Entries with Tag: feature

Hiring for a nonprofit organization comes with its own set of challenges. With smaller budgets, limited resources, and a competitive market, nonprofits need to think creatively to attract top-tier talent. It’s not just about finding the right strategies—it’s about optimizing the recruiting process to connect with candidates who align with your mission and values. From leveraging digital tools to tapping into mission-driven networks, here are some unconventional hiring strategies, coupled with search optimization tactics, that nonprofits can use to build a passionate and diverse workforce.

1) Leverage Social Media Platforms

Social media can do more than just promote your programs. It can be a powerful tool for connecting with mission-aligned individuals when recruiting. Platforms like LinkedIn, Facebook, and even Instagram can help share your organization’s story, showcase its impact, and promote job openings. Posting about your organization’s culture and mission or creating employee spotlights to share on social media will engage potential candidates. This approach not only attracts talent but also creates a sense of community and interest around your organization.

2) Recruit on Nonprofit Job Platforms and Forums

Traditional job search platforms have their place, but for hiring in the nonprofit sector, explore specialized platforms such as Idealist, Work for Good, or Bridgespan. Additionally, LinkedIn offers nonprofit and volunteer-focused groups to reach professionals seeking purpose-driven work. These job boards, forums, and networks cater specifically to a talent pool that is already aligned to the mission of nonprofit organizations.

3)  Host Mission-Driven Networking Events

Networking events specifically designed for those interested in nonprofit work are an excellent way to meet potential candidates in a more personal setting. These events are good for meeting potential volunteers or employees. Networking events can be something more than the typical “Meet and Greet” format. Interactive workshops and panel discussions will give interested candidates the opportunity to hear from nonprofit leaders about the everyday running of and involvement in their organization.  A volunteer recruitment fair is a good way to attract volunteers and identify potential hires informally. Networking events help create an environment where candidates can engage with the organization’s mission, allowing nonprofits to connect with individuals who share their values.

4) Partner with Local Colleges and Universities

Universities and colleges often have untapped potential for recruitment. While using college job boards is one common strategy, take it a step further by creating direct partnerships with academic departments or student organizations. Connect with student groups focused on social causes, public administration, or environmental studies to share internship and job opportunities. Offer guest lectures or workshops in relevant classes, where your nonprofit can be presented as an ideal employer for socially-conscious graduates. These partnerships help position your nonprofit as a destination for students who want to launch their careers in a meaningful way.

5) Focus on Culture and Employee Value Proposition

Working at a nonprofit offers a unique organizational culture that attracts many job candidates due to the positive impact the organization makes. To draw top talent, highlight the benefits of being part of a mission-driven organization. Your recruitment materials should showcase what makes your nonprofit a rewarding place to work. Emphasize flexible work arrangements, opportunities for professional growth, and the chance to make a tangible impact. You can also incorporate testimonials from current employees about their love for working at your nonprofit, as these can be highly motivating for potential applicants. Clearly define your Employee Value Proposition (EVP) in job postings and on your website. In today’s world, where people increasingly seek meaningful work, a compelling culture can be a significant recruitment advantage.

6) Hiring For a More Diverse Workforce

A diverse workforce introduces fresh perspectives and creativity while fostering a deeper understanding of various communities. This enriches an organization and enhances its capacity to achieve its mission effectively. There are many job boards and platforms dedicated to connecting diverse candidates with employers who value inclusion. These platforms will broaden your recruitment reach to connect with candidates from diverse backgrounds. Some of those boards are DiversityJobs, Workforce Diversity Network, Jopwell, and PowerToFly. To attract diverse candidates, use engaging hashtags like #DiversityHiring or #WomenInNonprofits when posting about open positions on social media. For college recruiting, consider partnering with Historically Black Colleges and Universities (HBCUs), Hispanic-Serving Institutions (HSIs), and Tribal Colleges to broaden your reach and connect with talented students.

