HR Workforce Solutions
By Nonprofits, For Nonprofits
Although nonprofits usually have exemptions from paying taxes, they must still file tax returns each year. Nonprofits file certain forms,...
One area where costs can quickly add up is recruitment. Finding the right talent for your organization is vital, but...
UST maintains a secure site. This means that information we obtain from you in the process of enrolling is protected and cannot be viewed by others. Information about your agency is provided to our various service providers once you enroll in UST for the purpose of providing you with the best possible service. Your information will never be sold or rented to other entities that are not affiliated with UST. Agencies that are actively enrolled in UST are listed for review by other agencies, UST’s sponsors and potential participants, but no information specific to your agency can be reviewed by anyone not affiliated with UST and not otherwise engaged in providing services to you except as required by law or valid legal process.
Your use of this site and the provision of basic information constitute your consent for UST to use the information supplied.
UST may collect generic information about overall website traffic, and use other analytical information and tools to help us improve our website and provide the best possible information and service. As you browse UST’s website, cookies may also be placed on your computer so that we can better understand what information our visitors are most interested in, and to help direct you to other relevant information. These cookies do not collect personal information such as your name, email, postal address or phone number. To opt out of some of these cookies, click here. If you are a Twitter user, and prefer not to have Twitter ad content tailored to you, learn more here.
Further, our website may contain links to other sites. Anytime you connect to another website, their respective privacy policy will apply and UST is not responsible for the privacy practices of others.
This Privacy Policy and the Terms of Use for our site is subject to change.
UST maintains a secure site. This means that information we obtain from you in the process of enrolling is protected and cannot be viewed by others. Information about your agency is provided to our various service providers once you enroll in UST for the purpose of providing you with the best possible service. Your information will never be sold or rented to other entities that are not affiliated with UST. Agencies that are actively enrolled in UST are listed for review by other agencies, UST’s sponsors and potential participants, but no information specific to your agency can be reviewed by anyone not affiliated with UST and not otherwise engaged in providing services to you except as required by law or valid legal process.
Your use of this site and the provision of basic information constitute your consent for UST to use the information supplied.
UST may collect generic information about overall website traffic, and use other analytical information and tools to help us improve our website and provide the best possible information and service. As you browse UST’s website, cookies may also be placed on your computer so that we can better understand what information our visitors are most interested in, and to help direct you to other relevant information. These cookies do not collect personal information such as your name, email, postal address or phone number. To opt out of some of these cookies, click here. If you are a Twitter user, and prefer not to have Twitter ad content tailored to you, learn more here.
Further, our website may contain links to other sites. Anytime you connect to another website, their respective privacy policy will apply and UST is not responsible for the privacy practices of others.
This Privacy Policy and the Terms of Use for our site is subject to change.
Here are our top 5 organizational traits that make a nonprofit the best place to work:
1. Give them room to grow. Employees need to know their duties and their responsibilities are recognized, and that there is a clear path to growth. Recognizing those employees that are eager to take on more can help you craft an upward moving path for them. And remember it’s okay to ask! What do they see themselves doing? What can they offer? Letting them feel involved in their own future gives them confidence in themselves and their leaders.
2. Have mentors. The next leaders are already in our midst. Giving them the tools they need – direct from the experts – is pertinent to maintaining a strong nonprofit sector. Who’s better than leaders within your own organization to provide this? Sometimes assigning a formal mentor to an employee is necessary to build this type of relationship. Consulting with your executives and even executives at other organizations as to who they can stand by and provide career direction, might just open some doors to some true talent development.
3. Ensure a fair workplace. Limited HR staff often means nonprofits are “winging it” when it comes to applying workplace rules. But are the rules fair, and more importantly, do they follow the law? You might think closing the office for a week during Christmas is okay if you require employees to work Saturdays leading up to the holiday (this is a true story), but that would be classified as overtime and not paying them appropriately could cause a damaging lawsuit for your organization. Wrongful terminations are another big source of costly legal exposure.
4. Train your managers to be the best. Employee satisfaction often starts with having the right guidance. Training your managers to be great managers helps provide the framework for the entire organization. People often leave managers, not companies… and because good leaders aren’t born (they’re created), providing leadership education and management-skill training is vital to helping build the leadership an organization needs to retain employees. UST offers 200+ free online training courses for managers and employees when you join the UST Program, which is exclusive to nonprofit organizations.
5. Acknowledge they have lives outside of work. As an employer you might think your role starts and stops during the 9-5 job. But recognizing that life-work balance is important, and giving employees options like flexible hours, working from home occasionally, discounted gym memberships or sponsorship of activities like registration in a race or creating a softball team, can help foster more happiness and productivity at work. With many for-profit companies making these types of moves, it’s important to recognize how the nonprofit sector can provide equally satisfactory jobs for workers. There are all kinds of ways nonprofits make a difference for their employees. Tell us some of your ways on facebook!