It’s no secret that volunteers form the backbone of many nonprofits. While the need for nonprofit volunteers remains a constant, the expectations of those volunteers have significantly evolved.
In the past, many nonprofits focused on encouraging donations or bringing in volunteers to serve as the labor needed to pull off big events. But today’s volunteer – whether they’re new to the workforce and just starting their career or a seasoned professional looking to add meaning to their retirement – is often looking for more.
New volunteers are interested in more flexible project-based options. They’re driven by values. And they expect digital connections.
How can your nonprofit deliver emotional fulfillment and career opportunities for new volunteers?
In today’s world, volunteers want to participate on their terms. They’re looking for options such as:
It doesn’t matter whether a volunteer is a Millennial, Gen Z, or even a recently retired professional. In general, they’re all looking for ways they can help make the world a better place.
Reconsidering how your organization structures volunteer opportunities and communicates with these valued team members can give your group the advantage of retaining more volunteers, instead of treading water through constant rounds of volunteer recruitment.
How can your nonprofit meet new volunteers where they are now?
Reworking your organization’s volunteer opportunities to better align with the goals of new volunteers is a smart first move. The next step is letting potential volunteers know about the opportunities available through your nonprofit. That means proactively meeting people where they are now.
This might be an ideal opportunity for a volunteer with a marketing background. They could develop copy and graphics in advance, which your staff would then approve and post. This gives the volunteer a compelling position that aligns with their skills and helps remove some of the workload from staff members.
Their first-hand experience can bring new insights to your nonprofit. At the same time, they might grow to become key members of your organization because they’ll have the empathy that comes from living through the challenges your nonprofit wants to solve.
Encourage established volunteers to bring family members to events where they can see how the volunteer makes a difference to your organization. Consider building “Next Generation” volunteer opportunities, which might allow younger volunteers (or even parents of volunteers) to work together on smaller projects or events.
Think of creative ways your nonprofit could offer one-day volunteer sessions, which might double as corporate team-building events. Be sure to request names and contact information of these volunteers to send them a special thank you for their time, and then to invite them to participate in future volunteer opportunities. Once they’ve given time to your organization, these volunteers may be significantly more likely to become ongoing members of your volunteer team.
Customizing your volunteer experience to the goals of today’s volunteer can be a smart strategy to help your nonprofit build a stable team of enthusiastic volunteers who are dedicated to executing your mission. At the same time, flexible volunteer options that help people feel like they’re making a genuine difference can also help your nonprofit attract today’s new volunteer.
If you’d like more ideas on how your organization can build an effective onboarding program for new volunteers, take advantage of HR Workplace powered by Mineral. It’s free for 60 days and gives your nonprofit full access to a wide range of tools to help get your new volunteers off to a great start.
NOTE: The link above would go to HR Workplace page at: https://www.chooseust.org/ust-hr-workplace/
SOURCES:
“20 Strategies For Recruiting The Next Generation Of Nonprofit Volunteers,” forbes.com, 6/11/24
“17 Effective Volunteer Recruitment Strategies,” VolunteerHub.com, 8/16/24
The nonprofit sector has always been fueled by people—passionate staff, dedicated volunteers, and community champions who show up to make a difference. Yet many nonprofits are struggling to keep those people motivated and engaged amid ongoing political upheaval. Making the situation even more complex? Burnout is on the rise, workforce shortages continue to strain capacity, volunteerism is declining and growing financial pressures from funding cuts.
Reduced AmeriCorps allocations and tightened grant opportunities are forcing many nonprofits to do more with less. For nonprofit employees, this often translates into heavier workloads, fewer resources, and uncertainty about job security. For volunteers, it can mean fewer support systems or structured roles. These financial realities are reshaping how nonprofits think about the future of work, pushing them to explore new models of retention, engagement, and sustainability—even with fewer resources.
Another major concern for nonprofits is turnover… it’s costly for any organization, but for nonprofit organizations, the stakes are even higher. When a nonprofit loses a skilled employee, it’s not just a matter of lost productivity and the costs associated with it. It can disrupt critical programs, weaken relationships with donors and community partners, and dilute institutional knowledge gained over the years. Not to mention that turnover can directly impact a nonprofit’s ability to deliver on its mission.
While all of these financial pressures make it harder to deliver programs, nonprofits across the country are working to ensure consistent, high-quality service and sustainable growth. Now is the time to rethink how your nonprofit structures work, retains talent, and engages supporters to sustain its mission.
Looking Ahead
The future of nonprofit work isn’t about returning to the “old normal.” It’s about building systems that sustain both people and missions in an era of financial uncertainty. As nonprofits continue adapting to these new challenges, many are looking for opportunities to strengthen their teams and reimage how work gets done. Hybrid and flexible work models can help organizations do more with less—offering employees the autonomy they need to balance demanding workloads while staying connected to their mission. At the same time, upskilling allows valuable employees the opportunity to develop current skill sets so they can continue to advance within the organization. And while volunteer engagement is also evolving, organizations who haven’t already, can introduce virtual or skills-based opportunities that allow people to contribute their time and expertise in other meaningful ways.
By embracing innovation and prioritizing their people, nonprofits can build more resilient, adaptive workplaces—ready to meet both today’s challenges and tomorrow’s possibilities.
Doing More with Less: Hybrid Work
Hybrid models allow organizations to expand their talent pool, reduce turnover, and offer employees a healthier work–life balance—all critical benefits when budgets are tight.
In fact, while some nonprofits have returned to fully in-person operations, it might be worth reconsidering whether a hybrid approach could better serve both their budgets—and their teams. Amid ongoing funding cuts, hybrid work becomes more than just a convenience—it’s a strategic tool for sustainability. Organizations can reduce overhead costs like rent, utilities, and office supplies, freeing up funds for mission-critical programs and services. And, while limited funding can make it challenging to invest in the technology, training, and infrastructure needed to support hybrid work, forward-thinking nonprofits are finding creative solutions to make it possible—such as leveraging low-cost collaboration tools or forming partnerships to share resources.
By reducing reliance on in-person placements and embracing flexible hybrid solutions, nonprofits can continue to support staff and volunteers through uncertainty while continuing to deliver critical programs and driving long-term impact.
Upskilling and Career Growth
Though professional development is often the first line item cut when funding is uncertain, some organizations are tackling this by tapping into free learning platforms, peer-to-peer mentorships, or collaborative training programs with other nonprofits.
With funding cuts impacting the size of the nonprofit workforce, retaining top performers is more important than ever. It’s not just about keeping those people in place—it’s about helping them grow. Nonprofits that provide professional development opportunities are better positioned to retain staff for the long term. Upskilling opportunities—whether through management training, digital literacy programs, or cross-departmental learning—can increase program efficiency, fill critical skill gaps without adding new positions, and boost morale.
Upskilling doesn’t have to be expensive, but it does have to be intentional. Prioritizing learning and growth, even in small ways, can transform how employees see their role within the mission—turning everyday challenges into opportunities for innovation, engagement, and long-term sustainability.
The New Volunteer Model
Volunteerism is also evolving but nonprofits can continue advancing their mission by adjusting their approach to what the typical volunteer opportunity looks like. Many people can’t commit in the same way but they still want to contribute. In 2026, nonprofits can experiment with:
It’s true that funding cuts reduce the ability to invest in volunteer coordinators and support programs, which risks making it even harder to keep volunteers engaged. The organizations that will succeed are those that adjust and recognize the volunteer role as vital to sustainability and prioritize engagement—even with lean resources. Next year try tracking volunteer contributions to demonstrate program capacity and attract additional supporters or even more funding partners.
While funding cuts will continue to impact staffing, training, and volunteer support—they’re also pushing nonprofits to be innovative in how they work, lead, and engage communities.
By embracing hybrid models, investing in growth, and reimagining volunteer engagement, nonprofits can turn today’s challenges into opportunities for resilience. The sector’s greatest asset will always be its people. And with the right strategies in place, nonprofits can find balance—ensuring staff and volunteers remain inspired to create impact in the communities that need it most.
UST Workforce Solutions supports over 2,200 nonprofits just like yours. To learn more about UST’s HR and savings solutions, complete your no-obligation savings analysis today.
Question: Are we permitted to ask applicants about their immigration status?
Answer: No, you shouldn’t ask applicants about their immigration status—for example, whether they are a citizen, naturalized citizen, lawful permanent resident, or refugee. Asking about applicants’ immigration status (or any protected class) could lead to discrimination claims in the following ways:
You are allowed to ask questions about an applicant’s lawful ability to work in the United States or their potential need for sponsorship. For example, you could ask, “Are you legally authorized to work in the United States?” or “Do you now or will you in the future require employer sponsorship?”.
If you ask either of these questions, do so for all candidates and not just for those you suspect might need visa sponsorship or who may not be obviously eligible to work in the United States. You can add these questions to your job application or screening questions to ensure consistency.
This Q&A does not constitute legal advice and does not address state or local law.
This Q&A was provided by Mineral, powering the UST HR Workplace. Have HR questions? Sign your nonprofit up for a FREE 60-day trial here. As a UST member, simply log into your Mineral portal to access live HR certified consultants, 300+ on-demand training courses, an extensive compliance library, and more.
Today’s nonprofits face significant levels of turmoil:
Yet now … during this time of crisis … is exactly when nonprofits should prioritize innovative solutions such as working with UST to help put their organization on more firm financial footing.
Unemployment Claims Can Be A Significant Liability For Nonprofits
Many nonprofit groups fund unemployment claims by paying into their state’s unemployment insurance system. But participating in that pool often means a nonprofit with a steady employment record may be subsidizing the higher unemployment claim experience of businesses with higher levels of employee turnover.
Instead, nonprofits could work with UST Workforce Solutions by taking advantage of the 501c3 unemployment tax alternative. Choosing that solution means the group would be responsible only for the direct costs of their own unemployment claims.
The financial difference can be substantial. Recent research placed the cost of the average unemployment claim in the U.S. at $7,070. But nonprofits working with UST averaged only $4,700 per claim during the same time period.
Continued Savings By Paying Lower Amounts For Your Nonprofit’s Claims
Especially in turbulent times, uncovering significant savings can be important for nonprofits. But working with UST isn’t just about one-time savings. Take the issue of benefit overpayment within the state pools as an example.