Recruiting for nonprofits demands creativity and a readiness to explore non-traditional avenues. By harnessing the power of social media, connecting with universities and diversity-focused job boards, and cultivating community relationships, nonprofits can draw in diverse, motivated talent. This approach builds a team that genuinely represents and advocates for the communities served.

Hiring the right candidates is just the beginning of the employment journey. UST HR Workplace  is here to make it easier for nonprofits to get the support they need. Sign up now for UST’s Free 60-day HR Trial and enjoy access to our live HR certified consultants, over 300 on-demand training courses and an extensive compliance library with UST membership. Enjoy the beneficial insights and various resources that help empower you with the right tools and training to take better care of your team once your candidate says yes to their offer letter.

Sources:

The Power Of Social Media In Recruiting (forbes.com)

12 Innovative Recruiting Strategies That Savvy Companies are Using (linkedin.com)

14 Recruitment Strategies to Attract Best Talent in 2024

Employee Value Proposition (EVP): All You Need to Know in 2024 (aihr.com)

11 Recruitment Strategies to Attract Top Talent

Social media has become an indispensable tool for nonprofit organizations in today’s digital age. It offers unprecedented opportunities to engage with communities, amplify your message, and drive impactful change. However, navigating this rapidly evolving landscape requires strategy, creativity, and a keen understanding of your audience.

The Power of Social Media for Nonprofits

Social media platforms like Facebook, X (formerly Twitter), Instagram, and LinkedIn have transformed how nonprofits connect with their supporters. Here are a few reasons social media is crucial for nonprofit engagement:

  • Reach a Wider Audience: Social media allows you to reach a global audience at little to no cost. With the right content, your message can travel far beyond your immediate network.
  • Community Building: Platforms provide a space for your supporters to engage, share experiences, and build a community around your cause.
  • Real-Time Feedback: Engagement via comments and reactions offer valuable insights into how your message resonates with your audience.
  • Storytelling: Visual and narrative content can powerfully convey your mission and impact, helping to foster a deeper emotional connection with your supporters.

Strategies for Effective Engagement

To harness the full potential of social media, consider the following strategies:

1. Define Your Goals: Before you begin posting, outline clear objectives for what you want to achieve. Whether it’s increasing awareness, boosting donations, or growing your volunteer base, having clear goals will guide your content strategy.

2. Know Your Audience: Understand who your audience is and tailor your messaging to their interests and preferences. Use analytics tools to gain insights into your followers’ demographics and engagement patterns.

3. Craft Compelling Content: Create content that resonates with your audience. Use storytelling to highlight personal stories of those impacted by your work, share success stories, and showcase behind-the-scenes glimpses of your organization’s efforts.

4. Leverage Visuals: Visual content is more likely to be shared and remembered. Use images, infographics, and videos to grab the viewer’s attention and communicate your message more effectively.

5. Engage Actively: Social media is not just about broadcasting messages; it’s about fostering dialogue. Respond to comments, engage in conversations, and show appreciation for your supporters’ contributions.

6. Collaborate and Network: Partner with influencers and other organizations to expand your reach. Cross-promotions can introduce your cause to new audiences.

7. Monitor and Adapt: Regularly review your social media performance to understand what is working and what items may need improvement. Be ready to adapt your strategy based on these insights.

Overcoming Challenges

While social media offers numerous opportunities, it also presents challenges such as managing negative feedback, keeping up with platform changes, and balancing time and resources. It’s important to have a crisis management plan and a dedicated team or volunteer to monitor and manage your social media presence.

Social media holds immense potential for nonprofits to engage more deeply with their communities and drive their missions forward. By implementing strategic, audience-focused approaches, your organization can create meaningful connections and foster long-term support.

Ready to learn more? Read more UST blogs here on how we can help support the growth of your nonprofit.

Question: It seems like we’ve had a lot of candidates ghosting us recently. Is there anything we can do to prevent this?

