Years ago my class studied successful businesses. At the time one of the happiest places to work was Southwest Airlines. Shouldn't a nonprofit whose mission is to help save lives through healthy food echo this? Instead, I hear more and more people applying to other jobs. I repeat what I have said from the beginning- I LOVE MY JOB. In fact, it is the ONLY job that I've ever said this about. But when leadership would rather make a profit than create a lasting, stable community no matter how important the mission, the workers will become extinct. A house divided can not stand.
Break down in communication at Project Angel Food looks like: employees getting yelled at for doing/not doing something but never being informed about the change, last-minute meeting announcements, shouting matches between staff, not honoring past agreements, and divided management. Direct examples range from arguing about where exactly on the floor the kitchen starts and dispatch ends to when our shift ends on a holiday (literally three different answers were given today). I am not saying as employees we are perfect (no one is) and I don't expect management to be either. What I am saying is as much as training is harped upon employees (in any business) to do better, the same should be required from leadership. A whole staff meeting or biweekly meetings are not going to solve all the issues if the management is not healthy.
Many today and before me have advocated for a union. Unfortunately, with the scare tactics and stress-inducing leadership, many employees have shrunk away from continuing to fight for our rights. Signs have been put up in break rooms, in hallways, and TV screens about how great this organization is to its workers. This then creates the image that all this fighting is in vain and worse those who continue to push against this system are the "true enemy." Unions are the reasons we have breaks, vacations, sick leave, raises, etc. Unions restore the healthy balance between people. It's no longer, "I'm the parent, you are the child. I give the command, you follow." Unions allow all of our voices to be heard and actually get past the meeting's notepad. Yes, PAF has gradually worked on getting everyone's input. They even established an Employee Committee...that you have to be asked to join by management first. Unions give the workers the same legal authority to say no and yes to procedures. There are no surprise last-minute decisions leaving half the staff boiling; instead, we all come together as the team we signed up to be. Unions do not say we hate our company. It acknowledges that we are the company.
In my opinion, PAF could be one the happiest places to work just like Southwest. They have the backing and power of many influential people. For a place that gets so much air time, it should be a place its employees won't shut up about for good reasons. The power we have in the community should be backed by an even stronger team. Some solutions to this, especially as we move forward in expanding, I believe should come in the form of:
leadership training not just in policies but in group dynamics
One of the best nonprofits I've served with was the Royal Family Kids camp. We were given training through the Empowered to Connect Conference that I found so influential not only for children in foster care, but all of us (since many of us are just big children) that I introduced this material/concept to the work field. The key isn't having someone in charge telling the other what to do. It's to challenge that very mindset which then allows procedures to follow naturally rather than forced. We are in a partnership and each person is a gift. Management should promote, encourage, and equip its staff with safety, freedom of individuality, and mutual respect. Practically this looks like leadership taking courses that address psychology giving them the tools on how to work with many types of people. Refreshment courses as such are required of other professionals; why should we be any different?
Team building activities
For five years I was a part of a nonprofit that implemented team-building activities frequently. Team building activities can be simple and fun, challenging and impactful. They can be quick and take place around a table, but again pulling from child psychology, it is always better to do something physical (physical movement also helps the brain function better). I would recommend an outside or event space away from the office. These shouldn't be just going around the room saying your favorite movie, these should require a significant amount of time. It should bring the body together in a way that highlights everyone's abilities. Then afterward a reflection should bring about a new fund appreciation for each other.
Meetings with hands-on training/reminders/walk-throughs
It is said that if you love what you do, you never "work" a day in your life. This is why I would suggest this particular order in restructuring the work culture at PAF. Business meetings come after management is healthy and employees are well supported. It is proven that rows separate more than unite; thus, I would suggest encircled meetings. Every meeting should be recorded in some form, include a brief summary of the last meeting, strengths, weaknesses, and areas of opportunity. Meetings should not just be all sitting down. When operations or systems change, a physical demonstration should always be carried out to accommodate those with different learning styles. For example instead of having everyone arguing about where the kitchen begins, take the staff on a walk-through so everyone gets the same message at the same time.
Agreed upon clear signage w/ directions
Instead of spending money on signage about how many benefits we get, we should have more signage (colorful and clear) with precise directions on how to carry out certain functions. It wasn't until earlier this year that (with the recommendation from one staff member) was a sign about the correct order of putting on kitchen equipment posted to eliminate the sore throats of the Volunteer Coordinators. This should also be done in dispatch; signs echo what should have been already physically demonstrated. All staff should know how to carry out all their duties in their department. Management likes to put the responsibility on the staff to show other staff how to do things. Although a good manager delegates, they must first make sure everyone is on the same page. It should not be the responsibility/duty of a staff member to ask how to do something after months of working there. Everything should labeled and have its designated location and everyone should be shown this.
Project Angel Food has a motto that says: “For Life, For Love, For as long as it takes.” Greatness begins from the inside, so if we are to accomplish this mission we must do some inner work. We must walk the talk not just talk the talk.
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