From July 1, 2021, through June 30, 2024, the U.S. Bureau of Labor Statistics reports 13.97% of state unemployment fund claims were paid in error. What was the result? Companies overpaid $4,715,000,000 in unemployment claims.
Unfortunately, the impact of unemployment claims isn’t just an issue for big corporations. Nonprofits shoulder a big portion of these costs.
In 2024 alone, UST worked with 89 nonprofits to audit their unique unemployment liability situations. The result was $1,921,886 in potential savings across those 89 organizations. That’s an average of $21,594 savings for each group.
Another key to ongoing savings is the expertise available to each UST member. It’s common sense that not all unemployment claims are valid. In fact, some experts point to nationwide “protestable” claim rates as high as 43%.
But where do you turn if you want to protest a former employee’s unemployment claim? After all, most nonprofit staff wear many hats. But “unemployment claim expert” usually isn’t one of them.
As a member of UST, you’re assigned a state-specific claims representative for each claim. These experts are well-versed in the latest unemployment laws and claims filing protocols. This knowledge brings results because UST program participants win 86% of their protestable unemployment claims.
The combination of unemployment claim savings and expertise has helped more than 2,200 nonprofits take better control of the cost of their unemployment claims. Take a look at the case study featuring a summer camp with many seasonal employees to learn more about the advantages.
Unemployment Reserve Funds Can Become An Asset For Your Nonprofit
If your nonprofit doesn’t pay into your state’s unemployment insurance fund, where does the money come from if you need to pay a claim? UST makes it easy by helping your group build an unemployment reserve fund.
With more than 40 years of experience in helping nonprofits strategically cut costs on their unemployment claims, UST understands how to set up unemployment reserves so organizations don’t run into challenges when they switch over to their program.
Because groups are building reserves based on their unemployment history – rather than the potentially higher unemployment track records of other companies – the money needed to fund these reserves is generally much lower than the nonprofit would pay into their state unemployment fund each year.
Then, as time goes on and a nonprofit successfully manages their unemployment claims, that reserve fund continues to grow. Eventually, many groups find that their unemployment reserves need only modest contributions each year. This saves the nonprofit money by significantly reducing the amount they pay to fund their reserves.
At the same time, their unemployment reserves are an asset for the nonprofit. During challenging times such as COVID, many UST members were able to tap into their unemployment reserves which helped them continue funding important programs so their organization could confidently bridge the financial difficulty.
Want to learn more about the factors that led other nonprofits to work with UST? Take a look at this case study featuring an organization working with senior citizens to see the group’s initial concerns and the factors that convinced them to give UST a try.
Building Long-Term Financial Health By Embracing Change
Most nonprofit leaders would agree that organizations who successfully survive times of turmoil do so by adapting to their new environment. Groups who keep following the same path … never changing their approach in light of evolving circumstances … often don’t fare as well.
Today’s challenging nonprofit circumstances make reinforcing your organization’s financial picture more important than ever. Making the most of innovative approaches that can deliver initial savings – paired with building valuable reserves over time – could be a key to creating long-term financial stability for your group.
But most importantly, the time to start is now. If you’re interested in learning more about the money your nonprofit could save by working with UST, go to chooseust.org/savings to request your Free Savings Analysis today.
SOURCES:
“Unemployment Insurance Benefit Payment Integrity, United States Department of Labor, 5/29/25
Nonprofit organizations form the backbone of societal change. You work tirelessly to advance your causes despite tight budget constraints. It’s crucial for your organization to implement cost-saving strategies that align with your goals and ethics. Through astute financial planning and strategic decision-making, your nonprofit can amplify its impact and extend the reach of its funding. Leveraging historical stability and pooled knowledge, such as entities like UST, your nonprofit can fortify its financial foundation amidst the ever-evolving economic landscape.
Below, we present ten actionable cost-saving strategies designed to support nonprofit leaders in their ongoing efforts to manage budgets more effectively and channel saved resources back into their mission-critical activities.
1. Streamline Operations Through Technology: In an era where digital transformation is vital, investing in technology can lead to considerable long-term savings. Automating mundane tasks reduces labor costs and increases efficiency, allowing staff to focus on more essential, mission-focused work.
2. Harness the Power of Volunteers: Volunteers are an invaluable asset to any organization. They not only bring passion and dedication, but also help save on personnel costs. However, manage volunteers responsibly to ensure their experiences are rewarding and further your cause.
3. Go Green to Save Green: Implementing eco-friendly practices goes beyond the moral benefits; it is also cost-effective. Cutting down on paper use, optimizing energy consumption, and recycling can lead to substantial savings.
4. Opt for Second-Hand Equipment: Before rushing to buy new equipment, consider purchasing quality second-hand items. Not only is this more economical and sustainable, but often you can find barely used resources at a fraction of the cost.
5. Leverage Free or Discounted Services for Nonprofits: Many companies offer discounted or even free services to nonprofits, including software subscriptions, marketing tools, and professional development resources. Take advantage of these opportunities.
6. Invest in Staff Development: While this may seem counterintuitive as a cost-saving measure, training your staff can actually reduce costs by improving efficiency and reducing turnover – both of which are costly in the long term.
7. Collaborate with Other Organizations: Forming alliances with similar nonprofits can lead to sharing of resources, joint grant applications, and mutual support, thereby reducing costs associated with events and projects.
8. Conduct Regular Financial Reviews: Assessing your financial practices regularly can help identify inefficiencies and areas for cost reduction. Keep abreast of financial management best practices and remain compliant with regulations.
9. Optimize Your Fundraising Practices: Ensure your fundraising efforts are as effective as possible by cutting unnecessary costs and using data-driven strategies. Tailor your campaigns to target the most engaged sectors of your donor base.
10. Reevaluate Your Space Needs: If remote work is sustainable, consider downsizing office space or renegotiating lease terms. This can be one of the most immediate ways to reduce fixed costs while maintaining productivity.
Taking these steps can contribute significantly to reducing expenses, but achieving optimum efficiency often requires tailored solutions. That’s where we can step in to assist you further. UST is well-versed in the unique challenges faced by nonprofit organizations and offers expert advice to help you save money, mitigate risk, and increase efficiency.
Don’t leave potential savings on the table. For a more detailed exploration of how these strategies can benefit your organization, and to discover additional, customized solutions for cost-savings, complete ourfree savings analysis. Fill out our free savings analysis form today and start charting a course towards financial sustainability for your nonprofit.
At UST, we’re committed to helping you make every dollar count, underscore your mission, and amplify the change you envision.
Question: We’re planning to close the office a few days a week to save money. Do salaried exempt employees still get their full pay during these furloughs?
Answer: Yes, salaried exempt employees must be paid their full weekly salary if they do any work during your designated seven-day workweek, including tasks as quick as checking work email or voicemail. As your goal is to save money, be sure the furlough covers the full workweek and that affected exempt employees understand they’re not to do any work while on furlough.
Nonexempt employees, however, only need to be paid for actual hours worked, so single-day or partial-week furloughs can be implemented without worrying about pay implications.
This Q&A does not constitute legal advice and does not address state or local law.
This Q&A was provided by Mineral, powering the UST HR Workplace. Have HR questions? Sign your nonprofit up for a FREE 60-day trial here. As a UST member, simply log into your Mineral portal to access live HR certified consultants, 300+ on-demand training courses, an extensive compliance library, and more.
With summer vacations coming to a close and children getting ready to go back to school within a few weeks, August may not initially appear to be the best month for hiring new employees. But it’s actually a fantastic time to attract fresh college graduates to your organization.
Today’s Job Market Can Be Tough for New Graduates
Companies across the country have pulled back on their hiring plans in recent months. According to research conducted last fall by the National Association of Colleges and Employers, many companies had planned to ramp up their hiring for 2025. But when the group updated their research this spring, companies were now reporting plans to scale back their hiring instead.
This change in the job market has hit recent college graduates particularly hard. Companies which are hesitant to bring on new hires often prefer candidates with experience who require less training and bring an ability to contribute to company goals right away.
This perception may give your nonprofit an advantage in the current job market. New graduates who have struggled to land interviews with traditional companies may be extremely open to working for a nonprofit group – especially once they learn about the opportunities for skill development and career mobility.
By offering new employees a diverse range of responsibilities and the chance to develop a wide variety of skills, nonprofits can be highly attractive to recent grads who are focused on gaining valuable experience while exploring different areas of interest. In fact, this broader range of responsibilities could be critical in helping them expand their careers in the future.
More College Graduates Are Looking for Jobs During the Late Summer Months
When you combine the large number of students who typically graduate from college in May with the additional graduates coming into the job market just a few short months later during summer graduations, the result often means a larger pool of applicants competing for entry-level positions.
Many nonprofit groups have found that this situation gives them the ability to attract and hire talented new graduates who may not have considered working for a nonprofit prior to their graduation.
IMPORTANT TIP: A well-planned onboarding program can be key to setting new graduates up as successful additions to your organization. UST invites you to take advantage of the 60-Day Free Access to HR Workplace powered by Mineral for helpful training modules and other ideas to get new employees off to a great start.
Fewer Job Opportunities Mean Recent Graduates Are Now Accepting Jobs at Lower Salaries
Budgets are notoriously tight in the nonprofit sector. But thanks to today’s tight job market, many new graduates are finding themselves forced to lower their salary expectations.
The job-search firm ZipRecruiter surveyed 2025 graduates about their starting salaries for their first job. The results revealed a larger-than-normal gap between the salaries new graduates had anticipated earning for their first job and the paychecks they actually received. In fact, almost 30% of new graduates reported that they were earning less than expected.
This situation is another opportunity for nonprofit organizations. Your group may find themselves in a position to hire a “superstar” graduate who brings exceptional skills to your mission … at a salary that is more likely to fit within the parameters of a nonprofit’s limited budget.
New Graduates Often Prioritize Having A Meaningful Impact
Today’s graduates belong to a generation which is strongly motivated to make a positive impact on the world around them. As a result, they actively seek opportunities that align with their values or causes they believe in.
As a nonprofit, your group may stand out from other companies in your community because recent graduates can easily visualize how joining your organization gives them a direct avenue toward making the world a better place.
In essence, a job with your organization would ideally give a new graduate the opportunity to put the skills they learned in college to work in real-world situations that can make a big difference to a cause they’re passionate about.
Reaching Out to Future Graduates for Fall Internships and Volunteer Opportunities
If you don’t currently have a full-time position available, August and September might be ideal times to reach out to local colleges or universities about internship and volunteer activities.