Answer: Nothing you do will prevent ghosting altogether, but there are steps you can take to keep candidates engaged and discourage them from just disappearing on you:

  • Start with a clear, descriptive job posting so they understand exactly what they are applying for.
  • Have a transparent recruitment process so every candidate knows what to expect even before they apply. Provide an outline of the interview process on your website and an estimated timeframe.
  • Communicate frequently throughout the process, especially if your process gets delayed. Even if you don’t have an update about their advancement, candidates appreciate knowing your timeline. For example, you could share something like, “We’ll finish the first round of interviews next week and will reach out the following week to let you know whether you’ll be moving to the next round.”
  • Encourage questions from candidates and answer them as quickly and thoroughly as you can.
  • Confirm with the candidate that they are still interested in the role as they move through the process.
  • Remove unnecessary steps that aren’t adding to the overall experience or won’t affect the final decision.

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.

Ever since the Great Resignation reared its head in 2021, nonprofits have been struggling to recruit and retain staff. The nonprofit sector thrives on passion and purpose. Employees dedicate their time and energy to causes they care about and are often driven by a desire to make a difference. However, passion alone isn’t enough to sustain long-term commitment or satisfaction in their roles. Just like their counterparts in the for-profit world, opportunities for growth and development help nonprofit employees stay engaged, feel valued, and continue to contribute at a high level.

On the surface, employee development is straightforward: Train employees to improve their existing skillset and build new skills on top of that. But there are benefits beyond training. Employee development is also a way to maintain the success of organizations for the future. As organizations continue to grow, or as Baby Boomers retire and leave, existing employees are the key to keeping organizations stable and engaged in their communities.

There are multiple benefits that can result from creating an organization that prioritizes employee development.

  • Engagement: Development opportunities show that the company values its employees, leading to higher job satisfaction and engagement.
  • Retention: Employees who feel they are growing and advancing are more likely to stay with the company long-term, stabilizing the workforce and reducing turnover costs.
  • Leadership: Cultivating internal talent to take on leadership roles ensures there is a steady pool of qualified leaders to step in to key positions when necessary.
  • Productivity: Skilled and well-trained employees are more efficient and can contribute to better overall performance.
  • Innovation: Employees exposed to new skills and ideas are more likely to innovate, bringing fresh perspectives and solutions to the company.
  • Strengthens Company Culture: Development programs contribute to a positive and growth-oriented company culture, fostering collaboration and a shared sense of purpose.
  • Cost Savings: Since it avoids recruitment costs and reduces the time needed for onboarding, internal development is often more cost-effective than replacing exiting employees.

The 2024 Workplace Learning Report from LinkedIn Learning notes that providing learning and development opportunities is the number one retention strategy executives planned to implement in 2024, with studies showing that companies with a learning culture have a 57% higher retention rate than companies that don’t. There are several ways to develop talent among your existing pool of employees. Some of the most impactful forms of employee development are free or cost little to provide – which is a plus for nonprofits which oftentimes have limited funds for training and development.

There are many ways to add to and advance the skillsets of employees—thereby having a long-lasting impact on your workforce and the long term success of your nonprofit.

  • Provide on-the-job training and workshops
    • Offer job-specific, skill-building programs (in-person or online) that help employees learn new techniques or sharpen their expertise.
    • The impact of training positively impacts performance by equipping them with essential skills and knowledge which enhances confidence and capability.
    • Allow employees to work in different departments or roles temporarily to broaden their skill sets and perspectives.
    • Organize internal or external workshops to provide learning opportunities on topics relevant to employees’ roles or career goals.
  • Career Development Plans
    • Work with employees to map out a long-term career path, including setting goals and identifying the skills they need to achieve them.
    • Meet with and coach employees on a quarterly basis to go over their development plans and keep them on track toward accomplishing their goals.
  • Train today’s employees to become tomorrow’s leaders
    • Provide training focused on developing leadership skills, preparing high-potential employees for managerial or executive roles
  • Network Opportunities
    • Encourage employees to attend industry conferences, trade shows, and networking events to expand their professional networks and knowledge.
  • Mentor and Coaching Opportunities
    • Develop a formal mentoring program to help develop potential leaders on the team. If your nonprofit cannot support a mentoring program, consider partnering with other local organizations or businesses to find professionals to partner with. Allow time during normal work hours for mentoring sessions.
  • Online Learning Platforms
    • Give access to e-learning platforms (e.g., Udemy, LinkedIn Learning, Coursera) where employees can take courses at their own pace.

