, your definitive guide to salaries in the UK charity sector. With huge appreciation for all the enquiries we've already had about this year's release (and genuinely delighted by the demand!) we’re exceptionally pleased to bring you this brand new report. It's the 14th annual salary survey from Harris Hill, based on the thousands of charity vacancies we’ve worked on during the year: but this time that’s only half the story. To reflect the wider sector as accurately as possible we wanted to cover an even broader selection of roles, advertised by charities directly and recruiters like ourselves. So who better to ask than the experts at the UK’s largest specialist job board for not for profit, NGO, social enterprise, CIC and voluntary jobs, home to thousands of charity jobs every year? Happily they agreed, so we've been delighted to collaborate with CharityJob on this year’s report, bringing fresh perspective and insight, and a wealth of information that's helped to build our biggest, most accurate and comprehensive salary guide to date, based on no fewer than 45,000 genuine UK charity and not for profit vacancies from the past financial year. ____________________ What's new? ► In a forthcoming post we'll look at how the new approach has informed the final figures (for those who'd like to know more) and highlight some of the other key new features in this year's report. ► Look out too for the launch of a full digital version over at CharityJob, and here as part of our brand new Harris Hill Salary Centre, under construction as we speak to create a home for all things salary-related, all launching within the next few weeks! Read the new report We didn't want to keep you waiting a moment longer though, so with no further delay - except to sincerely thank the team at CharityJob (in particular content & SEO lead Stephanie Dotto and marketing manager Jade Phillips) for their tremendous help - we're delighted to bring you the full report to view or download in pdf format from the links below. ► In this year's 24-page report, you'll find candidate insights, market developments and recruitment trends, and salaries for charity and not for profit positions at all levels in: Admin & Support Events Policy & Research Advocacy Finance PR Campaigns General Fundraising Projects & Programmes Communications Human Resources Prospect Research Community Fundraising IT Supporter Services Corporate Fundraising Legacies Trust & Statutory Fundraising Data Management Major Donor Fundraising Volunteer Management Digital Marketing ...plus updates from our specialists on current rates for temporary, interim and senior executive roles. Direct Marketing Operations Click below for your preferred file size (screen resolution will suit most uses), or alternatively contact our consultants on 020 7820 7300 if you have any queries on salaries in these areas, who may also be able to send you a print copy of the booklet, subject to availability. We hope you'll find it a valuable and informative resource, and for more information you can also contact CharityJob on 020 8939 8430, our consultants on the number above or send us an email - and look out for the full digital editions coming very soon! ► Back to the Harris Hill blog homepage ► Check out the latest jobs in your field ​ ​

Hiring great people is one thing, but holding on to them can be quite another when there's tough competition for talent. The good folks of Charity Finance Group recently asked our finance specialists Simon Bascombe, Belton Bass and Matthew Smith about talent retention among charities and charity finance professionals in particular: what drives them to stay put or move on, and what kind of retention methods are working for charities? Originally published in CFG's Finance Focus magazine, here's what they had to say.​ ​ There’s something a little ironic about a charity recruitment business advising charities on staff retention. It's a bit like smartphone providers encouraging you not to upgrade to a new one, or sofa companies telling you how to get a few more years out of that two-seater so you needn’t go to their last ever closing down sale (again). But even for those of us who thrive on filling charity vacancies, high staff turnover is rarely good news in the long term. It’s generally a sign of problems in the organisation that are likely to be exacerbated by the ongoing loss of experience and skills, affecting productivity, increasing costs and lowering morale with every leaving card that comes around. Tackling the issues takes a toll on limited resources and the organisation’s ability to achieve its goals, while persistent problems may threaten its long-term viability as a charity. Which is bad news for beneficiaries, supporters, staff and yes, even recruiters. With most UK industries reporting skills shortages, talent retention isn’t just a third sector issue of course, and it’s worth remembering that zero staff turnover isn’t necessarily desirable either – would you really sign up for the charity where no-one ever leaves? But surveys over the past decade have consistently shown turnover in the voluntary sector to be above average for the UK workforce, suggesting there may be particular challenges facing charities. Challenges in charity finance In our experience of staffing within finance, two things in particular stand out: 1. Of all the charity professionals we meet on a daily basis, candidates for finance positions tend to have by far the clearest view of where they want to work. They’re rarely interested in simply working for ‘a charity’ but have a particular cause or organisation firmly in mind, and will hold out for the right opportunity. 