Working with students can be a smart way to expand your group’s workforce at an economical cost. Your nonprofit can benefit from the extra hands and new ideas students bring to your events and projects. The student gains experience which can help them stand out from other job applicants once they graduate.
In addition, internships and volunteer activities allow you to build a pipeline of potential new employees who could join your group with a firm understanding of your mission and a dedication to making a difference through their work.
Whether you’re looking for a new full-time employee or want to fill internship positions or volunteer activities, late summer can be the perfect time to attract new college graduates to your nonprofit. With today’s highly competitive job market, you just may find yourself in a position to hire energetic college graduates who may eventually grow into your nonprofit’s future leaders.
Would you like ideas on building a benefit package that’s attractive to new graduates? You can get helpful recommendations through HR Workplace. This online resource is available at no cost for 60 days through UST.
SOURCES:
“Panicking: Why recent college grads are struggling to find jobs,” NPR.org, 7/13/25
https://www.npr.org/2025/07/13/nx-s1-5462807/college-graduates-jobs-employment-unemployment
“The Graduate Divide: Expectations vs. Reality For The Class of 2025,” ZipRecruiter.com
https://www.ziprecruiter-research.org/annual-grad-report
“4 Reasons New Grads Should Consider Working At A Nonprofit,” RippleMatch.com, 7/28/23
https://ripplematch.com/career-advice/reasons-new-grads-should-consider-working-at-a-nonprofit
Filing unemployment tax returns can often be a time-consuming and expensive endeavor, leaving many nonprofit organizations stretched thin. UST provides nonprofits with an alternative approach that not only saves significant time but also reduces unemployment costs—by up to 60%.
Learn how UST Trust empowers nonprofit organizations to take control of their unemployment claims, lower expenses, and streamline workforce management.
Why UST Trust is a Game-Changer for Nonprofits
Nonprofits face unique challenges compared to for-profit businesses, especially when managing unemployment expenses. Many nonprofit organizations pay state unemployment taxes based on a preset rate, which often surpasses their actual unemployment costs. UST Trust enables nonprofits to opt out of the traditional state tax system and instead reimburse the state only for actual unemployment claims, dollar for dollar, yielding substantial savings. Here are some standout ways UST helps nonprofits save time and money:
1. Significant Cost Savings—Up to 60%: One of the biggest advantages of partnering with UST is the immediate and long-term financial savings. By joining the trust, your nonprofit becomes a reimbursing employer and can save up to 60% in the first two years compared to paying state unemployment taxes. Unlike standard tax payments, where funds are directed to the government without a clear return, contributions to the UST Trust accumulate in a reserve account. This account is owned by the nonprofit, turning those dollars into a tangible financial asset. Whether you’re a small nonprofit with a handful of employees or a larger organization, the cost benefits of UST make this program an essential asset for budget-conscious organizations.
2. Expert Claims Management for Better Efficiency: Managing unemployment claims can be complex and time-consuming, especially if you’re tasked with auditing charges or disputing inaccurate claims. With UST’s expert claims management, nonprofits can focus on their mission while letting the professionals handle the technical details.
UST offers:
These services ensure nonprofits pay only for legitimate claims, reducing the risk of overpayments and saving additional money.
3. Comprehensive Workforce Solutions: Beyond unemployment cost management, UST provides a range of tools to help nonprofits address broader workforce challenges. Their service offering includes:
This well-rounded support system helps nonprofits not only minimize unemployment expenses but also strengthen their workforce management, adding value at every level.
Key Benefits of Working with UST Trust
UST Trust offers a breadth of services and features that make it a reliable and effective partner for nonprofits. Here’s what you can expect as part of your UST Trust membership:
1. Dedicated Account Management: Each UST member benefits from having a designated account manager who provides personalized support. From quarterly financial statements to prompt assistance with urgent issues, UST ensures you always have someone in your corner.
“Raquel is terrific to work with. She provides excellent customer service and support for our organization. She is very responsive and knowledgeable, and I enjoy working with her.” – feedback from a UST Member
2. Stop-Loss Protection for Stability: Unexpected spikes in unemployment claims can severely disrupt a nonprofit’s finances. UST offers stop-loss protection to shield your organization from the unpredictable, providing financial security when it’s needed the most.
3. Cash-Back Refunds: Every year, UST reviews its members’ accounts to optimize fund usage. Any excess reserves remaining in your account can be refunded or retained for future security and asset growth. This proactive approach reinforces your nonprofit’s financial stability over time.
4. Low Administrative Costs: UST proudly offers the lowest administrative costs of any unemployment trust nationwide. This focus on minimizing overhead ensures that the maximum amount of your contributions goes toward supporting your organization’s goals—not administrative fees.
5. Surety Bonds at No Extra Cost: To meet state requirements, nonprofit organizations need collateral in the form of a surety bond. UST provides this bond at no additional charge, giving you one less expense to worry about.
How UST Helps Nonprofits Plan for the Future
Cost-saving strategies are essential for nonprofits to maintain their mission-driven work. UST Trust offers meticulous actuarial planning, forecasting potential unemployment claims and structuring reserve contributions accordingly. This ensures that nonprofits are prepared for future expenses without overcommitting their budgets. Additionally, funds in your UST Reserve Account are conservatively invested, allowing your organization to grow its assets over time.
For nonprofits already functioning as reimbursing employers, UST offers enhanced claims management services and cash flow tools to further optimize your unemployment cost strategy.
Is UST Trust Right for Your Nonprofit?
Thousands of 501(c)(3) nonprofit organizations across diverse sectors have already switched to UST Trust to simplify their unemployment tax filings and maximize savings.
To determine whether your organization could benefit from UST, start with a Free Savings Analysis. By analyzing your unemployment claim history, tax rate information, and workforce data, UST can provide a two-year savings projection and establish a quarterly deposit plan tailored to your needs.
Act Now and Save with UST Trust
Filing unemployment tax returns doesn’t have to be a drain on your nonprofit’s time and resources. With UST, you’ll gain access to expert claims management, unparalleled cost savings, and value-added workforce solutions designed to set your organization up for long-term success.
Take the Next Step:
If you’re ready to save thousands while reducing the headaches of managing unemployment tax filings, it’s time to connect with UST. Visit www.chooseust.org/savings/ or call (888)-249-4788 to get your Free Savings Analysis today. Don’t leave your potential savings on the table—partner with UST Trust and streamline your way to greater financial stability.
Question: We know we need to plan for our leaders to leave the organization. How do we start succession planning?
Answer: It’s wise to think about succession planning before you need to fill leadership roles—this will make a potentially stressful time easier to manage. Succession planning prepares your current employees to move into leadership and other critical roles, easing their transition and inspiring confidence in their ability to succeed. Here are a few steps we recommend taking to get started with your succession planning for key positions you’ve identified:
You can find more information on succession planning on the platform.
This Q&A does not constitute legal advice and does not address state or local law.
This Q&A was provided by Mineral, powering the UST HR Workplace. Have HR questions? Sign your nonprofit up for a FREE 60-day trial here. As a UST member, simply log into your Mineral portal to access live HR certified consultants, 300+ on-demand training courses, an extensive compliance library, and more.
What’s one of the best ways to bring your nonprofit’s mission to life? A well-planned event.
Events can stand as a real-life demonstration of the critical difference your organization makes within your community. Plus, they can be an unparalleled way to generate excitement and inspiration among your staff, volunteers, supporters, and sponsors. In fact, 56% of donors say they regularly attend fundraising events and view them as a positive way to support the causes they believe in.
What’s the downside? Events aren’t always easy to execute successfully.
Too often, nonprofit staff members find themselves tasked with throwing a big event – in addition to all the other responsibilities they regularly juggle. But you can increase your chances of success by guiding team members through a deliberate planning process.
6 Months – 4 Months before Event: Building the Framework
Big events can be a lot of work. Months of planning and preparation go into an event that’s quickly over in a day or a weekend. But the effort invested in the time leading up to your event will have a significant impact on its ultimate success.
If it’s the first time your organization has staged this type of event, consider reaching out to other community groups who may have sponsored similar events. You might also want to contact local vendors to get multiple estimates to get a baseline view of current costs.
4 Months – 2 Months before Event: Ironing Out the Details
As the date of your event draws closer, you’ll begin nailing down financial details and setting your communications strategy. Getting a firm handle on your costs at this point can be important in developing the types of promotional activities your organization may be able to afford.
Determine if your event budget can include costs for advertising in traditional media such as newspapers and radio. You can also work with local media to generate publicity through on-air interviews or articles.
Don’t forget tools such as email, social media and online event calendars. Emails sent to your organization’s members, volunteers and other contacts can be an effective way to build enthusiasm for your event. Posting event notices through social media such as Facebook and Instagram can be another tool that stretches your promotional budget farther. Be sure to submit your event to online event calendars to catch the eye of community members who may be looking for activities within a certain timeframe.
Are you looking for more information on building a communications strategy? Take a closer look at “5 Steps to Create an Effective Nonprofit Communications Strategy” in this blog post for UST members.
When developing the website, make sure the web designer understands the goal and traffic expectations of the site. For instance, if you plan to sell tickets via the website, the designer needs to build that process into the site – including setting up a secure online purchase experience.
Additionally, it’s critical that the website is mobile-optimized. Studies show that approximately 60% of web traffic is viewed on phones.
2 Months – 2 Weeks before Event: Getting Ready to Host Your Event
As the date of your event draws closer, your event planning will become more specific. You’ll focus on telling community members about the event, lining up volunteers to help everything run smoothly and renting equipment you may need for the big day.
Once you’ve deployed these communication pieces, don’t hesitate to reach out to local media personalities your group may have worked with in the past. Their previous interviews or stories may be an idea starting point, and your personal contact could help draw more attention to the media packet.
Week of Event: Putting the Finishing Touches on Last Minute Details
The last few days before your event are the time to “dot your ‘i’s and cross your ‘t’s.” Attention to details will be a top priority.
Day of the Event: Breathe and Enjoy
After months of planning, your event vision is coming to life. While unexpected issues invariably arise, your weeks of planning have most likely kept them to a minimum. Focus on embracing your organization’s mission and making the most of your event.
1 Week – 2 Weeks after Event: Evaluate How Everything Went
Your reflections on the event can help provide your nonprofit with a solid base as it considers future events. Documenting the steps your team took, the timeline they used and other details can be an invaluable tool.
