Don’t Forget Your Biggest Asset – Cultivating Loyalty in Your Employees

I’ve always had a visceral reaction to staff turnover. It makes me sad. If I work for the organization myself, I feel vulnerable to the change and afraid for the future of the organization.  You can say I don’t like change, and you wouldn’t be wrong.  However, over the years, there has proved to be something in my instinctual fear of turnover.

Good, loyal, hardworking talent is difficult to find. If you don’t agree with that statement, you’ve either been incredibly lucky in who you’ve worked with in the past, or you are blind to reality.  I’ve been a part of “golden era” teams at nonprofits – the kind of professional synergy that results in strong sector leadership, well-executed programming, and great communications and fundraising. Despite such synergy, staff members are not actively encouraged to stay. Naturally, talented staff will have many other opportunities to pursue.  With limited salary capacity, nonprofits are bound to lose their best talent if they don’t actively cultivate long term commitments from staff.

Don’t let a “golden era” pass you by – besides offering a competitive salary (because nowadays that is a must if you want your employees to be able to pay their bills), here are some tips we ask you to consider in building employee loyalty:

1. Encourage Creativity: Want to know the main reason talented, intelligent people get involved with nonprofits?  We know it is not for the money.  It is for unique opportunity nonprofits offer staff by default.  Because nonprofits can’t afford large teams in every department, they put a tremendous amount of responsibility – and opportunity – on the small staff they are able to hire.  Make sure this responsibility is accompanied by room for creative problem-solving, innovative program development, and leadership.  It is the best way to keep sharp minds connected to your work.
2. Share Project Ownership: Along those same lines, share ownership with your staff.  Allow them to enjoy the accolades that go along with excellent program innovation and leadership.  Make sure their talents are properly used and recognized.
3. Offer Flexible Work Opportunities: Talented folk often juggle several passions at one time – either personal or professional.  Given your limited capacity with salary, flexible work opportunities are a great way to make up for rigid budget lines.  If you allow your employees to work from home part of the week and/or have flexible hours, then you enable them to fit your organization into their lives over the long-term – while balancing responsibilities of raising small children, pursuing graduate degrees, or other passion projects at the same time.
4. Be Personal: In this day and age, people want to feel connected. They want to share with their coworkers – inside and outside the work space.  Make time and space for employees to connect beyond their shared passion for your mission.  Organize yoga lunches, take your dog to work days, fun staff retreats –  worthwhile activities that allow your employees to connect at a human level.   

Unnecessary turnover sets your organization back.  Period. You lose time on programming, innovation, and progress.  Keep the conversation with your employees open. Actively cultivate employee loyalty.  It would do a world of good for your organization, your fundraising efforts, and your reputation as a leader.