Finance

However fulfilling our work, there may be times when it starts to feel a little stale. Even the most sprightly can struggle to stay invigorated with an overflowing inbox, the usual monthly report and another lengthy project meeting to attend. For this month’s guest article, freelance writer and HR specialist Nicola Greenbrook explores why the job we love can sometimes hit a rocky patch and offers some valuable antidotes. A new job is a bit like starting a new relationship. There’s the attraction phase (job hunting and networking), the dating stage (the exciting first few weeks and induction) and then the disappointment stage (the ‘what have I done, I want to go back to my ex-job!’ panic when you’re confirmed in post). Thankfully, the stability stage follows (at last, knowing everyone’s name and what your job actually entails) before the commitment stage (in for the long haul, chasing progression). But, what if it feels like you’re permanently stuck in the disappointment stage? What do you do if the stability stage isn’t quite as comforting as you'd like it to be, and the commitment stage is a bit musty and in need of a freshen up? According to a Personal Group survey reported in The Week, just 41% of of Brits are happy most of the time at work, a decrease from 51% in 2017. It makes for gloomy reading, but 26% report that they are almost never happy in the workplace at all. So, what can we do to go from disgruntled to delighted? Stop, reflect and diagnose the issue If you’re feeling dissatisfied but can’t quite put your finger on exactly why, now might be a good idea to take stock. • Ask yourself some direct questions and answer yourself honestly. How long have you felt like this? Was there a trigger point you can recall? Is there a root cause or several factors making you feel demotivated? Is it just work, or are there bigger life issues at the heart of it? • Get to know yourself from the inside out and consider your core values, key work motivators (i.e. reward, recognition, teamwork, culture) and the things you’re truly passionate about. Then, see where your current role falls short of meeting your requirements and assess what you can do to fill the gaps. • Book in time with your HR or Learning and Development team, and consider taking a personality test to analyse what it shows about the kind of work you truly enjoy doing (and what you’re doing now). Seek guidance from a mentor or a life coach if you feel a more detailed exploration is necessary. _______________________ Speak up If the job you once loved dearly has lost its spark, don’t suffer in silence or let your disgruntlement intensify. Schedule in an informal meeting with your manager outside of the formal review process, and ensure you prepare to avoid a moan-fest. Clearly outline the issues with a positive mindset and be willing to present and discuss solutions. Ask for their perspective on how they think things are going - it may help to remind you what your individual work (however brain-numbing it may be) contributes to the bigger picture and the charity’s overall goals. This meeting is different from negotiating a pay rise. It focuses on solutions to rejuvenate and refresh your approach to your work and maximise your performance and overall contribution, with their support and backing. It could help you stay - and prevent them losing you. _______________________ Look inward Working in charity and not-for-profit requires a clear external focus on the needs of your service users, but have you taken a moment recently to consider how the work you do impacts your colleagues, internally? According to Liz Fosslien and Mollie West Duffy, authors of ‘No Hard Feelings', focusing on work relationships rather than the actual work you do can provide a useful reminder of your day-to-day impact. If you're in need of a boost, think about how your own personal efforts have impacted or helped internal projects; Liz suggests writing down three ways your work has helped your colleagues, to get you in the right mindset. Make the effort to foster strong relationships at work; arranging lunch and the odd coffee or even simply stopping for a non-work chat every now and then could help you feel happier. A 2018 Gallup poll found that 'when employees possess a deep sense of affiliation with their team members, they are driven to take positive actions that benefit the business'. Finding a ‘work goalkeeper’, someone to keep you accountable for your work goals and general progress, could also help keep things pristine. Marshall Bright and Anna Davies, writing for Refinery29, suggest finding ‘someone who's just as psyched for you to achieve goals as you are’ can be a good way to crank up your workplace motivation. Spice up your work There’s no better way to freshen things up at work than to launch yourself into a new project or initiative, one that runs alongside the day-to-day. • Talk to your manager and suggest projects you can be involved in (or lead on, if progression is a motivator) that could make a difference internally and to your own motivation. Ask to shadow your manager/director at a client meeting or volunteer to join a committee. • Rather than simply attending, set yourself a