Learn some strategies to motivate, engage, and retain your staff in a competitive job market as a nonprofit leader.

None of the rest of this article is relevant until you pay them salaries and benefits that are competitive with the for-profit sector. Start there. Stop using all these other measures as red herring to distract focus away from the pernicious devaluing of nonprofit professionals.

How can nonprofit leaders retain employees in a competitive job market?

Nonprofit leaders face many challenges in attracting and retaining talented employees, especially in a competitive job market where other sectors may offer higher salaries, better benefits, or more opportunities for growth. However, there are strategies that nonprofit leaders can use to motivate, engage, and retain their staff, and to create a positive organizational culture that fosters loyalty and commitment. In this article, we will explore some of these strategies and how they can help nonprofit leaders achieve their mission and vision.

1 Align values and vision

One of the key factors that draws people to work in the nonprofit sector is the alignment of their personal values and passions with the mission and vision of the organization. Nonprofit leaders can leverage this factor by communicating clearly and consistently the purpose, goals, and impact of their work, and by involving their employees in decision-making and planning processes. By doing so, nonprofit leaders can create a sense of ownership, belonging, and meaning among their staff, and inspire them to stay and contribute to the cause.

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2 Offer recognition and feedback

Another way to retain employees in a competitive job market is to offer them recognition and feedback for their work. Nonprofit leaders can show their appreciation and respect for their staff by acknowledging their achievements, celebrating their successes, and providing constructive and supportive feedback for improvement. Recognition and feedback can take various forms, such as verbal praise, written notes, awards, bonuses, or public recognition. Nonprofit leaders can also create a culture of recognition and feedback by encouraging peer-to-peer recognition and feedback, and by soliciting feedback from their staff on their own performance and leadership.

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Tory Amorello

Strategic Consulting and Program Assessment for schools and nonprofits
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Nonprofits are notoriously stingy with internal promotions. Look for ways to elevate your best employees, and give them the opportunity to grow within your organization instead of having to look outside for their next challenge. Use annual reviews as a way to ensure that you know what your employees' professional goals are, and then look for ways to align your organizational goals with their needs. For example, when an employees shared in her annual review that she wanted to develop stronger graphic design skills, I was able to give her a task that benefited the organization, allowed her time to practice her skills while at work, and which prior to that conversation I would not have thought aligned with her interests.

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3 Provide learning and development opportunities

Nonprofit employees often seek opportunities to learn and grow professionally and personally, and to develop new skills and competencies that can enhance their career prospects. Nonprofit leaders can retain their staff by providing them with learning and development opportunities, such as training, coaching, mentoring, shadowing, or cross-functional projects. Nonprofit leaders can also support their staff's career aspirations by helping them identify their strengths, interests, and goals, and by facilitating their access to internal or external opportunities for advancement or mobility.

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Nicole Nidea

Organ, Eye, & Tissue Donation Education | Tissue Donation Awareness | Organ Procurement Organization Partner | Transplantation | Student Advocacy | Youth Education Outreach | Non Profit Management & Leadership
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Our organization dedicates $2,000 per full-time staff member for their professional development. This is a benefit that's not common in nonprofits, so you'll stand out. Also, it signals that our organization cares about our employees which goes a long way while benefiting our organization (it's helpful to have employees that are always learning new ways to improve our impact)!

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4 Foster a positive work environment

Nonprofit work can be stressful, demanding, and emotionally draining, especially when dealing with complex social issues, limited resources, or high expectations. Nonprofit leaders can retain their staff by fostering a positive work environment that supports their well-being, health, and happiness. This can include providing flexible work arrangements, such as remote work, flexible hours, or compressed work weeks, that allow employees to balance their work and personal lives. It can also include promoting a culture of trust, collaboration, and fun, where employees feel valued, respected, and supported by their colleagues and leaders.

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5 Engage in retention conversations

Finally, nonprofit leaders can retain their staff by engaging in retention conversations with them on a regular basis. Retention conversations are proactive and intentional dialogues that aim to understand the needs, expectations, and satisfaction of employees, and to address any issues or concerns that may affect their retention. Nonprofit leaders can use retention conversations to express their appreciation and interest in their staff, to solicit their feedback and input on their work and the organization, to explore their career goals and aspirations, and to identify and implement actions that can improve their retention and engagement.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Kate Van Waes

Supporting evolving leaders and boards as your co-strategist, co-conspirator, and invisible co-pilot. Leadership doesn't have to be lonely. You've got this! And I've got your back.
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None of the rest of this article is relevant until you pay them salaries and benefits that are competitive with the for-profit sector. Start there. Stop using all these other measures as red herring to distract focus away from the pernicious devaluing of nonprofit professionals.

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Irene Muwanguzi Wasike

The Parish Development Model, Ministry of Local Government,Uganda
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Another important retention aspect for employees is good performance management through regular performance measurements and feedback. This leads to growth and development. When this is managed well, employees will usually feel valued and would like to stay longer.

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How can nonprofit leaders retain employees in a competitive job market?

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4

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1 Align values and vision

2 Offer recognition and feedback

3 Provide learning and development opportunities

4 Foster a positive work environment

5 Engage in retention conversations

6 Here’s what else to consider

Non-profit Leadership

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How can nonprofit leaders retain employees in a competitive job market?

1

2

3

4

5

6

1 Align values and vision

2 Offer recognition and feedback

3 Provide learning and development opportunities

4 Foster a positive work environment

5 Engage in retention conversations

6 Here’s what else to consider

Non-profit Leadership

Rate this article

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