Justin Donne, interim chief executive of Autistic Nottingham discusses why charity leaders need to consider the impact of job titles.
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A while back, someone from a well-known group asked about their job title. This person manages an organization but doesn't have the CEO title. The board members don't want to use any director titles.

This raises a crucial question: what narrow thinking leads them to avoid paying someone while also failing to recognize their actual job and position? What petty reasons push them to exploit someone in this way?

Having a job title that matches your responsibilities is essential. Let me give you an example. I updated someone's title from 'head of socials' to 'operations director.' This change is a significant promotion! It didn't add up that a "head of socials" had control over payroll, finance, office management, quality assurance, reviews public relations, and service delivery. I aligned the title with their actual duties.

Doing your job without any recognition - whether it's in pay, feedback, or job title - can drain you and make you feel useless. But remember, it's not just about you; the company gets something out of it too. A better title doesn't just give you more authority; it also increases your standing inside and outside the company. This standing helps people to do their work better, negotiate more, gain respect, and improve the company's image.

For folks who care about more than just themselves, it's crucial to understand that a fitting job title benefits them too. When their role name aligns with their actual duties, their work becomes smoother, they discover fresh opportunities, and they enjoy better prospects after leaving the company.

It's unfair to someone if their job title doesn't reflect their true level. This mismatch can cause recruiters and hiring managers to overlook them. When they search for their next position—which everyone does —why would we want to hold them back forcing them into a lower role?

This problem is common in the nonprofit sector. Many organizations fail to recognize the significance of appropriate job titles, which can hinder their employees' progress. But I can assure you that directors' liability insurance is inexpensive, and the advantages of assigning people the correct titles far outweigh any potential drawbacks. If a small charity like ours can manage it then any nonprofit has the ability to do the same.

To sum up non-profit and charity leaders need to consider the impact of job titles. When titles reflect responsibilities, we empower our staff and boost our organizations' credibility and performance. Our goal should be to create success, compassion, and a positive atmosphere at work. Through collaboration, we can foster an environment where everyone feels valued and their efforts are recognized. Remember, a title isn't just a label; it represents the dedication and commitment individuals bring to their roles. We must ensure everyone in our organizstion receives the recognition they deserve.

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