America’s workplaces are changing and the nonprofit sector is no exception. 

A June 2023 report revealed that 42% of workers actively plan to or already have left their jobs this year. Similarly, reports estimated in 2020 estimated that 45% of nonprofit employees would seek a new position in the following five years. Throughout a variety of surveys and studies sharing similar data, one factor in work dissatisfaction remains consistent: bad leadership. 

Nonprofit employees are looking to change the way that they work and they are willing to make great sacrifices to do it. Throughout the sector, staff members are demanding…

The topic of recruiting and retaining high-quality Millennial employees, as well as paying close attention to incoming Gen Z, is important to the nonprofit sector because these individuals are the future of the sector. According to Purdue University Global, by 2025 Millennials will make up about 75% of the global workforce. The Dorothy A. Johnson Center for Philanthropy states that these generations are driving transformation in ways that are more significant than the usual generational succession has. They are “revolutionizing giving and the nonprofit sector, while raising core questions about philanthropy itself in unprecedented ways.”

Organizations that engage this younger cohort are setting themselves up for success by utilizing the advanced skills (some of which are superior to those of their bosses and current co-workers) of this generation. In Gen y Now: Millennials and the Evolution of Leadership the authors explain that these advanced skills paired with the wisdom and experience of those already at the organization, alongside quality leadership create an environment for successfully combatting nonprofit workplace shortages. This is a topic that all sectors are facing but according to the National Council of Nonprofits, what makes this an issue of extreme importance to the nonprofit sector in particular is that while the “job vacancies in the government and business sectors may cause…

Nonprofit organizations that serve communities of color can maximize their impact by diversifying the voices leading their organizations. Currently, the majority of nonprofit CEOs and board members designing policy solutions for communities of color do not reflect the racial identity of those communities. Nonprofits that prioritize racial diversity in their leadership can gain a competitive edge in hiring and retention, build trust with communities of color, and encourage innovation.

A growing body of research shows that diverse teams outperform more homogenous groups. While people may prefer working with others ‘like them,’ these groups tend toward more agreement, less questioning, and poorer results. Diverse groups challenge assumptions and consider alternatives that can lead to innovation and better outcomes. “Out of the box” ideas are more likely to advance…

It can be hard to imagine fundraising as an unethical practice. When most think of a fundraiser, innocent things come to mind: a bake sale, a raffle, a gala or even a social media challenge. But even for mission-driven charitable organizations, fundraising efforts can sometimes go too far and become predatory, exploitative and altogether unethical. Below are some guidelines to keep a nonprofit’s fundraising practices both ethical and effective. 

Avoid aggressive tactics 

The controversial tactic of street fundraising, while often very successful, is also often cited as a widely disliked fundraising method by the public. The 2000s and 2010s brought plenty of …

“Upper leadership tends to try to ‘save’ departing employees rather than push to retain them outright. HR is constantly fighting an uphill battle and some staffers communicate their needs but at times feel unheard". This is one of many quotes from nonprofit leaders who are struggling to increase retention rates in their organization.

According to a report published by Nonprofit HR, 42% of nonprofit leaders anticipated an increase in staff turnover rates from 2020 to 2021. For employees under 30, Black, and in entry-level positions staff retention is particularly difficult. While there are a variety of reasons for staff turnover, the most common reasons included lack of opportunity for growth, dissatisfaction with culture and compensation or a better opportunity presented. The cost of losing an employee can be anywhere from 25% to 200% of that employee’s salary. The issue may seem daunting, but there are tangible ways for nonprofit leaders to increase retention.

Increase salaries

According to a 2023 study, salary was the…