How to Build a Culture of Continuous Learning – Even on a Tight Budget

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. 

• Some are dedicated behind-the-scenes team players who clearly understand the ins and outs of how your group gets things done. 
• Others may be outgoing “people persons” who excel at communicating your mission within the community. 
• Younger employees often bring enthusiasm of new ideas or innovative approaches to an issue. 
• More experienced staff members can share insights to help explain situations contributing to an ongoing challenge.

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