purpose and a target; offer to take the minutes to brush up your skills and show off your writing ability. Ask a question or join in the debate. Agree to take away an action point and deliver on time to the best of your ability. Show 'em what you're made of. • Have you considered going to a work networking event on your own? It’s great to have a colleague to lean on and natter with, but going solo could improve your focus, help you find a topic you’re really interested in and seriously boost your confidence (and your networks). • Finally, explore any opportunities for secondments in another department or ways to collaborate with another charity to deliver on a project or contract. Absence can make the heart grow fonder after all. _______________________ Step away from it all... When everything gets far too much, sometimes the best thing to do (temporarily) is step away. Tim Herrera, writing for The New York Times, advises that ‘when all else fails and you just can’t find that spark of inspiration, fall back on a tried-and-true strategy: Take a little time away from your job’. Why not book in some annual leave or enquire about your organisation's sabbatical policy? _______________________ And finally… Here are some more quick-fire tips that could help put a spring in your step. • Give your desk a spruce up. A good scrub, a plant and a photo in a lovely frame can help create an extension of your personality and an encouraging space. • Listen to a podcast en route/at lunch. It could get you in the zone and excited again about your specialism/expertise and what used to make you tick. • Set up a lunch club. Whether it's a book club, Netflix dissection group or foodie crew, having something inspiring to look forward to can provide a much needed boost. • Inject your wardrobe with newness. Dress to impress… yourself. If you look disheveled and out of sorts, you’ll feel it. If budget is limited, get your old boots fixed and polished, invest in some accessories to jazz up a plain top and visit your favourite charity shop. • Reward your team. Give out weekly/monthly prizes (funniest joke, best socks etc) and consider the other 75 ways to fall in love again with your job (by Kevin Daum for Inc.). ​ Adopting these strategies could help you and your job stay together, happily coupled, and destined for a brighter future. It could be time to go on a date again - with your job. Nicola Greenbrook - HR Specialist & Freelance Writer Contact Nicola, check out her brand new website, or follow her on Twitter. More from Nicola Greenbrook: ► How to handle the holiday handover ► How to manage stress at work ► How to negotiate a pay rise in the charity sector ________ ► More from the Harris Hill blog

If the rates in our 2019 Salary Report leave you feeling a little short-changed, what next? Requesting a raise in the charity sector can be uniquely awkward: feeling undervalued helps no-one, but does more for you mean less for those in need? Guest writer and freelance HR specialist Nicola Greenbrook has a wealth of charity HR experience and is here to tackle this tricky dilemma. How to negotiate a pay rise in the charity sector Why is it so difficult to talk about money at work? We share our career experience and notable skills to strangers at interview, we present brilliant ideas in all-department meetings and reveal our goals and ambitions in our performance review. Yet, when it comes to ensuring that we’re fairly compensated, it’s tricky to engage. Asking for a salary increase can often be shrouded in utter awkwardness or sheer terror. This apprehension can be exacerbated for those working in the non-for-profit sector, who have chosen to work there specifically for the cause and its mission. Some charities simply can’t afford to pay more than others, and in smaller organisations when funds are precious, asking for an increase can leave people feeling guilty and uncomfortable. However, as a recent article by CharityJob explains, not asking for what you deserve and have worked hard for may cause bitterness and frustration to bubble over and ultimately impact on your work and performance. Ensuring you’re sufficiently paid a salary commensurate with your talent, contribution and market worth is not only crucial for your own money management, but ensures you’re motivated to deliver on your best work for the charity. Here are some strategies to help you successfully negotiate a salary increase, guilt-free. Firstly, why is it so hard to talk about money? According to Dr Rebecca Newton, psychologist and author of Authentic Gravitas: Who Stands Out and Why, women tend to be less likely to shout about their accomplishments which can lead to their work, at times, being overlooked. Yet, it’s a topic that causes discomfort for most of us. It’s easy to talk yourself out of asking for more money and allow that pesky inner critic to persuade you that ‘it’s not the right time’ or ‘they’ll think you’re being greedy’ and so you put it off for another month. Perhaps you’re afraid of how to handle it if the increase is rejected or maybe the actual meeting itself causes you great anxiety? For those who are naturally unassertive, discussing the M-word is off bounds. You may be