Work for Good ebook: The nonprofit workforce speaks.

The nonprofit workforce speaks.

Candid insight to attract, engage, and retain top mission-driven talent

Here at Work for Good, we bring together a growing purpose-driven community through hundreds of fresh monthly job opportunities, expert hiring and career guidance, and hands-on customer service. Workforgood.org is your state-of-the-art, nonprofit job listing, career development, and hiring destination.

Work for Good is also uniquely positioned to tap into the collective knowledge of this community, serving as a sector-wide learning lab.

This report, the first in a series, delivers straight-from-the-source testimony, capturing the voices of mission-focused professionals at every point in their career journeys.

Over two months in late 2017, we conducted a national survey of these professionals, asking them how they access and assess career opportunities, and pursue career development. We wanted to learn what they value in the workplace and in the nonprofit sector, aiming to better understand their motivations, levels of engagement (or disengagement), and commitment to the organizations and sector they work for.

We were encouraged to find both a high level of commitment to the work, and clear opportunities for employers to improve methods for attracting and retaining top talent. Even better: Many of the changes those opportunities require are relatively simple, and each translates into a greater sense of loyalty, career satisfaction, and workforce cohesion, resulting in a workplace where employees thrive.

In the nonprofit world, your greatest assets are your people: the talented employees eager to do meaningful, difference-making work. Listen to them, and discover what you can do to cultivate their best; to better attract, engage, and retain them; and to become their workplace of choice.

Karen Beavor CEO, Work for Good 

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93 feel engaged %

in nonprofit work

We are your workforce.

Get to know us: The boots-on-the-ground, sleeves-rolled-up, mission-driven corps committed to working for the betterment of the world.

We are as diverse as the causes we champion, spanning the full arc of career experience, responsibilities, and cause areas. We recognize the importance of nonprofits to overall community wellness, and are proud of the role we play in tackling challenges – however daunting – and implementing solutions to overcome them. We are highly educated (90% of us have earned at least a Bachelor’s degree), deeply engaged with the sector, and largely satisfied with our jobs.

The feedback in this report comes from our sincere commitment to make purpose-driven work even better than it is now.

55% Highly engaged 38% Somewhat engaged

HOW ENGAGED ARE YOU WITH YOUR CURRENT JOB?

7% Not engaged

HOW WOULD YOU DESCRIBE YOUR CURRENT WORK

26% Highly satisfied 51% Somewhat satisfied

EXPERIENCE?

HOW SATISFIED ARE YOU WITH YOUR CURRENT JOB?

23% Not satisfied

POSITIVELY

interesting positively challenging provides new skills fun

NEGATIVELY

52% 52% 39% 26%

negatively challenging a dead end not fun boring

17% 15% 12% 9%

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We’re mission-first!

In an age of increased social awareness and responsibility, the prospect of being paid to fulfill a purpose is more attractive than ever before – in fact, a clear majority of us (58%) did not have nonprofits in mind when we started the job hunt. And don’t think it’s just a Millennial thing: The desire to work for good is generally consistent across age groups.

Mission-driven work has not only attracted us to the sector, but hooked us, changing our long-term career focus: Almost all of us plan to stay in the nonprofit sector, and even more of us – a full 9 out of 10 – would recommend the work to others.

“Nowhere else do I get paid to promote a cause I am passionate about.”

“It didn’t take long before I felt the satisfaction of affecting change in the lives of so many. That is something I never experienced at my previous for-profit job.”

90%

42%

88%

58%

of us recommend nonprofit work to others

plan to work in nonprofits long-term

set out to work in the nonprofit sector when looking for their first job

moved into nonprofits later in their career

90 recommend %

nonprofit work to others

How do we choose an employer?

Compensation is important to us, but we care most about the kind of work we’ll be doing, on-the-job opportunities to learn and grow, and how closely your values align with ours. We want to know more about your vision for the organization, your commitment to the mission, the working conditions in your office, and the culture you’ve created.

And because we’re so concerned about “fit,” we look for insights everywhere we can find them: through social media, online reviews, job boards, and real-world networking. Between an organization’s web presence and the (increasingly easy-to-find) opinions of current and former employees, we can get a pretty good idea of what your organization is like to work for, and whether we want to be a part of it.

TOP 3 PRIORITIES WHEN CONSIDERING AN EMPLOYER:

Culture and values ( 36%) Mission and vision ( 26%) Compensation and benefits (21%)

TOP 3 PRIORITIES WHEN CONSIDERING A JOB:

Interest in type of work (34%) Opportunity to learn and grow (24%) Overall compensation (11%)

TOP 5 PLATFORMS FOR RESEARCHING AN EMPLOYER:

Google / internet Online reviews HIRING INSIGHT Managing your nonprofit’s employer brand

Networking (offline) Employer’s website

Web-based professional networks

Let’s talk money.

Like we’ve already said, we’re not here expecting big bucks – but we do have bills to pay.

