As 2021 comes to a close, we’ve been reflecting on what “The Great Resignation” means for the nonprofit market. This has been an unprecedented year in search, with millions of folks leaving their jobs to pursue more meaningful, flexible, or better-paying opportunities during the pandemic.
On one hand, this is a great opportunity for nonprofits to attract talented job seekers from a variety of industries who are looking for their next opportunity and ready for a change. However, if nonprofits want to overcome their staff retention challenges and continue attracting top talent in 2022, it’s time to offer more and ask less of nonprofit employees.
So, what does “asking less” mean?
We are not suggesting you sacrifice quality, creativity or professionalism. We are asking you to consider each staff member’s portfolio and determine whether or not it is reasonable and achievable. The pandemic has blurred work and personal life boundaries in a way that is not healthy for many. So refraining from reaching out to employees outside of traditional work hours is another consideration, as is hiring more staff (or saying “no” to additional work) rather than overburdening the team. Although many nonprofit employees do this important work because they believe in it, expectations around 24/7 availability can lead to burnout and high nonprofit turnover rates.
And “offering more”? More paid time off, better benefits, a flexible work schedule with remote work or flex hours. Moving away from the traditional notion that a healthy overhead budget looks bad for your organization. We cannot carry out our missions without investing in our staff’s wellbeing and professional development. After all, there wouldn’t be an organization without our team.
So whether you’re looking for your next position or looking to hire new talent in 2022, we’re here to help you navigate the changing nonprofit job market. Check out some of our favorite blogs from 2021 on interviewing, negotiating, retaining staff, and finding the right position for you or your organization.
Our Top Tips on Preparing for the Interview
Resumes can be tricky. If you’re wondering how you can quantify your impact, stand out from the crowd, and explain any gaps in your resume, don’t miss Our Top 3 Tips for Your Resume Right Now.
Our Top Tips on Interviewing
Nervous about your next interview? Read 5 Ways to Nail Your Next Interview for tips on first impressions, preparation, and follow-up.
Interviews can be nerve-wracking, and sometimes we forget that we’re interviewing the organization just as much as they are interviewing us. We want to make sure the work culture, benefits, and role meet our needs and will get us closer to our goals. If you’re wondering what questions to ask a potential employer, check out You’re Interviewing Them, Too for our top tips.
Our Top Tips on Accepting the Offer + Negotiating
Wondering what questions to ask before accepting your next job offer? Check out What to Consider Before Accepting Your Next Job Offer for five important things to consider before accepting a job and a great freebie with best practices on negotiating.
Our Top Tips on Staff Retention The average lifespan of a nonprofit staff member is only 16-18 months. During the Great Resignation of 2021, many folks have been wondering how they can retain their talented staff. For our recommendations, check out Why Nonprofit Professionals Leave Their Jobs–and What You Can Do About It.