If you’d like more details on how UST helps nonprofit organizations plan for and budget events, claim your 60-day free trial of HR Workplace powered by Mineral. You’ll get full access to a wide range of templates and guides designed to help your nonprofit support your mission through successful events.
SOURCES:
“The Importance of Nonprofit Event Planning”, Charitybids.com, viewed 7/2/25
https://www.charitybids.com/blog/nonprofit-event-planning#why
“The Ultimate Event Planning Checklist,” Eventbrite, downloaded 6/30/25
The Ultimate Event Planning Checklist | Eventbrite
“Nonprofit Event Management: Checklist and Tips for Success,” Kindful.com, viewed 6/30/25
https://kindful.com/nonprofit-glossary/nonprofit-event-management/
For nonprofit leaders, the work is more than just a job—it’s a calling driven by purpose and passion. While deeply rewarding, this mission-oriented role comes with its own set of challenges. Balancing limited resources, supporting dedicated yet often overstretched teams, and navigating the complexities of social impact work can take a toll. Amid these pressures, self-care and wellness are often deprioritized, leaving leaders drained and overwhelmed.
But here’s the truth: prioritizing wellness isn’t just about self-preservation—it’s essential for organizational success. A healthy, thriving leader sets the foundation for a resilient, high-performing team. This guide outlines practical strategies to help nonprofit professionals manage their well-being while advancing their mission.
The Challenges of Leading a Nonprofit
Nonprofit leadership is a balancing act, requiring leaders to juggle multiple responsibilities daily. Here are some of the most common challenges nonprofit leaders face:
In this landscape, wellness practices aren’t a luxury—they’re a necessity.
Strategies for Nonprofit Leaders to Prioritize Wellness
Every nonprofit leader deserves the tools and support needed to protect their well-being without compromising their mission. Here’s how you can integrate wellness into your leadership approach:
1. Set and Protect Boundaries: In leadership, endless demands can consume your time and energy. Establishing boundaries is critical to prevent burnout.
Small, consistent boundary-setting practices—like logging off email by a certain time—can have a big impact over time.
2. Delegate and Empower Others: The temptation to take on everything yourself can be overwhelming, but delegation is a powerful tool for reducing stress and building a stronger team.
Delegation not only reduces your stress but also strengthens your organization by encouraging team development.
3. Foster a Culture of Wellness: The tone of workplace culture starts with leadership. By prioritizing wellness for your team (and yourself), you create an environment that supports both personal and organizational success.
A culture of wellness not only supports your team—it ensures you’re not carrying the burden alone.
4. Leverage Tools and Resources: Leading a nonprofit is challenging, but the right tools can ease the workload and streamline operations.
The right tools can help free you up to do what you do best, lead your mission forward.
5. Prioritize Your Physical and Mental Health: You can’t give your best to your organization if you’re running on empty. Taking care of your physical and mental health is key to showing up as an effective leader.
By prioritizing your own well-being, you model the importance of self-care for your team.
Leading with Wellness for Sustainable Impact
Nonprofit leaders are driven by a desire to care for others—their teams, their organizations, and the communities they serve. Yet, it’s vital to remember that self-care is not selfish. In fact, it’s what allows leaders to sustain their efforts for the long haul.
By creating boundaries, delegating effectively, fostering a culture of wellness, and using the right tools, you can protect your well-being while continuing to make a meaningful impact.
Start Supporting Wellness in Your Workplace
Managing HR responsibilities is essential but time-consuming. UST HR Workplace offers a cloud-based platform with HR tools, templates, and training tailored specifically for nonprofits.
Take advantage of our free 60-day trial to simplify your HR processes and create a thriving workplace culture.
Your team and your mission depend on you—and that starts with taking care of yourself.
Question: Should we encourage our employees to be friends at work?
Answer: It’s great to create a workplace where people have the opportunity to form friendships, but don’t worry if not everyone shows interest in befriending their coworkers.
Friendships at work can be a way for employees to feel connected and that they belong in the organization. A Gallup poll from 2022 found that having a best friend at work provides essential emotional and social support that people need and ties strongly to key business outcomes.
You can encourage friendships in the workplace by scheduling time during the workday for employees to get to know each other. Team lunches, game rooms, and coffee outings are popular options. Video chats—just to connect, without an agenda—are common in remote organizations. Another way to encourage friendships is to make it clear that employees are allowed to share about their personal lives as they feel comfortable, such as encouraging employees to decorate their office space with personal items or leaders sharing about their lives.
Even with the benefits of having friends in the office, it’s important to remember not everyone wants to make friends at work. Some employees would prefer not to socialize much with their coworkers, and they can be just as productive and engaged. Don’t exclude or marginalize employees who don’t participate in the social activities, and don’t inquire as to why they don’t. In general, while encouraging employees to form friendships can have many benefits, you need to do so in a way that respects all employees’ preferences.
This Q&A does not constitute legal advice and does not address state or local law.
This Q&A was provided by Mineral, powering the UST HR Workplace. Have HR questions? Sign your nonprofit up for a FREE 60-day trial here. As a UST member, simply log into your Mineral portal to access live HR certified consultants, 300+ on-demand training courses, an extensive compliance library, and more.
One of the best ways to build a loyal and emotionally engaged team is by investing in each person’s growth and development. In fact, a recent Gallup study reported that 87% of millennials rank “career growth and development potential” as an important factor when choosing a new job.
You might assume that nonprofit groups would have a tough time competing in this landscape – particularly based on tight budgets and limited resources. But that assumption is often wrong.
In fact, nonprofits are uniquely situated to provide exceptional opportunities for employee growth and ongoing development. That’s because these groups have the advantage of passionate and committed team members who see their work through the lens of helping to make the world a better place.
Turning Team Member Strengths into Growth Opportunities
Each team member and volunteer within your organization brings unique skills and talents.
Many successful nonprofits use these diverse strengths to develop ongoing development opportunities for team members.
You might consider pairing a new employee with an established volunteer on an informal mentorship basis. It can be a great way for the new employee to learn the background of a large project within your organization. At the same time, the more experienced volunteer may benefit from a new viewpoint that looks at a challenge from a different angle.
Cost-effective Ways to Help Improve Skills
Giving team members ongoing access to training or resources to help build their professional skills can bring double rewards. First, it can help them become even more effective in their current role. At the same time, it can also be a smart way to prepare them for future career goals. You can find affordable training solutions from many sources.
Local and online training: Hands-on training on a wide range of topics is often available through your local library or community college. In addition, many online training options such as Coursera, LinkedIn Learning, and Udemy offer inexpensive training modules which can lead to professional certifications. These certifications can be valuable for team members who may be looking to advance their careers.
Learning opportunities at conferences: Sending team members to conferences can also be an effective way to promote a culture of continuous learning. Whether it’s focused on an issue within your nonprofit’s mission, a gathering of affiliated nonprofits or even an event focused on your employee’s individual profession, conferences can provide important opportunities to meet new colleagues and learn how other organizations are handling today’s challenges.
Free training option: Your nonprofit can also take advantage of more than 300 on-demand training courses available online through the HR Workplace offered through UST. This complimentary option is powered by Mineral and includes 60 days of free access (UST trust members have ongoing access). It can be an easy way to set up employee training on project management, workplace safety, and other professional development topics.
Develop Career Paths to Help Team Members Grow Within Your Organization
Many employees look for advancement pathways as they progress through their careers. In addition to fostering growth, this can also be a critical retention tool within your organization.
Consider setting up a ladder of growth goals for team members to work through as they gain experience with your nonprofit. Ideally, this pathway would include ongoing training which was then integrated into successively higher levels of job responsibility.
The career paths within your nonprofit can be an exceptional way to grow your own future leaders. Rather than bringing in new leadership who may not have a firm understanding of your group’s challenges or mission, moving tomorrow’s potential leaders through your nonprofit’s career paths could help ensure continuity of purpose for the future.
Building a culture of continuous learning is an effective way to position your nonprofit as an attractive employer within your community. It’s a smart strategy to reward team members for their dedication and passion to your nonprofit’s mission – without breaking your budget.
Would your organization be interested in freeing up more money in your budget to invest in a culture of continuous learning? Consider talking to UST to learn how thousands of nonprofits saved a total of $56.4 million in 2022 alone. Their innovative unemployment solution can help you uncover hidden savings to help your group better meet its goals and support your team members.
SOURCES:
“7 Ways Nonprofits Can Increase Employee Engagement”, eletive.com, 5/10/24
https://eletive.com/blog/7-ways-nonprofits-can-increase-employee-engagement
“The Benefits of Employee Engagement,” Gallup, updated 1/7/23
https://www.gallup.com/workplace/236927/millennials-jobs-development-opportunities.aspx
“Nonprofit Basics: Employee Engagement Ideas,” Double the Donation, viewed 6/6/25
People First Strategies for Nonprofits
Nonprofit organizations are the backbone of our communities, tackling social, environmental, and cultural challenges with mission-driven passion. Yet, behind every nonprofit’s success is its team of dedicated employees and volunteers, whose commitment fuels the organization’s ability to make a lasting impact.
However, the nonprofit sector grapples with distinct hurdles in attracting, supporting, and retaining top talent. Constrained budgets, emotionally taxing work, and fierce competition with for-profit opportunities make managing a nonprofit workforce complex.
That’s precisely why UST has released its free eBook, “People First Strategies for Retaining and Supporting Nonprofit Employees.” This essential resource is designed to empower nonprofit leaders to confront these challenges directly. Here’s a sneak peek into how this eBook provides actionable insights to transform your nonprofit’s workforce strategy and amplify your impact.
Why People First Matters
Nonprofits directly impact millions of lives. Employing over 12 million workers in the U.S. alone, the sector accounts for over 10% of the workforce. Whether running community programs, advocating for change, or delivering vital services, your employees and volunteers are the lifeblood of your mission.
Nevertheless, the nonprofit workforce is not without its struggles. Leaders face high turnover rates, burnout, and difficulty attracting skilled professionals. These challenges can disrupt your operations and hinder your nonprofit’s ability to fulfill its mission. Adopting a people-first approach helps improve retention, foster engagement, and build a resilient workforce that is ready to tackle societal challenges.
What Is Inside the Free People First eBook?