Whether it’s through formal training programs, mentorship or leadership development, nonprofits can create a culture that prioritizes the growth and development of their staff. The long term benefits of encouraging development will ultimately benefit the organization through employee satisfaction, retention, and organizational success. Investing in people is investing in the future of the nonprofit itself.

UST understands that employee retention is critical in helping nonprofits achieve their missions. Leveraging the right strategies and building skill sets helps nonprofits retain engaged employees which leads to a more successful mission. For more ideas on ways to up-skill your valued employees, take advantage of UST’s Free 60-day HR Trial. UST HR Workplace is a dynamic cloud-based platform offering HR tools, templates, and trainings.

Sources:

How Professional Development Can Boost Employee Engagement – Wharton Online (upenn.edu)

https://learning.linkedin.com/resources/workplace-learning-report

https://ditasolutions.com/articles/the-role-of-training-in-employee-engagement-and-retention

In today’s evolving nonprofit sector, fostering diversity and inclusion within the workforce is not just a moral imperative but also a strategic advantage. While the sector is racially diverse, there remains a significant gap in leadership representation. This blog post will explore the current state of workforce diversity in nonprofits, the benefits of a diverse and inclusive workforce, and practical steps your organization can take to close the diversity gap.

The Diversity Gap in Nonprofit Leadership

Despite the nonprofit sector’s overall diversity, leadership ranks do not reflect this variety. According to data from 59,550 public charities that shared demographic data between July 2019 and January 20241:

  • 47% of all staff identify as white, 24% as Black/African American, 19% as Hispanic/Latino, 6% as Asian American/Pacific Islander, 1% as Native American, and 4% as multiracial.
  • 70% of CEOs/executive directors (EDs) and 66% of board members identify as white.
  • Only 15% of CEOs/EDs are Black and 6% are Latino. These leaders are more often found in smaller organizations—with 44% of nonprofits with expenses under $50,000 led by BIPOC individuals, compared to 27% for those with expenses above $25 million.

This suggests that while people of color are well-represented at the staff level, they are disproportionately confined to smaller organizations and underrepresented in larger, wealthier nonprofits. The discrepancy raises important questions about biases in hiring practices and opportunities afforded to white individuals early in their careers.

Benefits of a Diverse and Inclusive Workforce

A diverse and inclusive nonprofit workforce offers numerous benefits:

  • Enhanced Innovation: Diverse perspectives foster creativity and innovation, essential for solving complex social issues.
  • Improved Decision-Making: Inclusive teams make better decisions by considering a wider array of viewpoints and experiences.
  • Broader Community Reach: A diverse workforce can better understand and serve varied communities, enhancing the organization’s impact and relevance.
  • Increased Employee Engagement: Inclusive workplaces tend to have higher employee satisfaction and retention rates.

Six Steps to Building a Diverse and Inclusive Workforce

1. Conduct a Diversity Audit: Start by assessing your current diversity levels at all organizational levels. Identify gaps and areas for improvement to set clear, measurable goals.

2. Foster an Inclusive Culture: Create an environment where all employees feel valued and included. Encourage open dialogue about diversity and inclusion and implement policies that support a respectful and collaborative workplace.

3. Revise Recruitment and Hiring Practices: Ensure your recruitment processes attract diverse candidates. Use blind recruitment techniques to minimize biases and create diverse hiring panels to make more inclusive hiring decisions.

