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Employee Turnover: The One Thing Keeping Your Nonprofit Stuck

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https://bloomerang.co/resources/webinars/

Drawing on research, Mazarine Treyz will highlight some ways to get unstuck and improve your employee retention rates, even when you’re strapped for time, money and bodies.

Publicada em: Governo e ONGs
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Employee Turnover: The One Thing Keeping Your Nonprofit Stuck

  1. 1. This one thing keeps you stuck Presenter: Mazarine Treyz
  2. 2. About the Speaker Mazarine Treyz Author of The Wild Woman's Guide to Fundraising, and two other books. Creator of popular fundraising blog with 50,000 monthly readers. She founded the Nonprofit Leadership Summit in 2016, and has taught over 15,000 nonprofit leaders how to fundraise more effectively since 2009. Mazarine Treyz loves to help people take their nonprofits to the next level.
  3. 3. What is Keeping You Stuck? Is it... Your Fundraising Processes? Your donor database? Your Communications plan? Your staff? Your brand? Your history? Your leader?
  4. 4. What is Keeping You Stuck? It’s... Not Keeping YOUR PEOPLE!
  5. 5. New Research from Bloomerang and Wild Woman Fundraising- We asked over 1,100 nonprofit professionals- How happy are you at work?
  6. 6. Here’s the thing. Our nonprofit workplace cultures are broken. We have so many barriers to doing our work well. Because of super jobs, we have way more work, we have to make more decisions than ever, PLUS Because of at-will, we’re worrying about getting fired, we try to work harder. So THEN We don’t take breaks- few of us work our proper hours. With few real metrics and systems, we are constantly busy, but at the end of the day, we might still say, “What the heck did I get done?”
  7. 7. The mantra is:“Work like Crazy Then Crash”
  8. 8. Question: What’s the turnover rate at your nonprofit right now?
  9. 9. The average tenure of a fundraiser in a nonprofit is between 12-18 months in the US, and in Canada, it can be as low as 6 months. UNFORTUNATELY OUR PEOPLE ARE LEAVING. QUICKLY.
  10. 10. According to our research:
  11. 11. According to our research:
  12. 12. According to our research:
  13. 13. We are overlooking people currently employed in our organizations when we look to make an executive level hire. People get passed over, and they leave. UNFORTUNATELY OUR PEOPLE ARE LEAVING. QUICKLY.
  14. 14. A national nonprofit CEO is worried because she sees a lot of her best workers all over the country leaving the sector and going to for-profits. Why? Because they offer better working conditions, benefits and higher salaries. UNFORTUNATELY OUR PEOPLE ARE LEAVING. QUICKLY.
  15. 15. Have you asked people if they have more than one job?
  16. 16. Have you looked at pay equity in your organization?
  17. 17. Have you looked at pay equity in your organization?
  18. 18. Have you looked at pay equity in your organization?
  19. 19. Have you looked at pay equity in your organization? (From the Race to Lead study)
  20. 20. Have you looked at pay equity in your organization? (From the Race to Lead study)
  21. 21. You think you can ignore this fact?
  22. 22. Here's the proof FACT:The cost of one fundraiser leaving is $50,000
  23. 23. FACT:The cost of yearly attrition is hundreds of thousands $396,432
  24. 24. Here's the proof FACT:The money you MAKE by keeping your Staff = $500,000+
  25. 25. These last few summers, British Columbia, Alberta, Saskatchewan, Oregon, Washington and California were covered in smoke from forest fires. Why? Because of global warming, and budget cuts, no one was doing forest maintenance and tree thinning.
  26. 26. What is more important than fighting a fire?
  27. 27. Preventing the fire in the first place.
  28. 28. What are your current benefits?
  29. 29. What do people want? According to our research:
  30. 30. What do people want? According to the Race to Lead study:
  31. 31. What would make people stay? According to our findings...
  32. 32. That means you have to work on keeping your people. BUT HOW? IF your competitive advantage is your people...
  33. 33. TRY DECENT WORK
  34. 34. What is Decent Work? Ontario Nonprofit Network has identified 7 elements of decent work as a starting point: > Opportunities for development and advancement > Equality and rights at work > Culture and leadership > Employment opportunities > Fair income > Health and retirement benefits > Stable employment
  35. 35. Culture and Leadership 1. Be Proactive. Take initiative and responsibility for results. Ask- What’s a problem I can be proactive about today?
  36. 36. Opportunities for Development and Advancement 2. Begin with the end in mind. Always know WHY you’re doing something. Ask and get clear: Where do I see myself in a year? In 5 years? In 10? How can I nurture my colleagues to be where THEY want to be in 5 years?
  37. 37. You can’t talk your way out of this problem. You could guess what’s going on You could TELL people what’s wrong… OR… you could go for mutual exploration. You can LISTEN FIRST… And talk later.
  38. 38. Equality and rights at work 3. Look for ways to show respect and strive for equality. Seek first to understand, emphasize with others and hear their perspective before sharing your own. Ask- Who needs me to listen to them today?
  39. 39. Employment opportunities 4. Find the strengths of your team- and leverage their gifts and resources -and see if you can promote them based on these aptitudes. Ask- Who loves to do something that isn’t part of their job? LET EVERYONE LEAD THE PIECE THEY DO WELL. Your Future CEO could be hiding in plain sight.
  40. 40. Culture and Development 5. Sharpen the knife of your mind- and always work to get better. Ask – How can I renew my mind and energy this week?
  41. 41. Fair income, Stable Work, and Benefits 6. Are we providing a fair and living wage to our workers? Are we at-will? Or do we have more worker protections? Can we offer more benefits? Ask – If not, how can we do better?
  42. 42. Acknowledge invisible systems of power With a culture built on the 3 pillars of white supremacy, (Constant War, Slavery/Capitalism, Genocide/Colonialism) we have recreated this dynamic in our nonprofits.
  43. 43. How to keep your good people Provide higher amounts per hour and lower hours worked. Provide more worker protections (superseding at-will) in our employment agreement. Offer cost of living wage increases each year. Offer more vacation time. Allow people to make mistakes. Offer better titles, and a professional development stipend. Build trust deliberately.
  44. 44. If you want to learn more about Decent Work Ontario Nonprofit Network has more about their Decent Work Initiative here: http://theonn.ca And if you want to do more for Decent Work in the USA, LET’S TALK! Book a call and let’s chat!: http://bit.ly/MTFree30

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