Boosting employee engagement has become a paramount priority for global organizations. Whether it is a non-profit organization or IT multi-national, employee engagement is more than just a buzzword.
But why is everyone talking about this?
Well, we all know an incredibly passionate program coordinator who hasn’t taken a vacation in three years. Resources are limited. The weight of community expectations runs deep. And let’s not forget the constant need to prepare the workforce for the future of work.
There aren’t enough hours in the day to meet every need.
Employee engagement in organizations needs more attention.
At any given point in time, the staff needs to feel valued as more than just vehicles delivering services. They need inspiration, support, and care to thrive in roles that already demand so much of their time and emotional reserves.
The right employee engagement strategies can potentially ignite purpose, camaraderie, and commitment on a scale.
Where do we start?
By having candid conversations about underlying staff perceptions. And, being willing to acknowledge where we’ve been getting it wrong.
From there, small consistent steps in the right direction can gradually fuel bigger waves of positive culture change.
Let’s talk about 12 proven ways nonprofits can improve employee engagement effectively.
- Clarify Connections to Mission: Leadership must consistently reinforce how each person’s contributions deliver meaningful change. Share inspiring examples and stories that spotlight impact.
- Train Managers in Motivation: Most nonprofit managers rise from program delivery rather than professional management. So further develop their skills in setting vision, delegating effectively, supporting growth opportunities, and leading with empathy.
- Prioritize Recognition: Appreciation fuels engagement far more than concrete perks. From internal shout-outs to awards highlighting project ownership, ensure that praise and credit get spread generously.
- Embrace Flexibility: Nonprofit professionals often join out of personal conviction so provide latitude in how work gets done. Support modified schedules, remote work options, and departmental rotations aligning abilities with causes that inspire them.
- Ask for Input: Annual engagement surveys reveal valuable insights plus demonstrate opinions are heard. Follow up by summarizing findings and turning top suggestions into real programs.
- Foster Friendships: The social cohesion and mutual support developed through work friendships are major drivers of nonprofit commitment and satisfaction. From virtual watercooler gatherings to mentor programs, actively cultivate interoffice connections.
- Loosen Control: Micromanagement demoralizes nonprofit talent quick to walk away to align time with values. Assign ownership of projects and processes by outlining goals then free teams up to determine optimal strategies.
- Fund Learning: Continuous skills-building opportunities demonstrate investment in professional growth which boosts loyalty and expands organizational abilities. Sponsor training programs, workshops, conferences, and industry memberships.
- Support Wellness: Counteract burnout by encouraging volunteers to take vacations, disconnect, and prioritize self-care. Consider providing extra mental health days off.
- Collaborate Cross-Departmentally: Siloization can breed resentment and undermine the unified brands nonprofits promote to supporters. Facilitate the flow of perspectives through all-staff meetings, rotating team-ups, and multi-departmental projects.
- Gamify Progress: Inject a spirit of healthy competition by tracking KPIs on dashboards. Celebrate collective milestones achieved through individual contributions. Appoint teams to brainstorm fun new metrics showcasing success.
- Have Fun: Don’t lose sight of joy when crusading for serious causes. Morale gets a meaningful boost from simple gestures like team lunches, trivia nights, public kudos, and spontaneous after-work adventures.
The nonprofit drive to do good often eclipses doing right by employees.
But the two must feed each other by enhancing support, fulfillment, and resources to spread meaningful change.
By taking advantage of these 12 opportunities to boost employee engagement, nonprofit leaders can ensure that passionate invested talent continues fueling critical missions for years.
The value delivered will dramatically outweigh the investment made.