4. Provide DEI Training and Development: Educate your staff about the importance of diversity, equity, and inclusion. Offer regular training sessions and workshops. UST HR Workplace offers 300+ employee training courses, including DEI training and awareness.

5. Establish Mentorship and Sponsorship Programs: Support underrepresented groups by establishing mentorship and sponsorship programs. These initiatives can help emerging leaders gain the skills and networks they need to advance in their careers.

6. Monitor Progress and Accountability: Regularly review and report on diversity and inclusion metrics. Hold leadership accountable for progress toward diversity goals and celebrate successes along the way.

Building a diverse and inclusive nonprofit workforce is crucial for creating impactful and sustainable change. By taking intentional steps to promote diversity and inclusion, your organization can improve its effectiveness and better serve the communities it aims to support.

Are you ready to transform your nonprofit workforce? Click here to start your free 60-day trial of UST HR Workplace. Access not only 300+ employee training courses, but live certified HR experts, an online employee handbook builder and much more.

Join us on this vital mission to champion diversity and inclusion within the nonprofit sector. Together, we can create a more equitable future for all.

Source

  1. https://blog.candid.org/post/diversity-in-nonprofit-sector-candid-demographic-data-report/

Question: We would like to add a working interview to our selection process. Is this permitted and are there other options to help us finalize our selection?

Answer: Yes, you can have a working interview as part of your selection process, but there’s a big caveat. If you have the candidate do “real work” that is useful to your business, you’ll need to hire them as a temporary employee, have them complete new hire paperwork, pay them at least the minimum wage, and then jump through any termination hoops if you don’t hire them. You can’t lawfully classify them as an independent contractor for this purpose. Here are a few more things keep in mind:

  • It will likely be most convenient for you to write a check to the candidate at the end of the working interview. But if not, make sure they get paid within the time frame required by your state’s final pay laws.
  • If a candidate is injured during the working interview, you may be liable for a workers’ compensation claim.
  • You’ll want to be clear with the candidate that the working interview is not an offer of employment. When the work is completed, give them a timeline for when they can expect to hear back from you.

If you’d prefer to avoid the hassle of hiring candidates as temporary employees, there are alternatives that can yield similar results. Here are two we recommend:

  • Test candidates’ skills by assigning them a task to complete. This task should be something that can be completed quickly and that doesn’t benefit the organization—it shouldn’t be work that needs to get done. For example, you could have them process part of last week’s (redacted) payroll or have them write a particular type of client communication that has already been sent.
  • Allow candidates to observe a current employee doing the job for an extended period. Job shadowing shows candidates what to expect in the role and what sorts of tasks they’d be expected to perform. This will help them gauge their likelihood of success in the role.

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.

It’s no secret that many employees are thinking about changing jobs these days. In fact, research from Microsoft and LinkedIn says that almost half of American workers are considering a switch to a new job in 2024. That’s even higher than the numbers seen during the “Great Resignation” during 2022. While budget limitations are a reality for nonprofit organizations, supporting mental wellness efforts can help create a supportive environment where a strong sense of belonging helps outweigh a smaller paycheck. HR professionals working at nonprofits can help build higher employee satisfaction and boost retention by implementing four strategies designed around mental health.

What does that look like in real-world terms? The answers are reducing stress, fostering meaningful connections within your organization and the greater community, encouraging physical activity and providing opportunities for employees to grow and shine on the job.

Here are four ways HR professionals can achieve these goals within a nonprofit organization:

1. Give employees an outlet for their stress through an Employee Assistance Plan (EAP): EAPs give your employees an opportunity to proactively access mental and emotional support before major issues develop.

  • Most EAPs offer counseling services at a low cost to employers.
  • Having access to an EAP helps increase loyalty, retention and the overall reported well-being of employees.

IMPORTANT:  HR professionals need to do their homework when picking an EAP.  Things to look at include cost per visit, how many visits will be covered and the ROI for the organization.

