In a recent survey of nonprofit workers across the United States, a staggering 74% reported that they are seeking another job. And out of those seeking new employment, 65% are unsure they will remain working in the non-profit sector. This is a serious issue that nonprofit organizations must focus on. Today’s guest, Michelle Flores Vryn, shares more data from this survey and how nonprofit leaders can mitigate this staff retention problem.

Rob’s guest, Michelle Flores Vryn, is the co-author of the 2024 Social Impact Staff Retention Report. Michelle and Evan Wildstein led the project, administering the survey online to nonprofit organizations and their employees. Anonymous responses were collected from across the United States and included participants from a variety of roles and ranges of experience levels.

Michelle shares the top three reasons they found that workers were leaving their current roles. She explains that respondents feel they lack adequate compensation and support, and over 80% would be more satisfied if they could have more flexibility and autonomy over their time. Michelle believes organizations who want staff to work in person, must be more intentional about the use of office time. She describes which roles are seeing the most turnover right now and why. Michelle believes one of the biggest factors in turnover rates is the desire of nonprofits to constantly scale. She urges nonprofit leaders to become more realistic about what can be accomplished with the resources available to them. Michelle also highlights the importance deeper connection between leaders and their staff, and what that looks like in practice. She also encourages organizations to start opening up discussions on the use of AI in the workplace, and why it’s important to get the whole team involved and on the same page. Finally, Michelle shares where one can access this report and explains how nonprofits should effectively utilize the report’s findings to improve staff retention overall.

Mentioned:

2024 Social Impact Staff Retention Report

Survey: AI and Data Equity in Nonprofits

Connect with Michelle on LinkedIn

Connect with Evan on LinkedIn

Episode – How to mitigate the staff retention challenge (with Julia Devine)

Episode – Is Servant Leadership Making A Comeback? (with Evan Wildstein)

This Episode is sponsored by:

Links to Resources:
Want to work with a leadership and life coach, check out Rob’s website https://robharter.com/

If you have any suggestions for the show, email nonprofitleadershippodcast@gmail.com

Summary:

In this episode, Dr. Rob Harter interviews Michelle Flores Vryn about a study on nonprofit staff retention. The study found that the top three reasons for nonprofit workers considering leaving their jobs were: having too much responsibility without support, lack of clear pathways for growth, and inadequate compensation and benefits. The study also revealed that staff with less than 10 years of experience were more likely to consider leaving, while those with more than 10 years were more likely to stay. The conversation also touched on the importance of flexible work conditions, managing budgets, and the use of AI in nonprofits. keywords nonprofit, staff retention, turnover, responsibilities, growth, compensation, benefits, experience, flexible work, budget management.

The top three reasons for nonprofit workers considering leaving their jobs are having too much responsibility without support, lack of clear pathways for growth, and inadequate compensation and benefits. Staff with less than 10 years of experience are more likely to consider leaving, while those with more than 10 years are more likely to stay. Flexible work conditions, such as hybrid or remote options, are highly valued by nonprofit staff and can contribute to longer-term retention. Nonprofits should balance their budgets while improving compensation and benefits to stay competitive and current with industry standards. Leaders should prioritize the well-being of their staff and build relationships with them to create a positive culture and prevent turnover. AI and technology can be used to create efficiencies and reduce workload, but it requires open and collaborative conversations within organizations to determine the best approach.

-“The top three reasons were having too much responsibility without support, lack of clear pathways for growth, and inadequate compensation and benefits.”

– “82% of people said, if I were gonna stay, it would be because of more hybrid or remote working options.”

-“Leaders who are very invested in the well-being of their staff are not only the leaders that we need now, but I think at some point they’re going to be the only leaders who are successful.”

#MathStratChat - February 22, 2023