So your employee just handed in a resignation letter. Were you surprised? Do you even know why they decided to search for jobs elsewhere?
Reducing turnover at your nonprofit might be easier than you think… once you take the time to learn what truly drives your staff’s satisfaction levels.
According to the 2015 Nonprofit Employee Engagement and Retention Report, the average nonprofit is currently seeing about 17% of employees walk out the door, whether by choice or due to bad hire. Losing an employee means bearing the costs of recruiting, hiring, training, lost productivity and more—so it’s imperative that nonprofits understand which factors influence their employees’ day-to-day happiness.
According to last year’s survey, stress was ranked as one of the leading factors that cause employee burnout… and eventually turnover.
UST found that 63% of nonprofit employees say they experience moderate to extreme job stress. And because stress has a direct statistical correlation with higher rates of turnover, looking for ways to gather feedback on stress-levels and coming up with ways to ameliorate it can be important to employee retention.
You can help combat stress at the workplace by:
- Spreading the workload so one specific person isn’t experiencing the brunt of the pressure
- Finding ways to streamline processes to save time (and unnecessary headache)
- Simply acknowledging hard work and goal accomplishments
Does your organization tend to place more job responsibilities on a single employee rather than hiring a new one? It may actually save you money in the long run if you hire another employee, reducing the burden on currently employees and lowering the cost of turnover.
Discover a few other top reasons your employees might be headed for the door. For a limited time, download UST’s 2016 report, 6 Reasons Your Nonprofit Employees QUIT, and learn how you can improve your organization’s employee management strategies.