How to Develop a Positive Workplace Culture at a Charity

Research has shown the importance of a positive workplace culture to attracting and retaining employees. At Alzheimer’s Society, we’re working towards a world where dementia no longer devastates lives―and to rise to that challenge, it’s vital we create the best possible experience for those who work and volunteer for us now and in the future.

We were recently featured in the Sunday Times Best Places to Work 2023, the only charity in the big company category! Made even more special as it was based on feedback from colleagues. This has helped us to turbocharge our ambitions for our employees and for those living with dementia.

Here are the key things to put into practice if you’re looking to develop a positive workplace culture at your organisation.

Develop values that guide what you do

Your values shape who you are as an organisation and should be baked into everything you do. They’ll help to guide you and your colleagues when making decisions.

For example, at Alzheimer’s Society, we’re:

• determined to make a difference
• trusted experts
• better together
• compassionate.

These values were co-created by our staff and volunteers. Clearly communicating these values and why they’re important helps unite us, promoting shared understanding across the charity.

Prioritise communication

Make sure your colleagues feel up to date and involved in what’s happening across the charity. The larger your organisation, the more important it is to be proactive about this. Clear and timely internal comms are key.

One way we do this is by having regular all-staff meetings. Each week, our CEO, Kate Lee, brings everyone together to highlight the matters that mean the most and connect colleagues. And every month, our executive leadership team answers questions from colleagues live―they can ask the leadership team anything. This helps to ensure that colleagues feel genuinely heard.

Encourage feedback

Developing networks and programmes with employees is a great way to involve them in decision making and change within the organisation. They’re much more likely to describe your organisation as having a positive workplace culture as a result. Employees who are proud to align themselves with your organisation and feel that their ideas and work are appreciated are also more likely to feel engaged.

Many of our initiatives at Alzheimer’s Society have been co-created with colleagues from our employee forum and lived experience networks. We listen and act on feedback. For example, our Manager Development programme focused on empowering diverse staff members to challenge the status quo.

Our LGBTQIA+ network also co-designed a policy for those transitioning at work, and our menopause network was key in us becoming a menopause-friendly employer.

Invest in training and development

Providing opportunities for people to grow is key to retaining staff. It can also improve equality, diversity and inclusion across your charity. Make sure employees are supported and nurtured to bring their best to their roles. There are lots of ways to do this, from coaching to mentoring, volunteering, wellbeing days and lunch-and-learns.

Our Women in Leadership development programme enables discussion concerning issues affecting women’s growth and advancement in the workplace. This is part of our wider leadership and development offering―we also have 18 colleagues on apprenticeship programmes.

In June, 15 people from the 10,000 Black Interns programme joined teams, helping to transform the horizons of black talent. Since then, two colleagues so far have moved into roles with us and two have had their contracts extended.

Offer competitive and relevant employee benefits

Times are hard right now with the cost of living crisis and the price of childcare. That’s why it’s important to offer as much support as you can to your employees.

In July 2022, we introduced a temporary financial assistance support fund for employees facing significant difficulty during the cost of living crisis. We also provide a group personal pensions plan, double-matching up to 8%.

But there are other things you can offer besides financial aid that will also be greatly appreciated by employees. We’ve enhanced our annual leave benefits to 27 days (plus bank holidays), increasing to 30 days once you reach two years’ service. Based on feedback, we’ve also introduced flexible bank holidays.

We’ve equalised paid family leave (16 weeks paid leave) for all partners and we also offer two weeks paid time off work for fertility treatment for either partner, and the same to support people transitioning. Paid bereavement leave is reflective of the modern family and extended unpaid leave is also available.

We were pleased to win the prestigious Chartered Institute of Personnel Development Management award for best Reward and Recognition Strategy 2023―a reflection of the work that we’ve been doing in this space.

Recognise the importance of flexibility

One of the benefits that’s most highly valued by employees in the charity sector is flexibility. Being flexible with location and working hours means your employees can fit their work around caring responsibilities and other life commitments.

At Alzheimer’s Society, paid carers’ leave can now be taken in hours, making it as flexible as possible for colleagues. We also have people working condensed hours, part-time hours, and in job shares. We encourage our people to work in a way that suits their role and home life. For example, if someone has an exercise class they like to attend on a Tuesday afternoon, they might finish early and work a little longer on another day.

We recently surveyed our employees to understand how they feel about their working arrangements now that more of them work from home. Over half felt that their productivity had increased due to working from home. 78% of employees were satisfied with their working arrangements. It’s this insight that continues to shape our approach.

Celebrate your colleagues

Finally, make sure you give people from every team the recognition they deserve for the work they do. They’re not doing it for the praise, but having someone recognise the effort they’re putting in can increase motivation.

Each year, we celebrate and recognise our employees through our People Awards which, in 2022, received more than 200 nominations.

Developing a positive workplace culture will help your employees and volunteers to thrive, and the impact will be felt across the organisation. The main thing to prioritise is making sure colleagues feel engaged, involved and respected. Keep listening to them, getting their feedback and offering opportunities for growth.

Have a vacancy to fill? Post a job now.