2. Finance staff will typically remain in their roles for considerably longer than, say, fundraisers, who in London can move as often as every 12-18 months, since a major shortage of candidates means there’s always an employer willing to offer a higher salary to tempt them away. That’s true to an extent in finance too, but in our experience a tenure of 4-5 years in a role is far more typical, perhaps reflecting the relative importance of organisation/cause vs remuneration for finance professionals. Those priorities are also borne out when it comes to counter-offers. As the battle for talent has intensified over the last few years, we’ve certainly seen a rise in higher salaries being offered in a bid to retain departing employees, but in our experience more than 90% of these bids fail, as salary is rarely the key driver of the move. However the latest CIPD/Hays Resourcing and Talent Planning Survey reports that not-for-profit organisations find qualified professionals (such as accountants) the hardest category of workers to retain, with 38% of organisations experiencing difficulties, so there’s little room for complacency. Meanwhile Brexit – in whatever form it may eventually take (or not) – is also expected to exacerbate issues, with Charity Finance Group recently telling MPs that ‘an end to free movement, and further restrictions on immigration, will make it even harder for charities to hire the workers they need.’ What the sector is saying about retention In the course of our work, we have conversations with candidates every day which naturally touch on their motivations for moving on or staying in their current role. Finance officer Afsheen Khan, Finance Officer at the British Heart Foundation, noted the varied workload and sense of working for a worthwhile goal, telling us “it makes me feel I’m giving back to the community. The sector requires different skills and I hear incredible stories which I do not find in the private sector. It’s inspirational working for an organisation that addresses public health issues, and in the back of my mind the cause is always there.” Fellow charity finance candidate Lookman Kazeem also cited a relaxed working environment and flexible working from home as factors with strong appeal for those seeking a better work/life balance or with family commitments, and told us that more opportunities for progression, better pay and more investment in training would have the most positive influence on retention. Many charities are taking this on board, experimenting with flexible working, the work environment, or a focus on employee wellbeing. International campaigners against environmental and human rights abuses Global Witness recently did all three, as chief operating officer Mark Woodridge told us: “The old Global Witness office had 9,700 square feet of space and 95 fantastic staff each with their own desk. The atmosphere was library-like, staid and stifling. The odd eruption of laughter often met with a stern look! The number of hours worked equated to an employee’s commitment to the organisation as well as neglected dead plants. This environment was at odds with our ethos of being pioneers and innovators and a stated commitment to putting our employees’ wellbeing at the heart of everything we do. We moved to a 5,500 square feet space where our architects won the trust of our staff, taking them (grudgingly at first) on a journey to agile working i.e.70 shared desks and a number of other work settings. We also introduced complete flexibility on the location and timing of work within a seven-hour day and put a plant on every desk. These days, the buzz immediately hits you when you enter the office and working effectively is more important than long hours. We believe this can only help us attract and retain staff. Nurtured by an employee team of urban gardeners, even the plants are thriving.” Meanwhile fellow green campaigners the Environmental Investigation Agency have recognised the potential benefits of our furry, four-legged friends on employee wellbeing, designating their Islington HQ a ‘pet-friendly office’ – which in practice has meant a dog-friendly office to date, but is almost certain to improve retention, not least of their owners. Greater engagement and integration with the organisation was also cited as key factor in retaining employees by Channing Rider, director of finance with the Winston Churchill Memorial Trust: “Good staff retention is often a reflection of the recruitment process having been thorough, so the right person is in place for the opportunity created. People will always eventually leave an organisation for one reason or another but, I think, the sort of factors that encourage people to stay are: good working relationships with colleagues, a job with a learning curve, opportunities for progression and training, a sense of purpose, a decent working environment. I think people tend to leave if they feel detached from an organisation, with decisions being made without any reference to them so that work becomes a transactional arrangement rather than a relationship where mutual loyalty and respect is allowed to grow. We experience very little turnover, which I interpret as a good sign.” Our tips on retaining your charity finance team It’s important to note where charity finance employees are ‘lost’ to. Given their skills are perhaps the most transferable of all charity workers, it’s perhaps unsurprising that a significant proportion of staff move onwards not to other charities, but to companies in the private sector. However, as the Harris Hill inbox always ably demonstrates, plenty of commercial finance staff are very keen to move in the opposite direction. In a battle for retention with commercial organisations, charities typically have clear differentiators in matters like work/life balance, flexibility of working hours and locations, the working