Good fundraising talent has always been a challenge, but with the pandemic, COVID restrictions, and the Great Resignation, we now have the Great Reassessment.
The Council of Nonprofits issued a report on the impact of workforce shortages on the ability of nonprofits to get their work done.
Here are the highlights of the report:
Prioritize equity - develop a culture of safety and inclusion.
Dedicate time and resources to address stress and care for everyone’s wellbeing. Burnout and stress were the number one issues mentioned in the survey. For most Americans, the last two years have been stressful at best; for many, they have been traumatic.
Position your organization to discover, nurture, and develop talent in nontraditional ways.
Offer non-compensation benefits such as flexible schedules, hybrid onsite/offsite work, participate in the Public Service Loan Forgiveness (PSLF) program.
Tout your generous PTO, increased trainings, and professional development.
Consider participating in the AmeriCorps program.
Follow best practices for salary transparency.
Take care of your public image. What are current and former employees saying on GlassDoor? Are your values publicly posted on sites such as LinkedIn?
Pre-COVID, an experienced fundraiser typically stayed on the job for about 16 months. Now, it’s a “seller’s market” for labor. In addition to the earlier points made, employers will need to be more competitive with salaries and benefits, and offer additional enticements to compete for a smaller and more selective labor pool. See my article on revolving door for fundraising talent for more details HERE.
Bottom line, having a culture of philanthropy and a supportive environment are key to recruiting AND keeping nonprofit talent.
Michelle Crim, CFRE
Dynamic Development Strategies can help. We offer coaching, grant writing, and fundraising services for our nonprofit clients. We specialize in small to mid-size organizations because we understand your challenges. Please contact us for more information.