The tightening labor market makes it more challenging than ever to find and retain exceptional team members. The issue is especially acute for nonprofits because having employees who will embrace your mission – and your passion – is critical.

The primary focus of staff at nonprofits is on meeting the needs of their clients. But that can leave little time to find, recruit, and hire the outstanding people who will move your mission forward.

Employee turnover can be expensive. In the general business community, the rate is roughly 10%, but among nonprofits it’s more often around19%. This is even more problematic at smaller organizations where the average is 25% for most, and as high as 35% among arts and culture groups, according to data from SHRM, teamflect.com. 

Meanwhile, the typical cost to fill entry-level positions is between $12,000 and $25,000, and more than $100,000 to replace a mid-level employee.

Fortunately, according to Louise Moore, CFRE, president of Huntsinger & Jeffer and Don Fulford, president & CEO of the Association of the Miraculous Miracle, with a few pre-searching steps, and a commitment to finding and keeping exceptional employees, any nonprofit leader can improve the organization’s turnover rate, reduce their training expenses, and build a culture that becomes home to talented and passionate employees.

Moore and Fulford outlined an action plan during their session “Finders Keepers: 7 Ways To Find And Keep Exceptional Team Members” at the annual Bridge To Integrated Marketing and Fundraising Conference in National Harbor, Maryland.

There are numerous factors responsible for turnover, according to Moore and Fulford. Some of the most common include: a perceived lack of growth and advancement within the organization; inadequate compensation and benefits; poor work-life balance; ineffective leadership and management; workforce diversity and inclusion issues; and a lack of recognition and appreciation from superiors.

As Moore put it, “one big challenge for organizations is that people wear so many hats it’s hard to find the time to give prospects the amount of in-depth attention both you and they deserve. But difficult does not mean impossible. It can be done and, as we explain in our presentation, almost any organization can do it.” 

The seven key elements for finding and keeping a great team are: learn from your mistakes; address shortcomings; understand the position you are hiring for and clearly define the job before you begin advertising; invest in team members; identify and engage potential; reward the good; and be trustworthy.

The success of this approach is evident. At the Association of the Miraculous Miracle, the turnover rate is just 10%. And among the 80 staff members there, the average term of employment is 32 years.

“There are many factors that build employee loyalty, many of which require some outside-the-box thinking,” according to Fulford. “To give just one small example, we recognize various “National Days,” such as Coffee Day, Doughnut Day, Taco Day, Ice Cream Day and Leave The Office Early Day. It’s a small gesture, but it builds a sense of solidarity among our team members.”

Said Moore: “The process starts with you. Hold yourself accountable and advocate for your team. Address problems openly and early. Encourage open communication and feedback. Make time for bonding and empower people. If there is an issue that involves the prospect, you must resolve it before you make the hire.”

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Source From Non Profit Times