The eBook is a comprehensive guide with insights that empower nonprofit leaders to integrate people-first strategies into their operations. It focuses on three primary areas that can help shape a thriving and supportive workforce within your nonprofit:
1. Recruitment Strategies
The eBook highlights approaches tailored to nonprofits, such as emphasizing your mission’s impact during recruitment to attract passionate professionals. It also covers ways to overcome budgetary constraints, including leveraging networks and offering flexible work arrangements, such as remote work and mental health days, to meet candidates’ needs.
2. Employee Retention
Retaining talent is vital to maintaining nonprofit stability. The eBook outlines actionable strategies, including creating clear career progression pathways, celebrating employee achievements, and fostering a positive organizational culture. These initiatives ensure your workforce feels valued, engaged, and connected to your mission.
3. Mental Health and Wellbeing Support
Nonprofit employees often operate in emotionally demanding environments, making mental health support an indispensable part of workforce management. The eBook details tools like Employee Assistance Programs (EAPs), wellness initiatives, and fostering open communication to help prevent burnout and promote overall wellbeing.
Why Downloading This eBook Is Essential for Nonprofits
By downloading “People First Strategies for Retaining and Supporting Nonprofit Employees,” you will gain practical tools and frameworks to address challenges like recruitment bottlenecks, skill shortages, and employee burnout. With these strategies, nonprofits can promote their mission while supporting their teams effectively.
Key Takeaways From the eBook
Rooted in decades of serving nonprofit employers, this resource offers expert advice to help you align your people’s strategy with your mission.
Get the Free Guide
Support your nonprofit workforce with actionable strategies tailored to the sector’s unique needs. By putting your people first, you create a sustainable path to achieving your mission and ultimately amplify your impact.
Download UST’s free People First eBook today and take the next step in empowering your team for long-term success.
Together, we can build a brighter future for the communities you serve.
Question: How can we make sure our online trainings are effective?
Answer: Online trainings can be a useful tool for developing talent, but they can also end up being a waste of time and resources, even if the content and presentation are good. The difference between effective and ineffective training often comes down to whether employees are able to absorb and retain the information they receive.
There are lot of obstacles to absorption and retention of trainings. Busy employees may listen to a webinar while they work on other things, catching only tidbits here and there. Or they may put a training video off until they’ve finished a project and are too exhausted to give it due attention.
To avoid these training pitfalls, consider these three tips:
Follow the AGES Model. The NeuroLeadership Institute argues that we learn quickly and retain information best when we focus on one topic (attention), actively connect what we learn to what we already know (generation), experience positive feelings while learning (emotion), and space our intake of information (spacing). For example, cramming training on multiples topics into a tight two-day workshop would be much less effective than spreading that training out over a few weeks. You can learn more about the AGES Model here.
Give employees time to reflect and practice the skills they’ve learned. In some professions, like music and athletics, you spend most of your work time learning, building, and reinforcing skills before the big performance, whether it’s a concert, game, or race. Good performance necessitates constant practice. But in most professions, practice seems like a luxury you can’t afford because you’re expected to be performing during your work time. This is one reason trainings fail to deliver results. To master new skills, employees need time to focus on building those skills. That means some work time needs to be set aside post-training for them to reflect on and practice what they’ve learned.
Align trainings with the present needs and future goals of both the company and the employee. When assessing employee training goals, consider what additional knowledge and skills would enable them to do their jobs better now, but also set them up for success in their future careers. Employees are more likely to be excited by and personally invested in their training if they understand their personal return on that investment. If they don’t recognize its value, it won’t have any value to them.
This Q&A does not constitute legal advice and does not address state or local law.
This Q&A was provided by Mineral, powering the UST HR Workplace. Have HR questions? Sign your nonprofit up for a FREE 60-day trial here. As a UST member, simply log into your Mineral portal to access live HR certified consultants, 300+ on-demand training courses, an extensive compliance library, and more.
Use These Strategies to Help Your Team Prioritize Mental Health
As staff members and volunteers work toward furthering a nonprofit’s mission, they may find themselves shouldering a heavy emotional load. Many times, they’re the ones on the front lines – serving your target audience and witnessing on a first-hand basis the genuine need and impact your nonprofit can have.
It’s natural to consider ways your organization can better support the mental health of staff members and volunteers after a big event leaves the entire team drained. Maybe your group makes it a priority to build mental health support reminders into annual review discussions to help encourage staff to take advantage of benefit options such as an Employee Assistance Plan (EAP).
Working with UST can be a smart way to cut the cost of mental health and wellness benefits for your organization. Take a look at this case study where a client used the savings they got through UST to help fund these types of benefits for their staff.
But the most successful nonprofits prioritize the mental health of each team member on a daily and weekly basis to help foster an environment that more consistently supports balance and emotional well-being – to help avoid pushing staff and volunteers to the point of burnout.
Give The Gift of Time
While budgets are often notoriously tight in the nonprofit world, helping your employees make the most of their time can also be easy on your organization’s bottom line.
Emphasize “Life-Work” Balance
With the emotional demands of nonprofit work, you can help employees prioritize their own mental health by creating a culture which encourages them to fill their own cups first. Staff and volunteers need to feel that they can confidently meet their own family and personal needs before they can dedicate themselves to your nonprofit’s mission.
Encouraging Words and Listening Ears
You may not remember the raise you got a few years ago. But if you’re like most people, the compliment given by a mentor still carries meaning – even if it happened long ago. Your employees are no different.
Lead By Example
Even with the most generous package of mental health benefits, it’s important for your team to see leaders prioritizing their own personal well-being before staff will be comfortable doing the same for themselves.
Openly discussing your own self-care strategies and mental health challenges can normalize these types of conversations so that team members will be more likely to take advantage of mental health benefits when they need them.
If you’re looking for more ideas on helping your staff and volunteers prioritize their mental health, consider taking advantage of the HR Workplace offered through UST. This complimentary resource is powered by Mineral and includes 60 days of free access. You can ask specific questions about a mental health situation within your organization and an expert will get back to you with answers to help you solve the challenge.
SOURCES:
“5 Ways Nonprofits Can Offer Competitive Benefits on a Tight Budget”, guhroo.co, 2/12/25
“How Nonprofit Teams Can Prioritize Mental Health And Prevent Burnout,” Forbes Nonprofit Council, 9/10/24
“The Intersection of Leadership and Mental Health: Best Practices,” Belinda Winter, 10/15/24
Asian American, Native Hawaiian, and Pacific Islander (AANHPI) Heritage Month is a time to honor the rich histories, cultures, and contributions of the AANHPI community. For nonprofits, it’s also an opportunity to amplify diverse voices, build stronger coalitions, and drive meaningful community impact together.
This month is more than recognition; it’s a call to action. It’s about creating spaces where voices from the AANHPI community can thrive, stories can be shared, and organizations can unite in advancing equity and inclusion. For nonprofits and community leaders, this work starts with strong collaboration, impactful resources, and inclusive workplaces.
The Role of Nonprofits in Supporting AANHPI Communities
Nonprofit organizations play a vital role in advancing the well-being of underrepresented communities. With AANHPI communities experiencing barriers such as access to healthcare, education inequality, and workplace discrimination, nonprofits can act as a bridge for support and advocacy. Here’s how nonprofits can make a tangible impact during AANHPI Heritage Month and beyond:
By taking these steps, nonprofits can ensure that their work uplifts and supports the communities they aim to serve.
Join the Movement for Meaningful Impact
This AANHPI Heritage Month, let’s not only celebrate the cultural richness and resilience of AANHPI communities but also take actionable steps to create a more inclusive and equitable environment for all.
Start building a stronger foundation for your nonprofit’s mission today. Take advantage of UST HR Workplace with a FREE 60-Day Trial to access the essential tools you need to support your workplace while driving meaningful impact.
UST HR Workplace is a cloud-based platform designed specifically for nonprofit employers aiming to foster a safe, compliant, and productive work environment. By signing up for our 60-day trial, you’ll access valuable resources that simplify managing your nonprofit. These include live certified HR experts ready to answer pressing questions, over 300 employee training courses for professional development, and thousands of downloadable forms and checklists for everyday HR operations. Additionally, you’ll find an online employee handbook builder and job description tools to attract top talent.
Sign up for your free trial now
Together, we can create lasting change that honors the principles of diversity and inclusion across all the communities we serve.
Question: An employee says that the stress of the job is affecting their mental health. How should we handle this?
Answer: This employee may just need to talk through their concerns and get your help prioritizing or delegating. They may, for example, feel like every single thing on their to-do list is life-or-death by Friday at close of business, when that’s not really the case. Some manager guidance can go a long way, especially for your employees who are usually self-directed.
On the other hand, the stress and mental health effects the employee describes may rise to the level of a disability under the Americans with Disabilities Act (ADA). In this case, we would recommend beginning the interactive process to determine what, if anything, can be done to accommodate them so that the essential functions of the job get done to your standards and the employee is able to keep working. As part of this conversation, you can request a doctor’s note to substantiate the disability.
If you have more general concerns about the effects of stress in your workplace, you might consider ways to help your employees reduce and manage their stress. Tried and true methods include offering health benefits so employees can access health care professionals and paid time off so they can take a day here and there to rest and recharge. Simply encouraging employees to support one another and allowing them breaks during the day can also be a great help.
You can learn more about supporting the mental health of employees by reading our guide on the subject.
This Q&A does not constitute legal advice and does not address state or local law.
This Q&A was provided by Mineral, powering the UST HR Workplace. Have HR questions? Sign your nonprofit up for a FREE 60-day trial here. As a UST member, simply log into your Mineral portal to access live HR certified consultants, 300+ on-demand training courses, an extensive compliance library, and more.
When people think about nonprofit organizations, they might believe that a group’s tax-exempt status means the organization doesn’t need to worry about taxes or the IRS. That misconception couldn’t be farther from the truth!
In fact, the federal government requires annual documentation from nonprofits (other than churches or certain church-related groups) to show how they’re working toward their mission and to confirm they’re following regulations established for tax-exempt entities. IRS Form 990 provides the framework for this annual reporting.
What’s included in Form 990?
Form 990 basically serves as a public report card on your organization. It details information such as:
Prospective donors often review a nonprofit’s Form 990 filings to get an idea of how the group is working toward their goals and to get a snapshot of the organization’s financial health. (If expenses such as unemployment claims or state unemployment premiums are negatively impacting your nonprofit, you can talk to UST about alternative solutions which can help significantly cut these types of expenses. It could be a smart way to demonstrate your group’s dedication to year-over-year fiscal improvement for your next 990 filing.)