HOW WE FEEL FINANCIALLY:

Among those of us surveyed, more than half are feeling financially uncomfortable; one big factor is student debt, which more than one in six of us are carrying. Perhaps unsurprisingly, we’re feeling the most financial strain when starting out our careers or thinking about retirement.

The good news: We find real value in serving the mission, and we’re willing to accept a certain amount of financial discomfort for the sake of the work we do. Even better news: There are ways you can ease the sting of a less-than-satisfactory salary, and we are eager to explore them with you!

“Pay your people, they are your most valuable resource.”

“Equal pay for equal work is important.

I love my organization, but I will only stay around for so long if I cannot afford to support myself comfortably.”

comfortable 48%

uncomfortable 39%

very uncomfortable or challenged 13%

WHEN WE’RE MOST FINANCIALLY UNCOMFORTABLE:

18-32 years old (68%) 43-52 years old (61%) OUR EDUCATION DEBT:

50%of us are repaying student loans

“Value your employees. People want to do what they believe in, but we need to be able to afford the roof over our heads.”

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What we value (beyond money) The majority of us want (or need) more money – but don’t count on a paycheck to keep us engaged. We also want opportunities to develop skills, advance in the organization, and be rewarded. We recognize each as a real investment, which will likely make us feel more appreciated, happy, engaged, and loyal. (In fact, if financial compensation is all you have to offer, it will likely be the reason we leave the organization for a more opportune situation.)

HIRING INSIGHT Happy, engaged nonprofit employees: Does your organization stack up?

Fortunately, what we want is fairly easy to address:

Remind us why we’re here

Know we’ve got this

Stretch our limits

• Looking for our input

• Challenging us

• Considering our feedback

• Trusting that we’ll do the job

• Creating a growth plan for us

We want to add value to the organization, and be appreciated for what we bring to it. You can do that by:

• Recognizing work well done

“Take your team’s talent seriously. Don’t take it for granted.”

We are not only driven to do good for communities, but to do good for the team. Allow us to contribute our best by:

• Giving us the time and space we need

“Encourage employees to be creative and take chances.”

We’re always seeking to make ourselves better, thereby increasing our value to your organization. Help us realize our full potential by:

• Investing in our training • Providing “stretch” opportunities

“Consider professional development a priority.”

Speak to us!

If you want us to keep our heads in the game, we need you to communicate with us clearly and regularly – not just at a yearly review. You can engage us, and ready us for the work ahead, by: • Establishing clear expectations • Providing continuous, constructive feedback • Sharing your concerns

“Find out what motivates us. Ask questions.”

Consider our priorities

We work hard for the sake of our communities and our values, even if the money isn’t satisfactory. Understand our motivations, and you can find other ways to compensate us, like: • Offering flex time or telecommuting opportunities • Providing incentives for reaching goals • Creating a fun, growthoriented work culture

“Be mindful of what you can offer in lieu of salary.

Values matter.”

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The 5 career development resources we find most effective: On-the-job stretch opportunities Conferences Classes Mentoring Professional memberships

Should I stay or should I go?

No matter the sector, jobs today just aren’t as permanent as they used to be: Pensions are virtually nonexistent, 401Ks are mobile, and moving around can both enhance a resume and boost compensation.

Since we are mostly satisfied, a hefty majority of us put in three or more years before moving on. At the same time, most of us don’t see our current position as a lifelong commitment, so we keep an eye out for opportunities – as frequently as once per week!

What’s driving us to look for greener pastures? Cultural and position fit, growth opportunities, and work/life balance all contribute, but compensation is at the top the list. So while we are attracted to jobs based on their non-financial benefits, financial concerns can ultimately lead us to leave the jobs we have – despite the satisfaction they may provide.

HOW WE THINK ABOUT OUR CURRENT JOBS:

A temporary placeholder or stepping stone: 56%

Our long-term gig or dream job: 35% 20% every 1-2 years

HOW OFTEN WE CHANGE JOBS

41% every 3-5 years

41% 5 years or more

26% are actively looking for another job 46% are looking passively 42% check job listings more than once a week 22% check a few times a month 12

Top 5 factors motivating us to look for another job: Compensation Culture Growth opportunities Position fit Work/life balance

How we’re looking for you, and how you can help Thanks to the internet, there are countless job searching vehicles and services available. For seekers and employers both, it’s a doubleedged sword: Job opportunities and candidates have never been more accessible, but the sheer volume of those platforms means it’s easier than ever to miss them.

TOP 4 PLACES WE LOOK FOR NONPROFIT JOBS:

When we look for a job, we want specific information, not generalizations: the more information about your culture and organization, the better.

Knowing how to present your opportunity and your organization gives you an advantage over the competition, and helps you attract the right candidates: No one wants to waste time (ours or yours!) interviewing for a job that could have been identified as a bad fit from the get-go.

Local nonprofit resources

“Make the mission clear and prominent.

Be specific about the types of projects to be done and the experience required.”