2. Help employees build meaningful connections through Employee Resource Groups (ERGs): ERGs allow employees with shared identities or backgrounds to connect and create a stronger feeling of belonging.

  • ERGs can cover any dimension of diversity including race, ethnicity, gender, sexual orientation, disability status and more.
  • ERGs can be an integral part of an organization’s Diversity, Equity and Inclusion (DEI) efforts. A key strategy is to align ERGs with your organization’s goals. In essence, an ERG should be a treasure of resources and an engine for change. The results would then be a powerful driver of your organization’s – and your employees’ – success.
  • If your nonprofit is too small to support its own ERG, consider connecting staff with community-wide ERGs – possibly with a Chamber of Commerce or United Way.

3. Encourage physical activity to help strengthen mental health: Exercise has long been associated with higher levels of mental health. It provides stress relief and enhances overall well-being.

  • Create policies that allow time during the workday for physical activity. Can lunches or breaks be extended for walking time? Could your organization sponsor in-house yoga sessions before or after work?
  • Try promoting “walking meetings” to get employees up and moving during their workday. This can also have the added benefit of enhancing connections between employees as they participate in a shared physical activity.
  • If your organization has the space, set up a “quiet room” with stretching and/or reflecting space, soft lighting and a reading or journaling nook. Having a space for employees to reset or decompress can be a thoughtful addition – especially for front-line employees who may face emotionally-charged situations as they deal with clients. It’s a simple way to show employees how much you value them.

4. Give employees opportunities to shine on the job and help them build new skills to boost their career: Research shows that employees who rate themselves as “thriving” in their job because their efforts are recognized, and they have opportunities to build new skills are three times less likely to switch jobs.

  • Especially for highly valued employees, consider how you could better use their strengths and give them opportunities to grow through new experiences. Could you assign “team leader” responsibilities or tap them for more prominent assignments during high-profile community events?
  • Think of training paths which would allow employees to job shadow other positions within your nonprofit.  This can help build in job redundancy for organizations with a small staff while also rewarding high-performing employees by teaching them new skills that could help them grow in their career.
  • Not all growth opportunities have to be within your nonprofit. Could employees expand their skills by serving on a community committee or board? Advocating for these types of opportunities can signal your faith in the employee while also increasing your organization’s visibility in the community.

For most nonprofits, focusing on financial compensation just isn’t a winning strategy when it comes to employee retention. Incorporating higher levels of mental health benefits which build a sense of belonging and employee engagement, on the other hand, can be a solid strategy to help you retain the key contributors to your organization.

UST understands the pressure nonprofits face when it comes to employee retention. For more ideas on ways to build a benefit package that includes solid mental and emotional rewards for your valued employees, take advantage of UST’s Free 60-day HR Trial. UST HR Workplace is a dynamic cloud-based platform offering HR tools, templates, and trainings. It empowers nonprofit employers to cultivate a safe, compliant, and productive workplace environment.

RESOURCES:

https://www.cnbc.com/2024/05/08/nearly-50percent-of-people-are-considering-leaving-their-jobs-in-2024.html

https://www.forbes.com/sites/forbesbusinesscouncil/2023/10/16/why-proactive-eaps-are-crucial-for-attracting-and-retaining-top-talent

https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/effective-employee-resource-groups-are-key-to-inclusion-at-work-heres-how-to-get-them-right

https://www.gallup.com/workplace/358082/struggling-suffering-employees-twice-likely-leave.aspx

In the nonprofit sector, high turnover rates can disrupt organizational stability, morale, and mission effectiveness. A robust and supportive work culture is crucial for retaining dedicated staff and ensuring long-term success. According to Forbes, “The government reported a record number of Americans, 70 million, left their jobs in 2021, including 47.8 million departures counted as voluntary. This “Great Resignation” has left employers scrambling to fill vacancies, a problem that could get worse before it gets better.” This blog post explores the importance of cultivating a positive nonprofit work culture and offers actionable strategies to combat turnover.

