That’s why having a crisis communication plan is so important. It helps you know what to say, who to talk to, and how to stay in control when things feel uncertain. Being prepared doesn’t mean expecting the worst, it means making sure your organization can respond with confidence and care.

Many nonprofits wait until a crisis happens to figure out what to do, but this can lead to confusion, mixed messages, or silence at a time when people need clear answers. Your supporters, staff, and community members need to hear from you. A good plan shows them that you are responsible, transparent, and committed to your mission even when things are tough.

To get started, identify a small team of trusted people who can make quick decisions and lead your response. This could be your executive director, a board member, and someone who handles your communications. Decide ahead of time who will be the main person to speak for your organization, whether that’s in an email, on social media, or in a press interview. Having one clear voice helps…

One of the biggest challenges that nonprofits face is staff burnout. In a Council of Nonprofits survey, 50.2% of respondents said that stress and burnout were factors in retaining and recruiting staff.  It is difficult to commit to working for an organization when a person feels overworked and burdened by the overwhelming amount of work they face every day. This feeling of burnout will have an absolute effect on the nonprofit when they have staff members who regularly quit. This causes a major problem with retention that could have devastating effects on the organization. This could include delays of services for clients forcing them to seek help from other nonprofits or poor program quality. This could lead nonprofit professionals asking, What strategies can nonprofits utilize to decrease burnout and retain staff? There are five strategies that can be utilized in order to avoid burnout and raise staff retention rates. They are identify, compensation, professional development, gratitude, and work life balance.

Identify

In order to address the issue their has to be a way to identify it and see the extent to which it exists. This can be achieved through a couple of different methods. Anonymous staff surveys will allow people to express their opinions without the fear of reprisal. Non-judgmental observations allow the executive management to see what is happening through the lens of helping and not through corrective action. Personal temperature checks…

Throughout the past several decades, the relationship between higher education and philanthropy has become a topic of paramount importance. With the continual increase in the cost of college tuition, coupled with university funding cuts, philanthropic efforts — from individual donors, foundations or corporate sponsors — have become a fundamental source of support. 

However, the relationship between the two is far from one-sided. In fact, philanthropy in higher education is about much more than giving; it’s about perpetuating a cycle of growth and opportunity for students, institutions and society as a whole.

The cost of higher education soars

We’re all, for the most part, at least, fully aware of year-over-year increasing costs associated with higher education. According to the National Center for Education Statistics, the average cost of college tuition and fees for in-state students at public universities has increased dramatically in the past several decades. 

Though some universities, such as ASU, have been able to maintain increased tuition rates at a pace lower than the current rate of inflation, not every university has been able to do so. The school has been able to make up a significant portion of the required funding to do so by …

Volunteer management is the systematic process of recruiting, onboarding, coordinating, supporting, and retaining volunteers. It's a comprehensive approach that treats volunteer engagement as a professional relationship benefiting both the organization and the volunteers themselves.

At its core, volunteer management encompasses several interconnected elements. Strategic planning identifies where volunteers can add value to your mission. Recruitment focuses on finding the right people with the necessary skills and passion. Screening and onboarding ensure volunteers are properly vetted and prepared for their roles. Training and development equip volunteers with the knowledge they need to succeed. Coordination and scheduling organize volunteer efforts efficiently to maximize impact. Recognition and retention acknowledge contributions and foster long-term commitment. Finally, evaluation measures impact and improves processes for continued growth and effectiveness.

The…

What are the causes?

Being overloaded with work, not making enough money, not feeling appreciated, and feeling stagnant are only some reasons nonprofit employees choose to leave the manager and the mission. A lot of individuals who choose to work within the nonprofit sector do so knowing that it is not lucrative; however, they want to be part of something bigger than themselves. With the mission in mind, should they also have to experience burnout, the feeling of being frozen in one position, or feeling undervalued? No. As a worker for good causes, nonprofit employees should know that the responsibilities they hold means something, and they should receive the tangible benefits that come along with this work as well.

How can we help?

Nonprofit organizations come in all different shapes and sizes…