familiar with Noah Kagan, CEO of AppSumo, and his ‘coffee challenge’, where he encourages people to walk into a coffee shop and ask for 10% off their purchase. Daunting as it sounds to ask a complete stranger for a discount (not to mention the queue of grumpy, caffeine-deprived people behind you), it forces you out of your comfort zone. You may not really be fussed about a few pence off your morning coffee, but it could help you tackle a difficult conversation if you generally squirm at the idea of asking for money off. Why not give it a go tomorrow? Starting small could help talking finances a little more easy to handle. _______________________ Do your homework If you’re ready to take the plunge, don’t even think about diving in without getting your data in order. Do your due diligence; the more intelligence you gather, the stronger your case for an increase will be. Determine your market value by considering the following options: • Use guides like the Harris Hill and Charity Job 2019 Salary Report to benchmark where you currently sit, and where you should. This definitive guide to UK charity salaries draws from over 45,000 genuine UK charity and not-for-profit vacancies from the previous financial year and you’ll find current market rates for hundreds of different roles, so yours is very likely to be covered. • Know your numbers; get savvy about the charity’s financial performance and demonstrate how your individual contribution has impacted on the company’s bottom line (effectively, the line at the bottom of of a financial report that shows the company’s net profit or loss). • Ask your HR team about any rewards strategies or policies already in place or when any salary reviews take place so you can choose your timings wisely. • Dip into your trusted professional network; sector or industry professionals, mentors and recruiters and those who may be willing to disclose a genuine salary comparison, to get a broad perspective. Consider ways of posing the question rather than asking outright what their salary is. Avoid asking friends or co-workers. • Consider testimonials from trusted sector contacts, clients and suppliers. This could demonstrate you’re not the only one who thinks you’re smashing it and could further enhance your value. I hereby state my case In Otegha Uwagba’s Little Black Book - A Toolkit for Working Women, she presents invaluable advice on negotiating a pay rise. To ensure your salary negotiations have gravitas, the words you use will need to carry weight. She suggests outlining ‘what you’ve contributed to the organisation, presenting tangible achievements and quantifiable wins’. Be very clear on how your individual contribution to the charity justifies the need for you to earn more than you currently are. Place the focus firmly on your value by converting your successes into tangible achievements - your second to none campaigning techniques which resulted in a high profile campaign, your unrivalled ability to build long-term relationships which brought in a major donor - rather than simply discussing how busy you’ve been. Career expert Jill Jacinto, writing for Refinery29, makes the point that when asking for an increase, don't make it personal. Although it's likely your request for an increase is for valid financial reasons (a hike in cost of living, your desire to get on the property ladder, going to your tenth wedding this year), this shouldn’t be raised when seeking a raise. As Jill points out, if every manager awarded an increase on the basis of personal needs then businesses, especially charities, would cease to survive. Here are some final tips for making the request meeting, gulp, a smooth one. • Practice your talking points on a partner/flatmate/friend etc - Seek their honest feedback on your delivery. Are you umming too much? Are you speaking with conviction? Is your request clear and your reasoning sound? Perfecting the dress rehearsal could make the main performance a show stopper. If no-one’s around, video it. It might feel completely daft watching yourself talk, but you might even start to believe in yourself. Be authentic on the day though, and be prepared to go 'off script’. • Set the scene. Arrange a proper meeting with your manager, booked in with their PA if they have one, and ideally outside of a structured one-to-one where the matter could get lost amongst operational stuff. Frame it as a business discussion, although going too ‘hardball’ may not fit with your charity’s culture, so always be yourself. • Don't say sorry - Be assertive (not aggressive) and unapologetic. Be firm with your expectations and once you've stated the figure you are seeking, wait for a response rather than filling the silence. It’s now over to your manager… • Open negotiations - If you’re offered an increase, either during or after the meeting, that's lower than your expectations get ready to negotiate. Consider what’s best for the charity as well as for you - this is how the best deals are secured. If it’s an outright no, for valid reasons, be prepared to query what you need to do to get a 'yes' next time. Set a goal and a deadline to revisit, so you come away with something concrete to work on. Money talks are terrifying, no doubt. But by avoiding the topic and saving yourself the discomfort, you could be holding back your career progression and full earning potential long-term. Asking for a raise is not a confrontational discussion, it’s an honest, professional request to be paid what you deserve. As Aliya Vigor-Roberston states in People Management Magazine, open and honest discussions about money can benefit both individuals and businesses. So, there you go. No more excuses… Nicola Greenbrook - HR Specialist & Freelance Writer Contact Nicola ​ More from Nicola Greenbrook: ► How to handle the holiday handover ► How to manage stress at work ► Charity Careers 4: meet James Harris of Rethink Mental Illness ► Back to the Harris Hill Salary Centre ► Back to the Harris Hill blog

