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5 Ways Nonprofits Can Invest in their Employees

Contributed by Catherine Townes

Nonprofits often get a bad rap for not being competitive with the public sector. We have a stereotype of offering lower salaries and more than full-time schedules, all with little thanks. “But it’s the mission that matters!” we often say. True, but like it or not, more than half of millennials say compensation is more important than mission.

The nonprofit sector is now the third-largest industry in the US, and if we want to stay relevant, we need to be competitive. For many organizations, a competitive salary may seem out of reach. The good news is: money isn’t everything. If you can offer a decent salary, some great non-monetary benefits (like the ones listed below), and have a killer mission to boot—you may just find yourself winning over (and retaining) some good talent.

Encourage and model a work-life balance
As nice as it might be to have employees that are willing to work 40+ hours a week, it’s not sustainable—for them, or your organization. That doesn’t mean you have to be a stickler for 40 hours, but be realistic. When someone is working too much, give them time off. Tell them to go home. Let them relax a little. And if you’re the type of boss that feels the need to stay later and longer than your employees: don’t. If you’re telling your employees to manage a good work-life balance, then you need to practice what you preach.

Encourage professional development.
Conferences, webinars, associations, and events exist for a reason! Give your employees some resources to develop their professional skills, especially when it relates to the work they’re doing for your organization. If you can set aside some money for event registration, do it, and give your employees some freedom when it comes to choosing what they’d like to do. Can’t adjust the budget? Be generous with time off. If there’s a 3-day conference that your employee is willing to pay their own way for, let them take a few free days without counting against their PTO or sick days. 

Create an IDP for new employees.
The importance of an Individualized Development Plan (IDP) cannot be understated. According to Forbes, millennials want jobs where they can learn and grow. An IDP aligns an employee’s skills and goals with the needs of your organization in a strategic way. For an in-depth review on IDPs, check out this article from Insperity. Additionally, hook your new employees up with a mentor. Leverage your network, either from your current organization or your own personal contacts, to help them grow in their professional goals.

Be flexible with schedules.
This is especially beneficial for employees that have to deal with a commute. If your organization’s work can be done from home, allow your employees a day or two each week to work from home. This can reduce transportation cost, as well as contribute to a healthy work-life balance, as mentioned above.

Allow pets!
Okay, I know this one sounds silly, but hear me out. People are obsessed with their pets, and for good reason. Pets are family, and studies show that petting a dog or cat can temporarily reduce stress. If your office space allows, let your employees bring in their well-behaved pets. Not only can it improve the mood in the office, it can prevent employees from needing to go home during lunch or significantly adjust their work schedule to allow for proper care of their pets.

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Catherine Townes is the Programs Coordinator for Sail Nauticus, a nonprofit aimed at using sailing to change kids’ lives. She is also a full-time MPA student, and recently launched a consulting company and blog, Nonprofit Beta, aimed at helping young nonprofits and nonprofit professionals achieve a strategic, successful, and sustainable vision for their organization. She is passionate about nonprofits, local governments, education, and rock climbing. To learn more and get in touch, visit her website: www.nonprofitbeta.com.