Employee Engagement in Nonprofits. Looking at ways Nonprofits and improve professional growth opportunities to improve employee engagement

1. PROFESSIONAL GROWTH IN
NONPROFITS WITH LIMITED
OPPORTUNITIES
Specialty Webinar Series
April 21, 2015

2. 2
Topic Agenda
Item Time
(min)
Introduction (Louie Mosca) 2
The Professional Growth Challenge in Not-for-
Profits
10
Four New Ways to Enhance Professional
Growth
15
Q&A 5
Norm Baillie-David, MBA
SVP Engagement - TalentMap
Louie Mosca
Director of Sales, Ontario
TalentMap
Agenda

3. TalentMap = Engagement Experts to Nonprofits
3
We provide online survey technology, award-winning
project support and unparalleled survey expertise in the
nonprofit sector.
Measure Analyze Act

4. Sample Clients & Benchmark
• Copyright©2014, Talent Map. All rights
reserved.
Professional Services Public Sector Healthcare Sector Private Sector Clients
Association / Not-for-Profit Sector
March 2013

5. The Professional Growth Challenge in
Not-for-Profits

6. Engagement Matters to Nonprofit Success 6
Member Growth
Increase in Fundraising
Stakeholder Satisfaction
Productivity
Attendance
Volunteer Retention
Stronger Voice

7. 1. Job or Task Engagement
2. Team Engagement
3. Organizational Engagement
Types of Engagement
7

8. 1. Job or Task Engagement
2. Team Engagement
3. Organizational Engagement
• Many excel at #3 but struggle with #1.
• Few excel at both #1 and #3
• Unsuccessful nonprofits struggle with both (#1 and #3)
Types of Engagement in Nonprofits
8

9. Highest to Lowest Drivers of Engagement in Nonprofits
Survey Dimension
(Impact on
Engagement)
Organizational
Vision
5X
Professional Growth 3X
Innovation 2X
Teamwork 1X
Senior Leadership 1X
Immediate Management 1X
Work/Life Balance .50X
Compensation .50X
Member/Stakeholder Focus .25X
Work Environment .25X
Information and
Communication
.25X
Performance Feedback .25X
9

10. 18
11
21
22
30
5
22
23
21
25
29
10
61
67
59
53
41
85
0% 20% 40% 60% 80% 100%
Overall Professional Growth
Most of my work is challenging.
At work, I have the opportunity to do what
I do best every day.
I have continuous opportunities to learn
and grow professionally.
My career aspirations can be achieved at
this organization.
I can make a positive impact at work.
% Frequency
Unfavourable Neutral Favourable +/- Previous
Year
+/- TM
Benchmark
Data is rounded to the nearest whole number
* Number indicates % Favourable score
-3 -8
-2 -7
0 -9
-6 -8
-6 -12
0 -3
Typical NFP Client Example: Professional Growth 10

11. How do we
provide ample
professional
growth
opportunities in a
small, flat, and/or
low growth
organization
(i.e. most nonprofits)?
The Challenge
11

12. Not like this!
• Based on lifetime loyalty
paradigm – creates
inflexibility – and it’s gone
anyway
• Demand exceeds supply
• Rewards risk-avoidance,
not innovative/visionary
behaviour.
12

13. Four New Ways to Enhance
Professional Growth
13

14. 4 Ways to Improve Professional Growth
(and increase engagement and retention)
14
Career Management

15. Career Management (vs. Performance Management)
15
Performance Management
 Looks at the past…
 Based on the employee’s current
position and skills
 Focuses on Results & Competencies
 Provides feedback - strengths and
weaknesses
 Addresses problems/gaps and
identifies action plans for improvement
 Involves 2-way dialogue (Manager –
Employee)
Career Management
 Looks to the future…aspirational
 Focuses on engaging employees with
their career goals for sustainable results
 Focuses on the employee’s unique
strengths
 Helps employees identify and realize
their career goals
 Empowers the employee to find
solutions and answers to own his or her
career
 Is a resource for collaboration and
progress
 About understanding what the employee
means and his or her chosen career path
 Creates a safe space for risk-taking
Source: Knightsbridge

16. Encourage Network Development
16
“Just as an individual’s power rises with the strength of
his/her network, a company’s power rises with the strength of
its employees’ networks”
The Start Up of You – Reid Hoffman, Ben Casnocha, Chris Yeh
CIIF then
IWE

17. Tours of Duty
17
• Recognizes the old paradigm no longer applies.
• A Clear Business Alliance: “Win-win”
• A Two to Five Year renewable “contract”, in which:
• The organization gets an engaged employee who strives to produce
tangible achievements for the organization, who can be an important
advocate and resource
• The employee takes a significant step towards life-time employability as
opposed to employment – encouraged and supported by the organization
• The Tour can be renewed if both parties agree – a recipe for further
motivation and engagement
• Proven to boost both recruiting and retention.
• The employer encourages career development – without promising lifetime
career growth.

18. Build an (Open) Alumni Network
18
If after all that, what if they still leave?
1. Try to change his/her mind.
2. Congratulate him/her and welcome them to the company’s alumni network
3. The Goal is not retaining employees – it’s lifelong affiliation
Current Employee Benefits
• Networking
• Experience
• Corporate memory
Alumni Benefits
• Networking
• Maintain contacts and
friendships
• References
• On-going affiliation
strengthens personal
brand/reputation
Organization Benefits
• Recruit former
employees
• Revenue through client
placement

19. Engage your Talented, Visionary Employees
19
• Never lose sight of the difference they need
to feel their making
• Recognize the step-ladder career paradigm
is dead
• Help the employee build long-term
employability
• Career management
• Networking
• Tours of Duty
• Alumni
• The engagement rewards outweigh the risk

20. Event Format Topic Date
2015 HRIA Annual
Conference
Edmonton Getting Employees to Own Engagement April 23
TalentMap Webinar Live Webinar Employee Engagement: Maintaining
Momentum – Part 1
Apr 30th 12:00pm
EDT
Conference Board
“Engagement 2015”
Calgary NEW Research: 10 Years On – What Do
We Really Know?
May 25th
TalentMap Specialty
Webinar
Live Webinar Employee Engagement: Maintaining
Momentum – Part 2
May 28th 12:00pm
EDT
TalentMap Monthly
Webinar Series
Live Webinar
with special
guest
How Edmonton International Airport
Improved Employee Engagement – from
Survey to Implementation and Beyond
June 25th
12:00pm EDT
TalentMap Monthly
Webinar Series
Live Webinar Engaging your Employees through a
Compelling Organizational Vision
July 30th
12:00pm EDT
Upcoming TalentMap Learning Sessions

21. EMPLOYEE ENGAGEMENT
IN NONPROFIT
ORGANIZATIONS
Webinar February 26, 2015
lmosca@talentmap.com
Nbaillie-david@talentmap.com