Understanding the Challenge

Unlike the for-profit world, where financial incentives might be more prominent, nonprofit employees are often driven by passion and commitment to a cause. While this dedication is invaluable, it doesn’t shield nonprofits from the challenges of employee retention. High turnover can stem from burnout, lack of recognition, limited career growth opportunities, and inadequate support systems.

The Importance of a Supportive Work Culture

A supportive work culture in nonprofits fosters an environment where employees feel valued, heard, and empowered. It can lead to higher job satisfaction, better team collaboration, and enhanced productivity. Most importantly, it helps retain top talent, thereby reducing turnover rates and ensuring the continuity of the organization’s mission.

Benefits of a Positive Nonprofit Work Culture

  • Improved Employee Morale: When employees feel supported, their job satisfaction increases.
  • Increased Retention: A positive work environment reduces the likelihood of employees seeking opportunities elsewhere.
  • Enhanced Collaboration: Supportive cultures promote teamwork and open communication, leading to more effective and innovative solutions.
  • Mission Continuity: Retaining knowledgeable staff ensures consistent progress towards achieving the organization’s goals.

Building a supportive work culture in nonprofits is not just a nice-to-have, it’s a necessity for retaining passionate and dedicated staff. By prioritizing employee well-being, fostering open communication, recognizing contributions, investing in development, encouraging team building, leading by example, and ensuring fair compensation, nonprofit leaders and HR managers can create an environment where employees thrive.

Ready to take the first step towards building a more supportive work culture in your nonprofit? Start by assessing your current practices and identifying areas for improvement. Remember, a little effort goes a long way in making your organization a place where employees are happy, engaged, and committed to making a difference.

Click here to read more blogs on how to support your team’s mental health.

Source

https://www.forbes.com/sites/forbesbooksauthors/2022/03/24/a-strong-company-culture-is-the-best-retention-strategy-amid-high-turnover/?sh=7bb55ed244f5

Question: What can we do to reduce turnover and retain employees?

Answer: High turnover can quickly become costly. We recommend the following practices to increase retention:

  • Pick the right people in the first place. Put thought and care into your recruitment and interview procedures. The more time you and other employees can spend with candidates, the more certain you’ll be that they believe in your mission, understand the challenges of the position, and want to contribute to your success.
  • Make sure your compensation and benefits remain competitive. This is a tall order and may squeeze your bottom line in ways that make you uncomfortable, but it’s necessary if retention is at the top of your priority list. Make it a goal to do a yearly analysis of your total compensation package to ensure it’s at least keeping up with the market. Many employers that know they can’t offer competitive pay instead offer other compelling benefits, like generous paid time off and the ability to work from home.
  • Provide your employees with opportunities for professional growth. Talk to them about their career goals, develop and share career paths for their roles, and offer training and educational programs for those interested.
  • Be appreciative. A little gratitude can go a long way, and you can show it in multiple ways—from flexibility when employees need it to a willingness to hear out ideas to employee appreciation programs. Even a simple thank you can work wonders.
  • Investigate why people are leaving and look for themes. Engagement surveys, stay interviews, and exit interviews are useful tools for gauging employee satisfaction and understanding common pain points and frustrations.
  • Create an environment people enjoy, one that encourages healthy boundaries between work and personal time, roots out any bias, discrimination, or toxic behaviors, and facilitates opportunities for employees to socialize and form friendships.

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.

Most nonprofit employees bring a passion to their work.  They strongly believe in the mission of their organization and generally pour their heart and soul into their jobs daily. 

While this higher level of dedication can be a blessing to your nonprofit, it might also drain the mental health reserves of those same hard-working employees.  After all, even batteries need to be recharged.

The emotional well-being of employees – especially for those on the frontlines of your organization – works in much the same way:

  •  They make emotional withdrawals while assisting clients.
  •  They are frequently tasked with achieving more while having fewer resources.   
  • The financial constraints of nonprofits budgets can also increase employee stress levels. Whether it’s lower than typical pay that doesn’t cover everyday expenses due to inflation or perhaps costly expenses at home, the impact is real.

