Question

HRMG-Compensation-In your own words, "What is your expert opinion on retention of staff in Non-Profit Organizations?"-500 words or more, please.

Answer 1

Retention of staff in Non-Profit Organizations

Introduction-Employee retention considered as a top challenge in the nonprofit organization. In a recent survey of nonprofit leaders conducted approximately 1 in 5 employees in the nonprofit organizations voluntary leaves their job each year. Many young people are attracted to nonprofit organizations but it can prove a difficult task to keep them interested in the non-profit's mission. This type of organizations based on the overworked and underpaid concept. According to the nonprofit practices, nonprofit organizations do not have a formal retention policy, as a result, it decreases efficiency as recruitment is not optimized, resulting from a high turnover rate.
As an expert we can consider following employee retention strategies ideas in nonprofit organizations-

1.Put it in writing- This is the simple idea to document all employee retention strategies and activities. Write down the non-profits employee retention goals and activities for the year in the document.
2.Employee retention rate- Nonprofit organizations should know about their employee retention rate before start investing in employee retention activities. Calculate employee retention rate to measure where organizations are now
3.Employees knew what they signed up- Employees of nonprofit have a passion for the mission of their nonprofit. They should set their mind to accept lower pay and work longer hours. They knew what they signed up before joining in such organizations   
4.Serving employees through the mission- Employees in non-profit do not feel like they are wasting their time doing busywork that appears to have no importance. If leaders of nonprofit want to solve the employee turnover issue, then they should help them to connect the employees with the mission of their organization
5.Evaluate compensation annually- Provide wages alone are not a motivator for employees productivity, non-profits required to ensure employees are secure financially and they feel are being paid fair wages. Leaders should need to evaluate their employees pay grades and consider the annual cost of living according to the budget allows.
6.Understand the causes of why employees are leaving- Leaders of nonprofit must determine the reason why employees are leaving? An employer can understand this through an exit interview. Employers must identify trends and take action to reduce voluntary employee turnover
7. The other benefits- sometimes nonprofit required to create in their employee retention techniques to attract and retain employees. When non-profits have a limited budget. The organization offer other benefits to their employees apart from wages and compensation like group medical, group dental and employer-paid life insurance etc.
8.Focus on leadership team-Poor leadership and inefficient management team is also the most important reason for employee turnover such organization required to invest in their leadership team.

9. Hire the right person first time-It is a challenging task for nonprofit to hire the right employees on a tight budget. Nonprofit leaders can easily convert this challenge by developing an organized and thoughtful hiring process. Its require to identify the skills and qualities needs now and in the future
10.Provide a clear career path-Leader of such an organization is to provide a clear career path to guide employees about creating opportunities to grow professionally and personally. Provide clear job descriptions in writing and connect management with entry-level team members