Which version of Form 990 does my nonprofit need to complete?
Your organization’s annual revenue determines which version of Form 990 must be filed each year:
Form 990 is commonly supplemented by Schedules. While there are 16 Schedule options associated with Form 990, most organizations are only required to complete a few. Smaller groups may not need to submit any Schedules. If your nonprofit participates in the activity covered by a certain Schedule, it must be filed along with your 990.
Once Form 990 is filed with the IRS, does a nonprofit need to worry about state filing requirements as well?
There’s no “one size fits all” answer for this question. Nonprofit filing requirements vary by state. The IRS website includes a quick reference of state-by-state information for tax-exempt organizations.
Are there deadlines for filing Form 990?
Form 990 is due each year by the 15th day of the 5th month after the end of a nonprofit’s fiscal year. If your organization is running behind on this paperwork, you can file IRS Form 8868 to request a six-month extension.
Smaller nonprofits who use Form 990-N are not eligible for extensions but there are currently no penalties for late filing for these groups.
What happens if a nonprofit doesn’t meet their Form 990 deadline?
Meeting Form 990 deadlines is critical for tax-exempt organizations. If Form 990 is filed late, the IRS has the right to assess financial penalties. If your nonprofit’s gross revenues are less than $1,208,500, the fee is $20 per day up to a maximum $12,000 fine. If your group’s revenues are higher than $1,208,500, the fee jumps up to $120 a day with a maximum fine of $60,000.
While those fines can add up quickly, there’s an even more significant penalty for groups that fail to file Form 990 for three consecutive tax years. Nonprofits who fall into that situation automatically lose their tax-exempt status. As a result:
What are some of the most common errors that lead the IRS to reject Form 990 submissions?
The IRS can return your Form 990 filing or even reject it due to errors or missing information. They recommend reviewing the following aspects of your organization’s 990 filing to avoid this situation:
With the significant potential penalties surrounding Form 990, most nonprofits take filing this key documentation extremely seriously. Experts recommend working with your board of directors and a tax professional to help make sure your organization stays in compliance with these important regulations.
As your nonprofit gears up for the upcoming 990 filing, consider adding a strategic approach to reducing unemployment costs to your documentation. UST has assisted over 2,200 nonprofit organizations in minimizing financial exposure to unemployment claims. The savings from working with UST have enabled many organizations to fund staff merit increases, offset rising health insurance premiums, or cover expenses like wellness benefits. See how much you could save by becoming a reimbursing employer with UST by clicking the link here.
SOURCES:
“Charities and nonprofits,” IRS.gov: https://www.irs.gov/charities-and-nonprofits
“Federal Filing Requirements for Nonprofits,” National Council for Nonprofits: https://www.councilofnonprofits.org/running-nonprofit/administration-and-financial-management/federal-filing-requirements-nonprofits
“Your IRS Form 990 Questions Answered,” blueavocado.org: https://blueavocado.org/finance/your-irs-form-990-questions-answered/?gad_source=1&gclid=CjwKCAjwtdi_BhACEiwA97y8BBcZnko5Bt0pKgphXCP99p3pCvcOTnUhgCIQLc1zPLB5BOJeFJIdqxoCnmYQAvD_BwE
Tax season can be a daunting time for nonprofit organizations. Between managing tight budgets, juggling employee needs and fulfilling your mission, handling unemployment costs and HR responsibilities can feel overwhelming. That’s where UST comes in. For over 40 years, UST has specialized in helping nonprofits save time and money, allowing you to focus on what matters most—making a difference in your community.
What is UST?
UST is a leading workforce solutions provider dedicated to serving nonprofit organizations. With over 2,200 nonprofits putting their trust in UST, we provide tailored programs and services designed to save money, streamline unemployment claims, and optimize HR operations. By leveraging UST’s expertise, nonprofits gain a strategic advantage that enables them to improve cash flow and reduce administrative burdens.
Whether you are managing state unemployment taxes or handling complex HR needs, UST offers a variety of solutions to simplify tax season and promote long-term financial stability. Here’s how UST can help your nonprofit thrive.
The Benefits of Partnering with UST
1. Unparalleled Savings on Unemployment Costs
One of UST’s standout offerings is the ability to help nonprofits opt out of state unemployment taxes by becoming reimbursing employers. Nonprofits that qualify can shift from paying state taxes to reimbursing actual unemployment costs dollar-for-dollar. This switch has proven to save organizations up to 60% on unemployment expenses in their first two years with UST. The saved funds are then held in a reserve account, creating a financial asset nonprofits can use for future planning.
2. Expert Claims Management
Handling unemployment claims can be a complex and time-consuming process. UST’s expert claims administrators manage the entire process for you—from assisting with investigations to providing hearing representation. Their online tools also allow you to monitor claims, forecast expenses, and ensure compliance with state and federal laws. This ensures your nonprofit is not overpaying or held back by costly errors.
3. Rate Forecasting for Financial Planning
With UST, you gain access to tools designed to help manage cash flow and budget effectively. Our rate forecasting capabilities provide insight into how unemployment tax changes may make an impact on your organization, so you can plan confidently.
4. HR Support Tailored for Nonprofits
Between compliance requirements and employee needs, HR management can be tricky for nonprofits. UST offers comprehensive HR support through a cloud-based platform, giving you access to:
By adding capacity to your HR team, UST allows you to focus on your mission while ensuring your workforce operates efficiently.
5. Award-Winning Outplacement Services
UST also supports nonprofit staff transitions with award-winning outplacement services. This includes career coaching, resume assistance, interview prep, and more. These services are crucial for nonprofits navigating layoffs or helping employees’ transition, all while minimizing unemployment costs.
6. Peace of Mind with Full Coverage
For nonprofits looking for extra protection, UST’s fully insured program, UST Secure, offers first-dollar coverage for unemployment claims. This ensures your organization’s financial stability even during unexpected workforce changes.
How UST Helps During Tax Season
Tax season is the perfect time to assess your organization’s financial efficiency. Here are a few ways UST simplifies the process:
Why Nonprofit Leaders Choose UST
Nonprofit leaders across the country have experienced transformational benefits from working with UST. Here’s what some of them have to say:
“UST provides so much more than an improved process for handling UI costs. Their scope of services not only saves money but makes the process so much more manageable, especially from an HR perspective. UST truly understands nonprofits!” — Pathways PA, Inc.
“We are a relatively small organization without the resources to have a fully staffed administrative team. Utilizing UST and all its services has been a tremendous help!” — Georgia Center for Nonprofits
By delivering customized solutions, UST enhances operational efficiency and creates meaningful financial impact for hundreds of nonprofits every year.
Get Started with UST Today
Simplify tax season and protect your nonprofit’s financial health with UST’s expert support. Whether you’re ready to become a reimbursing employer or simply want to enhance your HR capabilities, UST has a program to meet your needs.
Next steps:
Fill out our Free Savings Analysis Form to see how much your nonprofit could save (it only takes a few minutes!). Tax season does not have to be complicated. Partner with UST to save money, reduce risk, and increase your operational efficiency.
Empower your nonprofit to do more with UST. Because every nonprofit deserves a trusted partner.
Question: We will be terminating an employee who’s been with us only a month. How do I ensure that they don’t get unemployment?
Answer: Unfortunately, unemployment insurance (UI) benefit claims can be difficult to contest. Most state unemployment departments will only deny benefits if the employee’s misconduct rose to the level of gross misconduct, like stealing or workplace violence.
Fortunately, however, the effect of a single UI claim on your state unemployment insurance tax rate is minimal to non-existent. More importantly, even if your UI rate increases, that additional cost is often less expensive than keeping an employee who shows no willingness or ability to improve. If you have documented employee performance expectations and the employee still isn’t meeting them, don’t let the possibility of a higher UI rate dissuade you from termination. If you’re worried about your UI tax rate generally, the best thing you can do is minimize turnover.
This Q&A does not constitute legal advice and does not address state or local law.
This Q&A was provided by Mineral, powering the UST HR Workplace. Have HR questions? Sign your nonprofit up for a FREE 60-day trial here. As a UST member, simply log into your Mineral portal to access live HR certified consultants, 300+ on-demand training courses, an extensive compliance library, and more.
As a nonprofit organization, your budget probably doesn’t allow for big cash bonuses or expensive rewards. But that doesn’t mean you can’t provide meaningful recognition that incentivizes your MVPs. In fact, sometimes the “no cost” incentives mean the most to your employees.
Here are nine ideas to help you provide solid recognition to MVPs – on a nonprofit budget.
1. Praise in one on ones. Employees want to feel that their contributions matter and that someone sees the efforts they put into their jobs. Calling out an employee’s “extra mile” work, acknowledging milestones and generally praising the everyday contributions they add can be a great way to reward employees – especially for introverts who might not feel comfortable in the spotlight.
2. Praise in staff meetings. It’s not a secret. You probably also have employees who yearn for the spotlight. While praise in their one on ones is good, they’ll feel even more rewarded when you highlight their contributions in public during staff meetings. Consider building a team kudos section into staff meetings to help build opportunities to highlight achievements and milestones.
3. Send handwritten notes. It may seem old-fashioned but the power of a small handwritten note can be significant. It’s not uncommon for employees to keep them and reread the “kudos” message long after their receipt. It only takes a few minutes to write a congratulations or thank you message. But the impact lasts long after it’s sent.
4. Bring in surprise treats. Ordering a delivery of donuts, cookies or some other treat for a Friday afternoon can bring a big boost to morale – especially after your team pulls off a big event or meets a significant milestone. This thoughtful surprise can build team bonding at an inexpensive cost. The camaraderie built around enjoying surprise treats can help your team feel rewarded and see that their efforts are recognized.
5. Give extra time off. Rewarding top performers with extra time off can be a smart way to build loyalty within a nonprofit. Consider an employee who recently finished a big project. Giving them Friday afternoon off costs your organization nothing. But those extra “time off” hours can build a world of loyalty.
6. Award work from home days. Work/life balance can be highly motivating – especially for employees in nonprofit settings. Recognizing extraordinary efforts with work from home days can be an easy way to reward high performers by giving them the flexibility they may need to handle family situations at no cost to your nonprofit.