It can quickly add up to a mental health crisis for nonprofit employees.  Here are five practical solutions your organization can implement to make a difference for your employees.

1. Train managers on mental health issues and the resources available.  Your managers and frontline supervisors are often the key to implementing new policies and creating a supportive atmosphere.

    Studies show that training supervisors and managers about employee wellness and mental health helps those staff members better support their employees and more quickly identify signs of stress and mental health issues.

    And, it doesn’t have to eat up a lot of their time.  As little as 3 hours of training can help increase awareness of mental health and make your managers and supervisors more motivated to promote mental wellbeing for their employees.

    2. Increase employee options for autonomy and flexibility.  Giving employees more control over how and when they do their job can directly increase satisfaction and mental health.  An employee who feels empowered to do their job without excessive oversight is often more motivated – which can lead to enhanced performance for your organization.

    At the same time, certain employees may value job flexibility over other options due to their family circumstances.  A frontline employee with small children might appreciate the opportunity to take advantage of remote working options if their job doesn’t require in-person meetings with your nonprofit’s audience.

    3. Regularly share what mental health benefit options are available utilizing multiple channels.  If mental health benefits are only communicated during your nonprofit’s open enrollment window, they’re not likely to be front of mind or highly utilized when employees might need them. 

    Instead, make it a priority to post flyers in employee break rooms about your mental health care options (or free options from organizations such as the National Alliance on Mental Illness [NAMI]).

    Encourage managers to highlight mental health care benefits as they see employees facing challenging situations. And to help eliminate the stigma of using mental health benefits, ask the leaders of your nonprofit to communicate the importance of using available benefits to help all employees feel more comfortable reaching out for help when they’re stressed or overwhelmed.

    4. Emphasize work/life balance and self-care.  Your employees bring a passion to their job.  They feel a sense of urgency to serve your community and make a difference.  Many work long hours, take on additional responsibilities outside of the scope of their job or feel they need to be available 24/7.

    But that constant level of commitment often cannot be sustained without a healthy work/life balance. Emphasizing things like family time, making exercise a priority, getting enough sleep and taking care of themselves in general are great ways to help your employees switch off and recharge.

    5. Be mindful of burnout and actively intervene to help employees take a break from stressful situations.  Burnout is a real concern – especially for many of the top performers at your nonprofit. In a 2023 McKinsey survey of nonprofits, 88% of them reported stress levels at the “orange” or “red” level.  In those circumstances, burnout is a common result.

    Nonprofit work can be a balancing act.  The passion your employees bring to their jobs can be extremely fulfilling.  But at the same time, it can lead to emotional exhaustion – especially when dealing with challenging or unchanging social situations.

    Encourage managers and frontline supervisors to pay attention to employees working at an exceptionally high level for an extended period.  Provide them with extra flexibility to step away from their job functions for a few days.  Think of flexible ways you can reward them with work/life balance solutions to show your appreciation for their hard work.

    Prioritizing mental health shows your employees you value their contributions.  It’s a smart way to reward the passions they bring to your cause … while helping your nonprofit function at the highest levels.

    UST can help you focus on your mission while supporting your HR and financial needs.  Take advantage of UST’s Free 60-day HR Trial and discover how we can help your nonprofit manage your employees’ mental health needs. With UST HR Workplace, access Live Certified HR Experts, Work-from-Home Resources, 300+ Employee Training Courses, Thousands of Downloadable Forms & Checklists, an Online Employee Handbook Builder, and Job Description Tools. Our HR support lightens your workload, promoting better mental health so you can focus on what truly matters – your mission.

    RESOURCES:

    Sciencedirect.com

    Psycnet.apa.org

    Selfdeterminationtheory.org

    McKinsey.com

    McKinsey.com

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