Spring 2016 issue of Horizons

NOT-FOR-PROFIT

Tips to Attract and Retain Employees

genuinely enjoy the people and culture of their organization.

Word of mouth and hiring from referrals have produced strong results. Encourage your current employees to post on Facebook, tweet and network on Linkedin to help promote your organization. Develop and promote from within. Employees who work in the not-for-profit arena want to grow and advance in their careers, the same as any other industry. For staff driven to reach more senior roles in an organization, it can be demoralizing to feel there is limited or no upward potential within an organization. Transitions that result from retirements can create opportunities which provide employees challenging work and additional responsibilities. In addition, support employees’ development through recognition. Recognition can come in the form of identifying high-potential employees and providing them with unique leadership development opportunities such as formalized mentoring relationships with key personnel in the organization, attending outside trainings and assigning them to be part of a team for an important project. promote a better understanding of your goals and strategic direction. As employees develop, promotions to new positions will allow you to retain employees who you already know are a great fit with the culture of the organization and have proven performance records. Life (and work) is a journey; not a destination. Americans spend more waking hours at work than almost anywhere else. Employees want to Such activities build on employees’ dedication to your mission and

How many people can say the employer who gave them their first paycheck is also the employer who threw them their retirement party? This is the exception and not the norm in the workplace today. According to the Bureau of Labor Statistics, the average worker currently holds 11.7 different jobs between the ages of 18 and 48, with nearly half of these jobs held between ages 18 and 24. The median number of years that wage and salary workers had been with their current employer was 4.6 years Yet, some not-for-profits have an amazing ability to attract and retain top talent. In today’s increasingly competitive marketplace, having the best employees is critical to any organization’s success. Psychologist Frederick Herzberg’s famous study on what motivates employees found that three of the most important factors are challenging work, responsibility and recognition. RubinBrown interviewed several not-for-profits and found they are uniquely positioned to compete for great employees by focusing on these factors: Do what you love; love what you do. The not-for-profits we interviewed noted that successful hires are people who distinctly want to work in the not-for-profit sector and make a difference in their communities. Interestingly, this characteristic correlates with the largest growing sector of the workforce: Millennials. Millennials value what an organization does and place less emphasis on receiving a large pay check. So how do organizations find these mission-motivated people?

Creating a positive team atmosphere has helped Laurie Traetow, Executive Director of The Obesity Medicine Association, retain her employees. Her team often travels to host conferences and she makes it clear that no one on the team, including those at the top, are above any specific tasks or responsibilities. Promote work/life balance and flexibillity. During the hiring process, employees value an organization that offers flexibility as a benefit. Further, employees who are able to have flexible schedules will avoid burnout and are more likely to stay. “We work to provide a work/life balance for all employees as we feel it is important to have the time to do things outside of work, which will rejuvenate them and allow them to be a better contributor when they are at work,” says Karol Jones, CFO of Colorado Lending Source. Not-for-profits should support workers with small children, employees who want to volunteer and those who desire to go back to school. An employee who feels supported will feel more engaged and committed to the organization. environment, not-for-profits are not necessarily competing for talent with the for-profit sector. With meaningful work, career growth, great culture and flexibility on their side, they are in a unique position to attract and retain talent. Based on the criteria that potential employees value within today’s

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