environment, and the attraction of working for the greater good. Most will never be able to compete with the private sector on salaries, but in our view this needn’t be cause for concern. Employees motivated primarily by money are always likely to leave the sector, but our experience shows that finance staff are drawn to charities by those very differentiators, and suggests that the organisations best placed to retain a long-term, highly committed workforce are those who embrace them most fully. And the same can be said when the competition is from other charities. The employees most likely to become your dedicated long-term staff are the ones who chose your organisation precisely because of the factors that make it unique. They want to work for a charity, and they want to work for your charity because of its particular strengths, so the best method of retention is to play to them, emphasise them and exemplify them! ______________ Simon Bascombe, Belton Bass and Matthew Smith Specialists in charity finance recruitment, Harris Hill First published in Finance Focus, the magazine for CFG members, January 2019 Contact our finance team on 020 7820 7311 or via email. ► Search for jobs in charity finance More from the Harris Hill blog ► Why it pays to give feedback, even if it's a no You've made an offer to the brilliant candidate who won your panel's heart. Sadly, that means rejection for the other interviewees. But giving useful feedback can be vital for remaining on good terms - and for your desirability as an employer. ► Back to the blog homepage

On February 20th & 21st we're attending our very first event in Scotland (did you know we're operating in Scotland now?) and we'd love to meet you if you're there. Here's a quick rundown of the details... Organised by the Scottish Council for Voluntary Organisations (SCVO) and now in its 16th year, The Gathering is Scotland’s largest event for charities, social enterprises and voluntary organisations. With the support of Scotland's leading third sector publication TFN (Third Force News) it's grown bigger every year to become the largest free third sector event in the UK. Nearly 3,000 people enjoyed last year's packed programme of events, learning and networking opportunities, and this year we're delighted to be joining them! ------------------------------------------ Meet the team It's all happening on 20th and 21st February 2019 at the SEC in Glasgow, and you'll find us at Stand 16. There'll be Harris Hill staff on hand, including our man in Scotland Jason Jederon and Philip Nelson of Harris Hill Executive Search (our specialist division for charity CEO and senior executive recruitment) to answer any questions you may have on recruitment or retention issues, your career in the sector, applications, interviews and much more. ------------------------------------------ Share your views We're also keen to find out how we can help you: what are your biggest challenges and what would you love to see from a charity recruiter? Your requests and requirements will be fundamental in shaping our services in Scotland to make sure we're truly meeting your needs. So if there's anything you'd like to discuss, please don't hesitate to grab one of the team for a chat. Check out @scvotweet for the latest on the event and if you're heading along, we look forward to meeting you there! More from the Harris Hill Blog: ► Meet Jason Jederon: our charity specialist in Scotland ► Welcome to Harris Hill Scotland

After considering a career move for some time and exploring new opportunities, at last, you're invited to an interview. You’ve faced your fears and carefully prepared, and after an excruciating wait, discover you’ve nailed your dream job. You feel on top of the world! Temporarily. There’s just one small thing left to tackle… leaving your current one. For this month’s guest post, Nicola is exploring why resigning can feel painful, how to do it gracefully and avoid making a spectacle of yourself at your leaving do. There’s a quote I like by an unnamed author; “You can't start the next chapter of your life if you keep re-reading the last one” which aligns nicely with this month’s topic. It’s a natural stage in our professional growth to want to move on; to experience a different culture, sector, city (or country) or to build a portfolio career. It’s also not uncommon to feel deep sadness and a fear of the unknown when resigning. Why is it so hard to leave? After conducting a quick straw poll, I discovered that people feel a range of emotions when resigning, regardless of whether they’d been in post for 12 weeks or 12 years. “Absolutely sick to my stomach”, “terrified”, “disloyal” and “guilty” were just some of the responses I had. Many people feel a deep sense of commitment to their job and employer, even if they’re stagnant or deeply unhappy there. If you’ve been personally invested in - via training, a paid qualification, a coach or mentor, supported through a difficult life issue or have formed close relationships with your colleagues, it can be difficult to choose between devotion for your company and the best career move for you. When work-family boundaries become blurred, you can show disproportionate levels of commitment and fidelity - and neglect your own interests. Even the best organisations can’t choose employee loyalty over what’s best for business. As Allison Green, founder of career advice blog Ask a Manager says, “There’s nothing wrong with loving your work, enjoying your company and having good will toward your co-workers… But it’s still O.K., and even good, to put yourself first in the long-run.” Every role has an expiry date and so when it’s time to move on, move on. I’ve made up my mind... where do I start? Always finalise the details with your new