How to Retain High Performers at a Nonprofit
Published: 10/13/2016
Attracting and retaining high-performing professionals in the nonprofit sector is challenging. The average fundraiser remains in a position for less than two years, while it can take a year for non-management staff to fully acclimate and contribute to
an organization. Nonprofit leaders, especially in development, face unique recruitment and retention hurdles. Below are strategies to make hiring and retention a strategic focus within nonprofit organizations.
Reasons Why High Performers Leave Nonprofit Jobs
- Poor Fit
Employees may express feelings of discomfort or a lack of value, often stating, “I don’t feel comfortable here” or “I don’t feel like I’m adding value.” - Lack of Advancement
Flat management structures, common in smaller nonprofits, can mean limited career growth opportunities, especially in development roles. - Mission Misalignment
Many employees, especially millennials and Zoomers, prioritize working for causes they believe in. If your organization’s mission doesn’t resonate with them, they are likely to leave. - Competitive Compensation
Nonprofits frequently struggle to match the salaries offered by for-profit sectors, making it hard to attract and retain talent.
Strategies to Attract and Retain Talent
- Update Job Descriptions Annually
Regularly reviewing job descriptions clarifies the desired work culture and skills required. Consider creating overlapping duties in positions as a safety net in case someone leaves. - Add a Value Proposition
Help employees understand their impact. For instance, connect fundraising staff to the organization’s mission by arranging presentations from frontline staff on how donations make a difference. - Targeted Recruitment
Expand your job search to mission-aligned platforms, such as AHP’s Job Center. Consider candidates from the for-profit sector, where skills like corporate sales could translate into effective fundraising
abilities.
- Offset Flat Structures with Projects
Engage high-performing employees by assigning them special projects or initiatives. Empower them to take ownership and provide authority to oversee these new ventures.
Beyond Salary: Enhance Retention with Perks
- Reasonable Vacation Policies
Offer three weeks of vacation for new hires and four weeks for managers to promote a healthy work-life balance. - Career Development Opportunities
Allocate up to 10% of employee time for skill-building in other business areas, allowing them to expand their expertise without changing jobs. - Flexible Work Options
Allow telecommuting at least one day per week, and ideally more, to accommodate diverse work styles and personal needs. - Support for New Mothers
Facilitate a smoother transition for mothers returning from maternity leave by offering flexible hours during their adjustment period. - Invest in Technology
Boost morale and productivity by providing practical tools, such as a second monitor, laptops for all employees, and smartphone coverage. - Summer Hours
Consider closing three to four hours early on Fridays from May through Labor Day, fostering a more relaxed work environment during warmer months. - Office Closure During Holidays
Close the office between Christmas and New Year’s without requiring vacation time, while assigning one manager per day to be on call for last-minute donor needs. - Enhance the Workplace Environment
Small details, like a quality coffee machine, can make a big difference in employee satisfaction and create a more inviting office atmosphere.
These strategies can help nonprofits reduce turnover, retain top talent, and create a more attractive and supportive workplace culture.