7. Prime parking spot. Awarding a “VIP” parking spot can be a smart way to recognize employees who go above and beyond in their duties. Be sure to put up a sign that clearly marks the spot as reserved for the VIP employee. Then make it a priority to rotate the winners of the spot between high performers and more junior employees who exceeded expectations during certain events. The goal is to build the perception that anyone within the nonprofit – no matter what their job – could win this coveted parking spot.
8. Lunch with leadership. Especially for lower-level employees, having the opportunity to be heard by senior leadership can be a significant reward. First, it immediately serves as recognition for their contributions. Then it allows them to proactively share ideas or insights that might help senior leadership better understand organizational issues or find new ways to approach challenges the nonprofit may be facing.
9. Employee of the month award. Within a nonprofit, one of the most powerful morale-boosting strategies is recognition. Building an “Employee of the Month” program can be one of the most successful. Creating a prominent “Employee of the Month” display on a bulletin board helps show your employees and the people you serve that you’re recognizing the efforts of people who go the extra mile for your organization.
Be sure to prominently name the person who earned the reward. Display a photo of them. Include a short paragraph summarizing the reasons they won that month’s recognition. Much like the VIP parking spot recognition, it’s important to make sure your organization recognizes workers across the spectrum of your nonprofit.
As a nonprofit organization, boosting employee morale on a budget can be a great way to retain top performers and attract new superstars. If you’d like more ideas for rewarding employees, take advantage of the UST HR Workplace – a full suite of tools powered by Mineral that can help you find even more ways to reward top performers on a budget. Start your free 60-day trial to access articles and checklists that can help you build a culture of recognition within your nonprofit.
SOURCES:
“From Praise to Profits: The Business Case for Recognition at Work,” workhuman.com, 3/28/23
“22 Free Employee Recognition Ideas That Actually Work,” selectsoftwarereviews.com, 11/29/24 https://www.selectsoftwarereviews.com/blog/free-employee-recognition-ideas
“5 Budget-Friendly Employee Recognition Ideas,” marketinginnovators.com https://www.marketinginnovators.com/blog/5-budget-friendly-employee-recognition-ideas
Nonprofits face unique challenges when it comes to staffing. Limited or tight budgets, lean teams, and high-impact missions often mean employees are stretched thin. Despite these challenges, these dedicated individuals consistently invest their time, effort, and passion into driving meaningful change.
Yet, even with such dedication, nonprofit leaders can overlook one crucial aspect of maintaining a productive and motivated workforce—employee appreciation. Here is why it matters and how it can make a significant impact to your organization.
The Ripple Effect of Employee Appreciation
The importance of employee appreciation is far-reaching, and the evidence backs it up. According to the American Psychological Association, when employees receive appreciation at work, 93% feel valued and motivated to give their best, and 88% report being engaged. Organizations with a strong appreciation culture experience higher employee engagement, better retention rates, and enhanced overall performance. For nonprofits, where budgets and recruitment resources are often limited, showing employees that they are valued can be a game-changer.
Some benefits include:
Easy Ways to Show Your Nonprofit Team You Care
Appreciation does not have to be expensive; it’s about making employees feel seen and valued. Here are ways to incorporate employee appreciation into your nonprofit culture:
1. Celebrate Milestones: Recognize employee work anniversaries, birthdays, or major project achievements. A handwritten note, small gathering, or public acknowledgment can go a long way.
2. Offer Opportunities for Growth: Provide access to training programs, conferences, or mentorship opportunities. Investing in the growth of your employees shows that you value their future as much as their present efforts.
3. Encourage Transparent Communication: Sometimes, the simplest way to appreciate an employee is to openly acknowledge their contribution in meetings or reports. A quick “thank you for your hard work” can be influential.
4. Introduce Flexible Benefits: Work-from-home perks, mental health days, or schedule flexibility can show your staff that you value their well-being just as much as their work.
5. Recognize Their Impact: Tie their efforts directly to your nonprofit’s mission. For example, instead of saying, “Great work on the fundraiser,” highlight how their work helped feed 500 families in the community.
How UST HR Workplace Can Help
Building a culture of appreciation takes consistency and the right tools. With UST HR Workplace, nonprofit managers and HR professionals have everything they need to streamline employee engagement and recognition. This cloud-based platform offers tools, templates, and trainings designed specifically for nonprofits to create a safe, compliant, and productive workplace. Strong employee appreciation leads to a more connected, motivated, and efficient nonprofit staff.
Sign up for UST HR Workplace’s Free 60-Day Trial and unlock the tools you need to build a culture of gratitude that keeps your team engaged and your impact growing.
Show your workforce they are valued. It starts with you!
Source:
https://front.com/blog/thanks-the-importance-of-appreciation-and-gratitude-in-the-workplace
Question: We’d like to start giving cost of living raises to employees on their anniversary dates. What’s the best way to calculate these pay increases?
Answer: When the information is available, employers typically use the consumer price index (CPI) to calculate cost of living increases. It measures the change in prices consumers pay for goods and services such as housing, food, and medical care. Most heavily populated cities have their own CPI.
Most cities often see a small increase each year, but it is important to note that the CPI can also remain the same or decrease. It’s not guaranteed a cost of living increase will occur based on the CPI. You can find the CPI for your urban area by searching the Bureau of Labor Statistics website.
If you tie salary increases to the CPI, your policy should neither guarantee annual raises nor decrease compensation when the CPI decreases. If you choose to guarantee a raise each year, you could have a minimal percentage increase that applies in those years in which the CPI does not increase. However, instead you may consider basing pay increases on merit, market factors, and profitability of the company.
This Q&A does not constitute legal advice and does not address state or local law.
This Q&A was provided by Mineral, powering the UST HR Workplace. Have HR questions? Sign your nonprofit up for a FREE 60-day trial here. As a UST member, simply log into your Mineral portal to access live HR certified consultants, 300+ on-demand training courses, an extensive compliance library, and more.
Nonprofit organizations improve communities by providing impactful services, including everything from educating, sheltering, healing, nurturing and so much more. Nearly everyone in the United States has benefited from a nonprofit organization in one way or another. The roughly 1.3 million nonprofit organizations in the U.S. need assistance to operate and help as many people as possible.
Internship programs offer numerous benefits to nonprofit organizations. Interns provide much-needed assistance, unique skill sets and fresh ideas. Internships can also lead to new hires that help the organization operate and grow for years to come. Even interns who do not become full-time employees often remain proponents of the organization.
There’s no denying that nonprofit internships are valuable, but finding the right interns can be a challenge. Discover how you can recruit and hire interns who will have a positive impact on your organization through their hard work and unique skills:
Where to Locate Your Nonprofit Interns
Nonprofit internships offer many benefits to the organization, as well as to the interns themselves. However, locating the right recruits may feel like finding a needle in a haystack at times. The following are several places to find quality recruits, so you can spend less time searching and more time offering your much-needed services.
Tips for Hiring Interns
How you hire interns can have a significant impact on their experience at your nonprofit organization. The following are a few effective tips to help ensure your potential interns understand what the position entails and how the internship can be mutually beneficial.
UST offers virtual HR solutions for organizations that don’t have full-time HR departments. We provide a complete range of HR resources to resolve HR issues quickly and smoothly. Our solutions support the unique needs of nonprofits, so you can stop worrying about HR concerns and focus on extending your organization’s positive impact.
For more insight into human resource best practices for nonprofits, join our newsletter!
Sources:
https://www.volgistics.com/blog/how-to-recruit-nonprofit-interns
https://www.councilofnonprofits.org/about-americas-nonprofits/nonprofit-impact-communities
Every February, Black History Month serves as a powerful reminder of the profound contributions African Americans have made to history, culture, and society. For nonprofits, this observance presents an important opportunity to both honor Black history and actively promote diversity and inclusion within their own organizations.
But how can nonprofit leaders go beyond surface-level acknowledgment to make a lasting impact? Here, we’ll explore meaningful ways nonprofits can celebrate Black History Month while building an inclusive workplace that aligns with their values and mission.
Black Generosity and Charitable Giving
Did you know? Despite the vast wealth gap created by systemic inequality, Black Americans give the largest share of their wealth to charity compared to all other racial or economic groups in the United States. Nearly two-thirds of African American households donate to organizations and causes, contributing an astounding $11 billion each year.
A study conducted by the Urban Institute revealed a remarkable finding about Black philanthropy. Since 2010, Black families have contributed the largest proportion of their wealth — including savings, used cars, land, and investment accounts — to charities across all racial or ethnic groups in the dataset.
What’s even more inspiring is that 28% of Black donors report household incomes below $50,000 a year, yet they are contributing a higher proportion of their income to charity than any other racial group. This demonstrates the extraordinary culture of giving within Black communities, often rooted in values of mutual aid, collective growth, and community solidarity.
For nonprofits, understanding this spirit of philanthropy means building genuine, meaningful connections with the Black community. Recognizing and celebrating this generosity during Black History Month can strengthen trust between organizations and constituents while advancing shared missions.
How Nonprofits Can Celebrate Black History Month
1. Highlight Historical Contributions: Share stories of Black leaders or organizations that have had a profound impact on your nonprofit’s field or mission. Use internal newsletters, team meetings, or social media to educate and inspire your staff, stakeholders, and community.
2. Support Black-Owned Businesses & Nonprofits: Use this time to uplift Black-owned businesses or partner with local, Black-led nonprofits. Whether you’re seeking vendors, collaborators, or event speakers, this is an impactful way to actively support the community.
3. Host Educational Workshops or Panels: Invite speakers, historians, or authors to lead workshops or discussions on Black history, systemic inequality, or contemporary issues. Providing learning opportunities emphasizes your commitment to fostering understanding among staff and stakeholders.
4. Create a Volunteering Initiative: Organize volunteer drives for staff to support Black-led community organizations or causes tackling racial inequalities. This not only strengthens ties with your community but also demonstrates your organization’s dedication to long-term equity.
5. Review & Advance DEI Initiatives: Take the time to examine your nonprofit’s Diversity, Equity, and Inclusion (DEI) strategies. Use Black History Month as a catalyst to revisit policies, identify gaps, and ensure your organization is building a welcoming and inclusive workplace for all employees.
As nonprofit leaders, it’s crucial to serve diverse communities, beginning with fostering awareness, respect, and representation within your organization. Celebrating Black History Month goes beyond honoring the legacy of Black leaders, innovators, and changemakers; it also enhances your inclusivity initiatives and boosts staff engagement. When your team sees that your nonprofit prioritizes equity and values diverse contributions, it fosters a stronger workplace culture, greater employee satisfaction, and a deeper connection to your mission.