If you like the sound of an inspiring and supportive environment, where your work helps charities of all kinds to do more, we might have just the job. Five of them in fact, with a unique and forward-thinking organisation. Read on or head straight to our dedicated CFG recruitment site for the details... ​ A great place to work Good news may have seemed rather scarce in recent years, but for staff in the charity sector there's been at least one welcome development: employers' growing understanding of the connection between the workplace (both its culture and the physical environment) and what they can achieve. More and more organisations now recognise that investing in their people, not least by creating somewhere they actually want to work, isn’t just a ‘nice-to-have’ in the unlikely event of spare budget, but something that delivers real bottom-line benefits, keeping valuable skills and expertise on board, attracting new talent, and making them better equipped to pursue their mission. But while it's easy enough to make the right noises, making it happen can be rather more challenging, so it’s always refreshing to find an organisation like the Charity Finance Group (CFG) who’ve ‘totally nailed it’, as we’d say if this were a talent show and they’d just murdered a Nina Simone classic at us. Aims and opportunities A charity in their own right, CFG champion best practice in the sector's financial management, nurturing leadership and influencing policy makers, with a mission to put finance at the heart of social organisations. They're passionate about helping charities make their money work harder, to deliver maximum possible benefit for their beneficiaries. It's a clear mission that's easy to get on board with, so we're delighted to bring you five outstanding opportunities to do exactly that. They include a Conference Events Producer, Events Manager, Events Assistant and EA to the CEO (all permanent positions) as well as an Interim Financial Controller for a six-month contract, all working from their Islington office just moments from the Northern Line at Angel. The unique CFG culture Full disclosure: as specialists in charity finance recruitment (find the latest finance jobs here) naturally we work with CFG on a regular basis, exhibiting at their hugely-popular annual conference, regularly advertising and occasionally contributing to the group's monthly Finance Focus magazine. So while we can't claim complete impartiality, we can offer years of experience working directly with the team in various capacities, all of which confirms the impression we came away with from our latest visit: this is somewhere people genuinely enjoy working, with a friendly team who like and support each other, and who feel valued and supported by the leadership too. Pleasingly, that's because they are, as CEO Caron Bradshaw explains: ‘We spend so much time at work it should be as fulfilling and enriching as possible - and I just don’t think that is possible if individuals are not encouraged to be themselves and play to their strengths.’ We’re ticking 'strongly agree’ for that one, and from experience we know these aren’t just warm words and intentions, but how the organisation really works. Meanwhile forget any preconceptions you might have about a charity finance outfit being stuffy or austere: CFG is anything but, with a vibrant and enthusiastic team, strongly committed to their vision of helping charities achieve more, and strongly committed to their people, as Caron continues: ‘It’s about valuing your colleagues and bringing the best out of them. It’s about helping them unlock something inside them that maybe they didn’t know was there. It’s about passion, love, purpose and vision but also humility, humour and fun.’ Join the family If that sounds like the kind of ethos you'd love to find in your workplace, we thoroughly recommend learning more about these roles and the organisation - which you can do by visiting our dedicated CFG site with many more details of the positions, benefits, values, aims and organisational culture. Just click below to read on, find out more, and be inspired to apply! More from the Harris Hill blog ► How to handle the holiday handover: guest writer Nicola Greenbrook on how to ensure a drama-free departure ► London Charity Softball League 2019: meet the finalists! ► 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...

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