No matter the industry, success is made possible by the individuals hired to achieve results. Employees are frontline; their talents and efforts determine success within any organization. Employees choose specific nonprofit organizations because they have a personal connection or emotional attachment to the nonprofits mission. Even though motivation and passion are high amongst employees entering the nonprofit sector, there seems to be high burnout and a desire to leave nonprofit work behind all together after a short amount of time.

Nonprofits can lower the risk of burnout and turnover by strengthening their employee engagement strategies. Strengthening employee engagement can enhance morale, lower the turnover rates, strengthen teamwork, preserve consistency and, overall, cause success toward the nonprofit’s mission. Employees should be equipped with the proper tools needed to run the programs and projects expected to be successful while feeling confident and appreciated. Three key tools are discussed below that can help organizations boost their employee engagement.

Onboarding process

The onboarding process should be structured with the objective of finding the “right fit” for the organization, while also being prepared to meet the possible needs of that “right fit” as well. Having this process in place can lower the risk of employee-organization misalignment. There should be a shared passion between the organization and the…

What is workplace diversity and where did it come from?

Diversity has become a central topic in every environment over the last couple of years. This is due to the injustices coming to light within our society; it is no different in the workplace. Since the 1960s, people of color and women have fought for equality at work, leading to laws being passed prohibiting discrimination (1964), increasing advancement opportunities for the underrepresented (1965), and allowing those who have been discriminated against to prosecute (1972).

To have a truly diverse environment, an organization must develop an intentional focus to hire people from groups that have been systematically discriminated against and oppressed at work. This includes, but is not limited to, people of color, women, various religious groups, non-heterosexuals and people with disabilities.

Why is workplace diversity important?

Creating diverse workplaces has played a large role in the rise of African Americans in the U.S. middle class, and has created benefits for women of all races. As high as 80% of people now entering the workforce are non-white, women, or immigrants. Developing a diverse work environment has been shown to decrease turnover rates, increase job performance, help organizations exceed their financial goals, and promote creativity, which leads to greater innovation. Employees often relate their satisfaction and…

Most nonprofit organizations in the U.S. rely on volunteers to provide their critical mission-focused services. These important team members give their time, talents, and resources, unmotivated by financial compensation or contractual obligations. So, what do these volunteers get out of serving? Do they continue to come back, and if so, why?

The answers stem from how volunteer management and key organizational leadership view volunteer retention - the ability to keep volunteers long-term. Simply recruiting volunteers does not always equate to the ability to keep them.

For most nonprofit organizations, volunteers serve in capacities that are vitally important to the organization’s impact. They are often the catalyst that propel a mission from just surviving to robust thriving. The importance of volunteers cannot be underestimated. A volunteer’s significance goes far beyond just saving nonprofits money in wages; they bring experience, knowledge, and lots of passion. Well-managed volunteers provide incredible value, giving organizations the ability to strategically position themselves for continual growth and impact.

Regardless of the number of volunteers, having a thriving team requires intentionality on the part of key leadership to minimize the reasons why volunteers leave. Research has shown that these reasons often fall into four general categories.

• Volunteers feeling overloaded
• …

The COVID-19 pandemic has not been kind to the nonprofit sector and many organizations have had to undergo massive staffing cuts, eliminate programs, and struggle through maintaining minimal viable operations to avoid closing permanently. Many nonprofits are still unsure if they will ever be the same or even operate again.

In April of 2020, Charity Navigator surveyed over 4,000 nonprofit representatives and learned that of those surveyed, 83% reported suffering financial hardship due to the pandemic and the economic shut down. About 70% stated that the organizations either suffered cut backs, or was planning on cutting programs all together. For a sector that provides pivotal services to the public, the impact is difficult to comprehend.

Last year also brought with it civil unrest, a rise in the call for social justice, and decentering of white supremacy culture. Many organizations are now finding that a crisis management plan is not the whole story. Organizations also need to consider who is leading the organization, and if their leadership style is effective. The expectations of our employees are shifting, which then impacts the way in which nonprofit leaders need to manage through a crisis. Employees are expecting authenticity, transparency, flexibility and collaboration from their leaders, characteristics of which are not typically written…

Nonprofit leaders play an integral role in the promise of social equity. While nonprofits may aim to achieve an equitable mission for the community, nonprofits also draw in donors, board members, and employees. Without leadership prioritizing equitable practices, class representation suffers in these roles and lessens sector diversity.

Donors

Nonprofit leaders play an integral role in the promise of social equity. While nonprofits may aim to achieve an equitable mission for the community, nonprofits also draw in donors, board members, and employees. Without leadership prioritizing equitable practices, class representation suffers in these roles and lessens sector diversity.

Charitable giving, according to a 2020 Gallup poll, shrunk down to 73% in 2020, from 87% in 2005. Yet, charitable giving in the sector has continued to expand rapidly, with expectations of its first $500 billion haul in 2021. Contributions from high net worth individuals are concealing declines in middle and lower class giving. Capitulation to this style of philanthropy further neglects millennials donors, who lag behind the financial impact of previous generations.

Leaders must therefore diversify their donor bases beyond immediate financial gain. The cost paid in effort and resources may not pay off…