Nonprofit organizations have a lot of the same needs as their for-profit counterparts when it comes to building a solid team. However, many aren’t in a position to offer the best candidates the high salaries and competitive benefit packages they might get working elsewhere. That’s why it’s so important to know what else goes into not only attracting top tier talent, but keeping them happily employed with you for many years to come. Here are a few basics to consider.
Shutterstock Licensed Photo – By Marta Design
Focus on What Your Company Can Offer
Money really isn’t everything when it comes to an employee’s overall level of job satisfaction. A high salary and premium benefits may convince someone to take a job with a particular company, but it’s often the non-material perks that keep that same person employed there over the long haul. That said, it pays to focus on nonprofit employee benefits someone might not get in a similar position at a for-profit. Examples include:
- A company culture that revolves around making a difference, helping others, and making one’s work truly count for something on a larger scale.
- Amazing peer-to-peer mentorship programs that offer real opportunities to build important professional skills and move up within the company structure.
- Flexible work schedules, the ability to telecommute, and scheduling policies that place a high value on maintaining a healthy work-life balance.
- Plenty of recognition (both formal and informal) for a job well done or for exceptional performance that goes above and beyond the call of duty.
- Additional perks designed to help employees decompress, stay healthy, and manage stress (e.g. on-site meditation areas or exercise facilities).
- Food, snacks, or beverages that are made perpetually available to on-site staff, especially on extra-busy days.
As you may be well aware, many for-profit companies prioritize their ever-important bottom lines over the health and happiness of the people they employ. While some highly talented individuals may be fine with that, there are many who long to be part of a working environment where people come first and their work has real meaning. A nonprofit is in a unique position to provide such an environment, and an ideal job candidate will be actively looking for that.
Tailor your interviewing process to identify such candidates early on. Find out what motivated a particular person to pursue a position with your company in the first place, as well as what they hope to accomplish if they were to be hired. You want people who are looking to make a real difference and be part of something important, as opposed to simply collect a paycheck every couple of weeks.
Invest in Your Team’s Happiness
Convincing top-notch applicants that your job listing is worth a second look is the first step to building a terrific team. Keeping them happy and fulfilled once they’re with you is just as important, if not more so, so it’s important to focus your efforts there. Happy people who are content at their jobs are also productive people who go above and beyond, so keeping your team satisfied directly benefits your organization’s efforts. Happy employees are also much less likely to leave one day in search of greener pastures, even if it means earning more, so you spend fewer resources on recruitment efforts over time.
If you’re not sure where to start when it comes to putting together the best team or are simply looking to take things to the next level, you may also want to consider hiring a third-party workforce management agency to help. Look for a solution that specializes in the unique needs of a nonprofit agency in your niche for best results. You’re sure to be glad you did.
