The non-profit sector is an important economic engine. According to the nonprofit 
Partnership, nearly 2 million nonprofits employ 10.7 million workers; just over 10 percent of the private workforce in the United State. Yet for many nonprofit organizations, recruiting and retaining talent is a big challenge.
According to a survey by nonprofit HR, more than half of the nonprofits that they do not have a formal recruitment strategy, a third of nonprofits say the hiring is the biggest staffing challenges they face, and a quarter of non-profit organizations say their greatest challenge of retention is the inability to pay competitive salaries. Even the smallest nonprofits benefit from having a formal employee retention strategy and documented. After all, the cost of losing employees is high in both the budget and the morale of the organization.
So if you need a formal retention program, or you just need a tune-up, here are 14 simple employee retention strategies to help.
14 staff retention strategies Ideas
1. Put writing
The first idea is simple. Document your strategy and activities of retention. By writing your leadership team will come to an agreement on the strategy and activities. In addition, the Board of Directors shall see how all conservation spending attach to the objectives and results. The document should not be developed. Just write employee retention objectives, strategies and non-profit activities for the year.
2. Calculate your employee retention rate
Before you start investing in employee retention strategies, measure where you are now if you know if your efforts are successful. Start by calibrating your employee retention rates. The calculation is simple (see calculation here).
3. Calculate your cost of sales
In addition to calculating your employee retention rate, understand the sales cost is another useful measure. Why? Knowing this calculation can help your nonprofit communicate the return on investment such as the advantages and benefits. The cost of losing an employee varies depending on the sector and the role of the organization. See this article for the calculation of the sample.
4. Evaluate the remuneration Every year
Offering competitive compensation is one of the biggest challenges in HR for non-profit organizations, especially small organizations on tight budgets. Although studies have shown only wages are not a major motivating factor for productivity, most nonprofits do their best to ensure that employees are financially and feel they are paid a fair wage. Each year, evaluate your paygrades to compare your salary to those offered to non-profit like. Also, consider the annual cost of living increases. - That the budget allows
5. Promoting Self Care
Burnout is a major reason employees leave the non-profit work. Combat burnout by providing employees with training to improve their self-care skills, encouraging employees to use their paid time, or find wellness providers to give free massages to your team. And perhaps most importantly, make sure your management team leads by example.
6. Rent the first time
Nonprofits often feel pressure to hire good employees on a tight budget. To help ease recruitment difficulties, develop an organized and thoughtful hiring process. Identify the skills and attributes the organization needs now and in the future. Hire skills, but also an organizational adjustment. Employees who feel connected to the mission and vision of the nonprofit are more likely to stay with the organization long term.
7. Understand why employees leave
As you think about employee retention, do you know why employees leave? An easy way to understand this is through exit interviews. Ask and write down why employees leave. Identify trends and take steps to minimize the turnover of volunteer staff.
8. Identify Unique Perks your best employees want
With limited budgets, nonprofit organizations must allocate dollars to strategic benefits. Before investing in benefits or advantages, identify what employees want and value through a simple survey. You might be surprised by the results!
9. Evaluate the advantages
According benefits of PPI Solutions Survey, the most common benefits among nonprofits surveyed Benefits 2015 profit employees are non-profit medical group dental and group life insurance paid by the employer, each of which are offered by more than 0% of participants. Other popular services offerings include tax benefits of health accounts (HSA, HRA, ASF, etc.), the group's vision, and supplemental coverage.
A new data report by Zane Benefits also shows the adoption by small nonprofit employer funded individual health insurance. According to the report, profit up 11 percent of all employers using the reimbursement of healthcare software Zane Benefits. For nonprofits looking for an alternative to medical services group, a repayment approach can generate cost savings for non-profit organizations and employees.
10. Please provide different benefits for different employees
The key to employee retention is to invest in programs and activities that appeal to your more precious, expensive to replace employees.
As such, it makes sense to customize benefits for different types of employees -. especially with big ticket items like health benefits
For example, consider a small social service agency in Texas who struggled to hire and retain senior case managers. Instead of offering the same health plan to all employees, the agency has created separate classes for senior case managers and case managers juniors, giving executives $ 350 more per month in their health care allowance. This large increase helps the body to reduce attrition among their senior case managers and recruit the necessary staff. Moreover, it creates a visible incentive for juniors case managers to stay and grow with the agency.
This personalization approach puts the limited resources of nonprofit for the most strategic, and ultimately creates the greatest return on investment for the money of their services.
11. Set goals and expectations
Regarding employee happiness and retention, clear communication goes a long way Clear employees. Make the goals of your nonprofit line with the objectives of your employees? Your employees are engaged? Do they feel passionately about the organization's mission? Otherwise, work on communicating the vision of the organization and to set goals and clear expectations for each employee.
12. Offer a clear path of career
The next idea is to offer a clear career path by creating opportunities to develop professionally and personally. Need ideas? Look for opportunities to increase exposure and recognition, log management with members of the entry team, writing clear job descriptions that demonstrate upward mobility, and where possible, the hire from within.
13. Invest in your management team
Like many 80 percent of employee turnover is due to a lack of leadership. Investing in your management team to be the guardians of your organization.
14. Create a positive organizational culture
Most nonprofit organizations have a clear vision and mission, but if your organization is challenged with morale low or negative, focus on creating and maintaining a positive corporate culture.
There are many things you can do to create a positive culture - and not all cost money. For example, be open and honest with your employees to create an open feedback loop or use team-building and group activities exercises to promote a positive relationship between colleagues. These binding rituals can be anything from a breakfast team for a lunch walk all the staff
Related -. How to build an impressive corporate culture
Conclusion
nonprofits that take a thoughtful employee retention strategy can feel more confident about their staffing staff, reducing turnover costs unnecessary employees.
What other ideas do you have to improve employee retention in your nonprofit organization? Share a comment below.
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