Future-Proofing Your Nonprofit Staffing Strategy
The people who power your organization - your staff and close volunteers - are one of your most important assets. If you’re a nonprofit leader, here are 3 big staff-related risks you need to be thinking about - and planning for - and how you can start addressing them right now.
RISK #1 - No One Wants Your Job
Succession planning that helps people grow into increasing levels of leadership over time can be a huge boost to your organization's stability and success. But when people look at your job - the hours you're working, the politics, the frustrations of sitting in your seat - and say "I really don't want that life," then what? Leaders who play the superhero are setting an example that can't be matched, which leads to a dwindling talent pipeline or a regular stream of hiring from the outside that increases organizational instability.
Here’s what you can do starting today:
Right-size your job responsibilities to help more people see themselves in your work. Delegate. Build a team with complementary strengths. Say "no" to more things.
RISK #2 - The Gig Economy is Still Growing
In the next 5 years, freelancers and gig workers are expected to make up more than 50% of the U.S. workforce (some estimates say it'll be 75% by 2030). Talented staff are leaving the nonprofit sector for more flexibility and a better quality of life, though concerns about health insurance do remain high for many gig workers.
Here’s what you can do starting today:
Map out the work that you really need done in-house and the work that can be done by talented professionals who aren't interested in a full-time job. Experiment with small, hybrid teams of full-time and contract/part-time folks - ask what's working, what's hard, and what ideas they have to keep improving this model.
RISK #3 - Doing Good Doesn’t Feel Good
Low pay, middle-of-the-road benefits, and demoralizing cultures are making many staff of all ages ask, "what's the point?" With the rise of socially conscious businesses, the increasing rejection of burnout and martyrdom culture, and more options for how people can truly make a difference through their work, the "feel-good" factor of working for a mission-driven organization just isn't as strong as it used to be.
Here’s what you can do starting today:
Examine your salary bands, benefits, and organizational or team culture and ask yourself - and your team - "how can we improve by 5% in the next year?" Big goals often fall by the wayside, but small improvements create a shared sense of purpose, momentum, and celebrations.
I'd love to hear - what other staff-related risks are you thinking through? Join the conversation over on LinkedIn.