employer before taking action with your current one. Get the offer in writing and carefully review the contract, be clear on the package offered and if you want to negotiate terms, do so before accepting. Once that’s clear, it’s time to, gulp, resign. Consider giving your manager a heads up in advance - and prior to your formal resignation. A good manager will know your long term plans and have actively supported them - but it might still come as a shock if you hit them with a letter out of the blue. As Alex Dawson, Director of Technique Training and Development notes, "If you’ve got the kind of line manager who is invested in your career, knows where you want to get to, gives you the support and challenge you need to get there AND makes sure the organisation gets what it needs from you, then leaving feels likes a very natural step". When you’re ready, ask your manager for a private meeting and always ensure they’re the first to know. Hold this face to face if you work in the same location, or consider an initial call / Skype if you don’t. Only send an email if there are unusual or unavoidable circumstances. Keep your resignation letter brief but professional with a warm tone, but don’t over do it. A separate card for your manager is a good way to express your gratitude and appreciation. Inevitably, it’ll be daunting but it’ll be over before you know it. In a previous role, I’d emailed my manager to ask for a catch up (to resign) and we booked it in for later that morning. I’d just printed off the maternity policy for another meeting and as she handed it to me off of the printer, she shot me a expectant look and a grin. It was NOT AWKWARD AT ALL when I had to deliver my actual news. What shouldn't I do? You may be familiar with the scene from 2001’s Bridget Jones’s Diary when Bridget, utterly fed up with her sleazy boss Daniel Cleaver, leaves on the spot for a job ‘in television’. When he tries to enforce her notice period, she responds in the open plan office, "If staying here means working within ten yards of you, frankly I'd rather have a job wiping Saddam Hussein’s a**e.” before spinning on her heels to the tune of Aretha Franklin’s “Respect”. We’ve all dreamt of a similar (and brilliant) departure but in real life, storming out is not recommended. It’s also not the same as resigning, as ACAS notes in their useful article. Instead, put your resignation in writing and always work your full notice unless you mutually agree otherwise or there are extenuating circumstances. It shows commitment, avoids leaving your colleagues in the lurch and allows sufficient time to find a replacement. I’ve resigned... But need to change my mind! Generally, once a resignation has been given it can't be withdrawn; unless the employer gives their express permission or if it was given in the heat of the moment, and then promptly retracted. Although most resignations are straight forward, sometimes… well, life gets in the way. A friend of mine had resigned, then discovered she was pregnant on December 23rd. She needed to ask her employer to take her back; a rather nerve-racking prospect by anyone’s standards. The office was closed until the New Year and so, after agonising over Christmas, at 8.30 am on January 2nd she went immediately to her department director. They had built an excellent relationship based on mutual trust and respect, and she told them honestly the reason for retraction. That they were expecting and that their plans to move cities - the original reason for resignation - had changed. With a deep breath, she asked if she could stay. The director congratulated her, smiled at what my friend describes as her "crazy, messy life", accepted immediately and consulted with HR to get things sorted. A masterclass in managing a potentially tricky situation, brilliantly. I’d like to thank... When your last day finally comes around, don’t let others dictate your ceremony; do it your way. If it’s the done thing in your company and there’s an expectation you’ll say a few words, have a speech prepared with genuine thank yous. When I left Breast Cancer Care the first time in 2007 to work in Australia, I stood in front of my lovely manager, team and colleagues, who I’d worked with for four years and who had given me so much, and sobbed uncontrollably. It was very ‘Gwyneth Oscar Acceptance 1999’, but with not a single word spoken at all. I still regret it to this day. I atoned the second time around by planning my leaving speech properly. Enjoy your leaving do, but go easy, too. You may not be returning to the office on Monday, but your colleagues are potential future contacts. In my early twenties when leaving one of my first jobs in HR, I began my leaving celebrations at 4pm in the local pub and accepted the generosity of my colleagues in buying me drinks. The leaving do ended abruptly with me literally falling out of a nightclub at midnight and incurring a black eye which required treatment by a St John’s Ambulance first aider and my arm in a sling for good measure. When I started my new job on the Monday, I was armed with an elaborate story about a gardening injury. Thankfully, social media did not exist then and fortunately for me, I’ve grown up quite a lot. Departure - Final call Some further suggestions on executing a graceful departure are below: ​►​ Plan your exit story and tell the same narrative to all. Keep it positive so you don’t burn any bridges. ► If an exit interview is not on offer, suggest one - the company will benefit from feedback on your time there. Be constructive and genuine, stick to facts and suggest ideas for improvement based on personal experience if you can. Polite and positive critique keeps everyone’s dignity intact. ► Deliver an excellent handover - verbal and written if you can manage