Last week there was an interesting Op-Ed in The Chronicle of Philanthropy that predicted nonprofits will lose workers to the for-profit sector if they don’t feel a sense of purpose. The author, Aaron Hurst, states that researchers have found that employees need 3 things to feel a sense of purpose within their work:
- Opportunities to grow
- Relationships with employees and others involved in the work
- To create something greater than themselves
“Wait, wait,” you might shout. “My organization gives employees all of those things.” And chances are, you’re right. But sometimes employees find that the day-to-day business of operating a nonprofit gets in the way of feeling that they are a part of something.
Worse, a disconnect between daily tasks and feeling a sense of purpose can lead to frustration in your employees. Hurst cites one high-level executive who made the switch from the nonprofit sector to the corporate world because she didn’t feel her work was impacting the mission of her organization.
But what is your organization supposed to do? How do you re-engage employees that feel their contribution doesn’t affect the overall mission of your organization?
Hurst explains that his 3 mantras are:
- Continue to fight Goliaths (ie. supersize your ambitions)
- Figure out what drives employees
- Train managers and human resource executives to be community organizers
We’ve added a few additional suggestions though.
- Make a formal retention plan.
- Thank your employees, and let them know what their work helped the organization accomplish this year. And don’t think “thank you’s” have to be grand gestures. Taking the time to regularly acknowledge the effort and impact of someone’s work can make a big difference in the long run.
Last year over 48 million employees– across all sectors– left their jobs, which created a national turnover rate of 43%, and nearly 60% of all turnover was voluntary. Make sure your organization isn’t losing your rising stars because of poor engagement.