Budget-Friendly Ideas for Nonprofits to Avoid Employee and Volunteer Burnout

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.

• Help Staff and Volunteers Take More Control of Their Daily Routine – Daily schedules can be overwhelming if team members find themselves constantly running from meeting to meeting.  Encourage staff to avoid setting up or accepting late meetings if they’re already starting their day with a 7:00 a.m. breakfast meeting.  Consider making it a standing rule within your group that no meetings will start after 3:00 p.m. to give team members the ability to finish their tasks for the day and leave work on time.

• Close the Office for Restoration Afternoons – It’s important to recognize the impact that big events or projects can have on staff and volunteers.  You can show team members that you appreciate their extra-mile dedication by giving them time off which does not count against their PTO.  Consider letting staff leave at noon on a Friday after a big event.  If a project was finalized late in the week, let the team know they don’t need to arrive at the office until 1:00 the following Monday.

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.

• Build Flexibility into Team Member Schedules – Help employees work around personal commitments with flexible start and end times to their day whenever possible.  The goal is to develop scheduling options that can prioritize the emotional well-being of staff members instead of always placing work needs first.

• Help Your Staff Find Answers to Questions Impacting Their Personal Life – Consider bringing guest speakers into team meetings on a quarterly basis to help your staff learn about resources that could help them solve day-to-day issues they may be struggling with at home.  Topic examples might be financial planning, caring for an aging parent, or retirement planning.

• Set Up Discounts to Local Businesses – Arranging for reciprocal employee discounts among a group of local businesses such as fitness facilities, restaurants, hair salons, automotive centers or other local businesses can be a smart way to help employees and volunteers make the most of their money – while also demonstrating your group’s commitment to the community.

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.

• Lift Up Your Team with Praise During Their Everyday Routine – Telling team members that you see their efforts and appreciate their dedication to your nonprofit’s mission costs nothing.  Take the time to be specific in your praise about the contribution they’re making to help staff see that you’re truly aware of their individual contributions.

• Spend A Few Minutes Listening to Team Members Who May Feel Overwhelmed –Your staff may not even want you to solve the situation.  It’s the act of listening that can show team members that their work is valued.  This can pay significant dividends – especially for key staff members who may be carrying a larger mental burden during big projects or events.

• Prioritize Peer-To-Peer Recognition – Praise from team members who see an employee’s everyday contributions to the team or quiet leadership during a recent event can be another way to develop a strong, emotionally-balanced environment.  Consider encouraging staff members to nominate co-workers for “Employee of the Month” recognition or implementing an anonymous “Great Job” box to share kudos for extra-mile efforts or compassionate solutions during a stressful situation.

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

https://bit.ly/3ZnT6ZO

“How Nonprofit Teams Can Prioritize Mental Health And Prevent Burnout,” Forbes Nonprofit Council, 9/10/24

https://www.forbes.com/councils/forbesnonprofitcouncil/2024/09/10/how-nonprofit-teams-can-prioritize-mental-health-and-prevent-burnout

“The Intersection of Leadership and Mental Health: Best Practices,” Belinda Winter, 10/15/24

https://www.linkedin.com/pulse/intersection-leadership-mental-health-best-practices-belinda-winter-8amfc