it. Add to it daily, rather than scribbling a panicked, fragmentary list on the last day. Be thorough and review your task lists, diary and projects to avoid any nasty surprises when you’re gone. ► Build your networks in your final month by arranging lunches and attending internal events (balanced with getting your head down and delivering an excellent handover of course!). This creates some lovely memories, but it’s likely your paths will cross again - potential mentor, future hire/hirer or business partner - so make strong connections now. ► Take your personal items home gradually during your notice period, rather than necessitating the hire of a removal van for your shoes, personal memorabilia and plants on your final day or leaving your colleagues to arrange a courier. ​You’ve approached your manager in the right way with a professional letter, your desk is spotless and you’ve totally aced your handover. You’re leaving with great memories and even better connections, with the backing of your manager and colleagues behind you as you go forth into the unknown. You did it! As Liz Carroll, Chief Executive of The Haemophilia Society wisely says "it's not about how you leave, but how you are throughout your time. Be fair, supportive and honest and it will be positive in leaving". Congratulate yourself on a job well done and take a breather before your exciting new challenge begins. It’s going to be great! Nicola Greenbrook - HR Specialist & Freelance Writer Contact Nicola​

The year might just be waking up but the 2019 Harris Hill Charity Series is already raring to go! Here's a quick update on the forthcoming quiz, bowling shenanigans and our Golden Softball competition winners... In search of answers... ​ For everything we've learned as a species about science, evolution and the intricacies of the universe, some things remain impenetrable mysteries, the eternal unknowables; questions that have baffled mankind throughout history and continue to do so today. Most of them will probably turn up in the Charity Series quiz if past form is anything to go by, which returns for 2019 on February 5th, run by the all-knowing softball committee and contested by as many charities as our brilliant hosts at Patch St Paul's can possibly squeeze in! It's an evening of fun, fierce competitition and fiendishly difficult questions - plus prizes galore in the charity raffle. Last year's event raised a great sum for Muscular Dystrophy UK and this year we're hoping to do even better for QEF (Queen Elizabeth's Foundation for Disabled People) - not least because the raffle tickets are no longer cash-only, you'll be able to go contactless too. ► Pre-event update: unfortunately as it turns out, it's not quite as easy to get a handy and portable card payment machine as the TV ads would have you believe, so we're working on a partial online solution. If you can though, please bring along some cash if you'd like to take part in the raffle. Which we highly recommend, as there's already a superb selection of prizes, generously donated by many of our local businesses and more across London. There's still more to come but huge thank-yous already to Embody Wellness and Floatworks Vauxhall, Oliver Bonas, first-rate florists Windmill Flowers, and both the Sipsmith and Beefeater Gin Distilleries! (we don't know who's been getting through all the gin, but keep up the good work). Team-wise the ones to beat are last year's top three: bronze medallists Asthma UK, runners-up Citizens Advice and 2018 champs the Canal & River Trust! Bring it on, as people reportedly say. A big night at the bowling! Meanwhile there were strikes to spare in November as the Charity Series returned to Rowans Tenpin Bowling in Finsbury Park for another high-stakes (by which I mean there were chocolate advent calendars to be won) bowl-off between the best part of 40 leading charities. A great night as always, and an astonishing one for Team HH: in a twist on our traditionally-terrible total it turns out last year's fifth place wasn't a fluke after all, and after a mere 172 years of the contest we might have finally got the hang of throwing the ball-thing in roughly the right direction. But it's not about us, it's about the brilliant charities taking part, and after a single year in third place the mighty 2015 and 2016 winners Age UK returned to the top, swiftly followed by a stellar performance from GOSH and a delighted Dogs Trust cracking the top three for the first time:​ At the end of the day we can probably all agree that the real winner here was bowling, but also top scorer Anthony of St Mungo's with a record-breaking 193 personally-earned points, the highest-ever individual score. Props too to CAF's Jack, Numan and Amy of St John Ambulance who we believe was the highest-scoring female bowler but shout if you know otherwise! Until next time... And finally, in (golden) softball news... Should you have somehow escaped missed it on Twitter and be wondering who won our competition for last summer's charity softball teams - or indeed what on earth we're talking about - then wonder no more. As you might have heard mention, we're immensely proud sponsors of the London Charity Softball League, which brings countless charities from the capital together throughout the summer, and never fails to impress us with the sheer dedication, good humour and hard work of players, supporters and organisers alike. It's a challenging, superbly organised and phenomenally popular contest which, were it not for those qualities, might have something in common with our very own summer-long challenge: Harris Hill's Golden Softballs! So what's it all about? Who won? And why? ► Read on for the full 2018 competition, all the balls, and news of our winners! ► Back to the blog homepage