Job boards

Internet search engines Networking (offline)

3 MOST IMPORTANT PARTS OF A JOB DESCRIPTION:

Salary or salary range

A clear job description

A clear list of skills required to compete for the job HIRING INSIGHT 19 tips for making your job posting simply amazing

“Be sure and post your perks.”

“Show me the impact and show me the salary.”

“Include salary and other benefit information consistently for each job post.”

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Your next move–and how Work for Good fits in Wondering what’s next? So glad you asked!

One of the many reasons we started Work for Good – a 501c3 nonprofit itself – is to connect mission-driven organizations (like yours) with the talented people it needs. By bringing you together on workforgood.org, and inviting in experts to share their insight, we’re fulfilling our own mission: to serve the purpose-driven community with a one-stop hiring resource.

As part of that mission, we’re always ready to listen, understand, and translate. With two decades of experience serving the sector, we’ve learned a lot from ongoing research and our long-term relationships. Adding what we just learned from the nonprofit workforce, we’ve put together a few things you can do now to attract top talent, engage them, and keep them around.

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Attract

Our respondents made it clear that there is something very attractive about working for a nonprofit. Of course, that’s not a surprise – but we found an intriguing bit of supporting evidence in the large number of nonprofit employees who did not start out seeking a nonprofit job. This tells us that nonprofit employers should cast a wide net when looking for talent, and consider creative ways of marketing their needs.

Just like an applicant needs to stand out among the competition, so does your organization’s opportunity. That includes getting the workforce’s attention, and providing enough information to convince the correct candidates to apply. Here is a checklist that covers both: • Create a clear and concise job description, listing responsibilities specific to the role • Be transparent with salary or salary range • Promote benefits outside of compensation • Define your mission clearly

Engage

Retain

The nonprofit workforce is fully engaged in the sector, and overwhelmingly connected to your mission – but they also need to be engaged with the organization as a whole, including their supervisors, higher-level management, and workplace peers. To be intentional about engagement, try the following:

Despite their strong connection with the mission and full engagement with the organization, you can’t retain an employee who isn’t satisfied in their workplace. Nonprofits are known for being creative with their budgets; they’ll need that same creativity to meet the needs of their people. A few ideas:

• Be clear in communicating expectations, and provide feedback when appropriate

• Provide clear, individualized career development paths

• Allow your team to provide input and show them that you value it • Do not micromanage: Trust your employees to do what they were hired to do • Foster relationships across all responsibility levels and departments • Know how to identify disengagement • Recognize people for jobs well done • Don’t take connection to the mission for granted: Make sure it is clearly stated, and live it out

• Support growth through training, mentoring, and experience • Acknowledge and reward professional growth and commitment to the organization • Develop an appealing, effective, values-driven culture • Prioritize employee recognition

Looking for more inspiration? Go to workforgood.org to access ideas, opinions, and best practices.

The desire to do good – and to Work for Good – is surging across the U.S., among all generations, and in every corner of the marketplace. You have a chance to capitalize on this movement by properly positioning your organization, and leveraging its unique benefits, to attract, engage, and retain the best employees. In turn, those employees will make it their mission to accomplish yours.

• Make your workplace more flexible by offering either flex time or telecommuting opportunities • Establish unique benefits based on employee feedback

• Leverage attractive cultural qualities • Utilize job boards that attract highly-qualified, purpose-driven talent • Enhance your web presence to highlight your mission and culture

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How Work for Good works for you.

Established in 1999 as Opportunity Knocks, one of the first job boards focused exclusively on the nonprofit sector, Work for Good connects the cause community – bringing together mission-driven organizations and purpose-driven professionals through our state-of-the-art, easy-touse job board platform and our unparalleled customer service and support.

Designed to strengthen and streamline your hiring process, workforgood.org includes a full suite of job posting tools, plus exclusive content from hiring experts and nonprofit HR practitioners.

Set up a complimentary employer account for immediate benefits: • Build your own branded employer page and directory listing to extend your organization’s visibility and help jobseekers get to know you.

• Watch for special discount offers, providing added cost-saving opportunities, delivered right to your inbox.

• Subscribe your team to Hiring Insight, our thought-leadership email series, where nonprofit HR leaders and experts share perspectives on evaluating candidates, building an employer brand, managing a diverse workforce, creating a positive culture, and much more.

GET STARTED NOW

Sign up your organization at workforgood.org Reach out to us at hello@workforgood.org Call our team at 888.656.6257 ABOUT THIS SURVEY Work for Good conducted a 40-question online survey between August and October 2017, netting responses from a nation-wide sample of 205 nonprofit employees. This survey was designed to elicit general information and insight regarding nonprofit workforce attitudes, priorities, motivations, and job search practices. All respondents are either current or former employees of a nonprofit organization.

Respondents consist of men and women from 25 states, ranging in age from 18 to 53-plus, and in organizational positions from entry-level to executive leadership.

Images by C Brown Photo