Navigating the complexities of today’s HR landscape to create an equitable workplace can be challenging. That’s where UST HR Workplace comes in. This cloud-based platform is specifically designed for nonprofit employers, offering tools, templates, and training to cultivate safe, productive, and compliant environments. With UST HR Workplace, your organization can concentrate on hiring and retaining top talent while minimizing liability risks.
Discover how UST HR Workplace can empower your team to stay compliant and productive. Sign up for a FREE 60-day trial today and take the first step towards a stronger, more inclusive workplace culture!
*Recent executive orders from the Trump administration have significantly impacted nonprofits engaged in DEI initiatives, creating new challenges and uncertainties for these organizations. We stand with nonprofits engaged in all aspects of community and social service and our mission is to support your organization with HR tools and money-savings unemployment solutions to help mitigate some of the uncertainty.
Source
https://www.urban.org/urban-wire/despite-racial-wealth-gap-black-philanthropy-strong
https://www.tides.org/blog/five-facts-to-know-about-black-philanthropy-strong
Question: What is natural hairstyle discrimination?
Answer: Natural hairstyle discrimination occurs when natural or protective hairstyles (most often worn by Black women) are prohibited or are the basis of different or unfavorable treatment. That sounds a bit technical, but what it usually looks like in practice is dress codes that prohibit corn rows, locs, or afros, and hiring managers rejecting candidates with natural hair because they don’t have a “professional” look about them.
Some states have made natural hairstyle discrimination illegal by amending their employment discrimination laws to specifically define race as including traits associated with race, including hair texture and protective hairstyles. Protective hairstyles include (but aren’t limited to) afros, bantu knots, curls, braids, locs, and twists.
In states that have made natural hair discrimination illegal, employees have legal protections so that they don’t have to do something special or difficult with their hair (such as straighten it) just to come to work. It also means they don’t have to change this part of their racial identity for work. Ideally, they don’t have to worry about not being hired, being demoted, or being considered unprofessional because they wear a natural or protective hairstyle.
Whether or not you operate in a state that has made natural hairstyle discrimination illegal, we strongly recommend that you allow and encourage employees to wear hairstyles that work for them, whether that’s because they are easy, protective, or part of how they identify themselves.
This Q&A does not constitute legal advice and does not address state or local law.
This Q&A was provided by Mineral, powering the UST HR Workplace. Have HR questions? Sign your nonprofit up for a FREE 60-day trial here. As a UST member, simply log into your Mineral portal to access live HR certified consultants, 300+ on-demand training courses, an extensive compliance library, and more.
Many nonprofits report that some of their strongest leaders are those who were “grown within” their organization. This internal leadership development, however, generally doesn’t happen by accident. Many of the most successful nonprofits have built their own roadmap for strategic leadership development.
By identifying the rising stars within your organization, you encourage team members to build new skills – both within their current role and by cross-training in other functions. This proactive approach to development:
How to find your nonprofit’s future leaders
As a leader within your organization, you’re most likely juggling multiple responsibilities. That’s why it’s important to share the job of “leadership talent scout” with other senior team members.
Consider adding a line item to senior staff meetings encouraging these leaders to highlight ways their direct reports or other staff members have recently stepped up. Managers with direct day-to-day staff interaction often value the opportunity to sing the praises of their team members.
This addition to your meetings can be a simple way to identify future leaders. Some staff members may shine in situations where they can jump in and tackle an urgent situation. Introverted team members, on the other hand, may stand out because their dependable advice and calm suggestions paint them as a co-worker others turn to with questions. Both types of future leaders can be invaluable.
Be sure to keep track of the staff members making these extra mile contributions – either in your own notes or by asking that they be included in meeting notes. Afterward, consider sending a short email to the individual thanking them for going above and beyond. This type of praise costs your organization nothing but is often highly valued by the staff member you recognized.
Over the course of a few senior team meetings, you’ll likely see a few names that consistently earn accolades from their direct supervisors. Consider involving these individuals in future leadership development efforts.
UST Workforce Solutions offers a complimentary trial to UST HR Workplace – a full suite of tools powered by Mineral that can give you additional ideas for identifying future leaders. Start your free 60-day trial to find helpful articles, templates, and checklists to help your organization grow tomorrow’s leaders.
Building strategic leadership opportunities on a nonprofit budget
Plotting a roadmap for your organization’s leadership development doesn’t require a significant budget. Many of the best leadership training opportunities can be incorporated at little or no cost by proactively engaging key individuals in challenging opportunities.
As your future leaders make their way through your organization’s leadership development roadmap, senior managers or supervisors should be encouraged to delegate smaller tasks to these individuals and monitor their performance. Ideally, you want to see them taking initiative on these responsibilities, set up a plan, project a positive attitude toward the team members they’re working with, and clearly communicate with the team and other stakeholders.
Once your leaders of tomorrow master lower-level projects, they can then step up to more significant responsibilities. In recognition of a team member’s growing leadership, many nonprofit organizations award these future leaders a “senior” title, which helps build a career path until a more elevated promotion opportunity becomes available.
If you’re interested in additional leadership training opportunities for your organization, take advantage of the 60-day free trial of UST HR Workplace. You’ll find 300+ on-demand training sessions to help motivate your nonprofit’s leaders of tomorrow.
SOURCES:
“Nonprofit Leadership – The Ultimate Guide For A Real Difference,” donorbox.org, 12/3/24
“6 Leadership Development Goals to Prioritize in Your Nonprofit,” dickersonbakker.com, 7/12/23
Effective communication is the backbone of any successful organization, but for nonprofits, it’s even more critical. With teams often juggling multiple roles, limited budgets, and high-stakes missions, healthy communication can mean the difference between achieving your goals or falling short. By fostering a culture of openness, active listening, and collaborative dialogue, nonprofit leaders can create an environment where both their teams and their missions thrive.
Why Communication Matters in Nonprofits
Unlike traditional workplaces, nonprofits encounter distinct challenges. Teams often operate in high-pressure environments, balancing passionate stakeholders and limited resources. Poor communication can exacerbate these challenges, leading to misunderstandings, inefficiencies, and even conflict. On the contrary, a culture of healthy communication can boost morale, improve productivity, and foster stronger relationships—both internally and externally.
The Benefits of Healthy Communication
We’ve laid the groundwork for why a thriving communication culture is essential. Now, let’s unlock its potential. Below are actionable strategies to build a communication culture that empowers your nonprofit and drives impactful results.
1. Lead by Example – Leadership sets the tone for communication within any organization. If you model transparency, active listening, and respect in your interactions, your staff will follow suit. Make it a habit to communicate your vision clearly, set expectations, and regularly check in with your team.
Try using an open-door policy to make employees feel comfortable sharing ideas, concerns, and feedback. Leadership workshops on effective communication can also be a worthwhile investment.
2. Create Channels for Open Dialogue – Healthy communication revolves around having safe and accessible platforms for discussion. Teams in nonprofits often vary in size and location, so adopting diverse communication channels—from regular team meetings to digital collaboration tools—can ensure everyone remains connected and on the same page.
Schedule weekly or biweekly check-ins to provide space for updates, feedback, and questions. Pair these with platforms like Slack or Trello for day-to-day collaboration.
3. Prioritize Active Listening – Listening is just as critical as speaking. Actively listening to your team reduces misunderstandings and shows employees that their opinions and emotions are valued. This can cultivate a stronger sense of belonging and respect among staff, which leads to higher morale and better teamwork.
When engaging with employees, repeat or paraphrase what they’ve said to confirm understanding. Avoid interrupting or rushing them during discussions.
4. Establish Clear Processes for Conflict Resolution – No organization is immune to conflicts, but the way they’re handled can either build or break team cohesion. Creating structured approaches for conflict resolution ensures that every issue is addressed fairly, strengthening trust and unity across your organization.
Develop a set of guidelines for handling disputes and train team members in conflict resolution techniques. Encourage mediation led by a neutral third party when necessary.
5. Share Tactics for Better Communication – Make communication training an ongoing part of your organization’s professional development. Whether it’s teaching staff how to give constructive feedback or how to adapt communication styles across cultural and generational divides, providing these tools will empower your team to communicate effectively and empathetically.
Host quarterly workshops or provide access to online courses on effective communication skills tailored to nonprofit workplaces.
6. Celebrate Wins and Acknowledge Efforts – Acknowledgment and gratitude go a long way in building positive workplace communication. Regularly celebrate milestones, both big and small, to create a culture that values contributions and fosters motivation.
Make a lasting impression by recognizing individual and team achievements. Celebrate successes during meetings, share them in company-wide emails, and consider sending personalized thank-you notes.
7. Collect and Implement Feedback – Lastly, fostering healthy communication means being open to feedback—and acting on it. Regularly solicit input from your team on how communication processes could improve. Doing so not only strengthens trust but also leads to continuous organizational growth.
Distribute anonymous surveys to capture honest feedback on organizational communication. Follow up by implementing changes and sharing the outcomes with your team.
Building a culture of healthy communication in your nonprofit isn’t just about getting people to talk. It’s about nurturing understanding, building trust, and empowering your team to collaborate effectively toward a shared goal. By being intentional with communication practices, you can set the foundation for a workplace where challenges are met with solutions, and everyone—from team members to the community you serve—feels valued and heard.
At UST, we’re dedicated to empowering nonprofits with the tools and strategies they need to thrive. By cultivating better communication within your team, you can build a stronger culture that propels your mission forward. If you’re ready to take the next step, sign up for UST’s FREE 60-day HR trial today. Gain instant access to 300+ employee training courses and see how we can help your organization succeed.
Question: How can we help our employees feel more comfortable providing feedback about their managers?
Answer: Employees are often uncomfortable providing feedback about their managers because they fear workplace tension or retaliation, they aren’t sure what to say, or they don’t believe anything will change. The following practices can help address these concerns:
This Q&A does not constitute legal advice and does not address state or local law.
This Q&A was provided by Mineral, powering the UST HR Workplace. Have HR questions? Sign your nonprofit up for a FREE 60-day trial here. As a UST member, simply log into your Mineral portal to access live HR certified consultants, 300+ on-demand training courses, an extensive compliance library, and more.
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