Nonprofits know the challenges of employee turnover all too well. The nonprofit turnover rate is nearly 20%, eclipsing the average corporate turnover rate of 12%. With development staff, it is even more extreme with the average tenure or a Development Director lasting 18 months.
When a vital employee leaves, they often take information, skills, and relationships with them that can take months to rebuild with a new employee, and some information may never be recovered. If an organization is not prepared, turnover can leave devastating gaps in institutional knowledge, which can disrupt operations and hinder the progress of crucial fundraising efforts.
While there are plenty of resources out there on employee retention, this article will highlight best practices to incorporate into your workflows to smooth the transition and make life easier as employees depart and new members join the team
A centralized workflow ensures that all team members can access essential information and tools. By using a unified platform for project management, donor relations, and communication, you create a seamless system that new hires can easily integrate into. This reduces the learning curve and keeps the team aligned with ongoing projects and goals.
Ensure that all necessary passwords and login credentials are documented and shared securely. A password manager can be a valuable tool for this purpose. This avoids any bottlenecks when a team member leaves and ensures that the new hire has immediate access to all the tools and platforms they need.
Regularly share your strategies, workflows, and current projects with your team. Keeping them informed about what’s happening in your role ensures that if you leave, your team can continue without disruption. This open communication helps everyone stay aligned and knowledgeable about ongoing efforts and strategic directions.
Similarly, documenting and sharing the successes and difficulties encountered by the team provides valuable insights for new members and for managers who are making the new hire. This historical context helps them understand what strategies have worked and which areas need improvement. It also fosters a culture of transparency and continuous learning within the team.
From the outset, establish clear expectations for new hires. Outline their roles, responsibilities, and the performance metrics they will be evaluated against. This clarity helps new team members understand their priorities and how they can contribute to the organization’s goals.
Be patient with new hires as they acclimate to their roles. Provide them with the resources they need to succeed, such as training, mentorship, and access to documentation. A supportive environment fosters confidence and accelerates their ability to contribute effectively.
Regular feedback is essential for the growth and development of new hires. Constructive feedback helps them understand areas of improvement, while positive reinforcement boosts their morale. Schedule regular check-ins to discuss their progress and address any concerns they may have.
Encourage collaboration within the team. New hires should feel comfortable seeking help and sharing ideas. A collaborative environment not only enhances productivity but also helps new members integrate more quickly and feel part of the team.
Navigating transitions in nonprofit development teams requires careful planning and a proactive approach. By centralizing workflows, sharing essential information, and maintaining open communication with stakeholders, managers can set the stage for a smooth transition with less time spent chasing down lost passwords or documents. Supporting new hires with clear expectations, continuous feedback, and a collaborative environment ensures they can quickly adapt and contribute to the organization's mission. With these strategies in place, nonprofit development teams can maintain their momentum and continue to thrive despite the challenges of high turnover.
