Staff Satisfaction

headshot of Sharon Castle in a black blouseSharon Castle
Capacity Builder

Much has been written about the Great Resignation of 2022 or, as McKinsey & Company recently described it as, “the Great Attrition has become the Great Negotiation.”  

In fact, according to McKinsey, 40% of employees globally are planning to leave their jobs in the next three to six months. The Great Attrition is making hiring harder. Are you searching the right talent pools?

So, what does that mean for the nonprofit sector; a sector historically known for paying low wages for demanding positions?  At Nonprofit Network, we’ve been getting many questions from stressed-out Executive Directors trying to figure out how to hire and then retain talented staff. 

The McKinsey article authors recommend addressing attrition by suggesting employers focus on areas such as:

  • Career paths and progression
  • Compensation
  • Widening the net to include nontraditional workers (think retirees, stay-at-home parents…)
  • Flexibility (think job sharing, flexible hours, remote work…)
  • Health benefits that address mental as well as physical health

 It’s the final suggestion shared in the article that is a “no-brainer” for nonprofit employers, “organizations can make jobs “sticky” by investing in more meaning, more belonging, stronger teams, and other relational ties.  Building these organizational attributes will also make it harder for traditionalists to go elsewhere for a bit more pay.”

Many organizations conduct an “exit” interview once an employee decides to leave. We, at Nonprofit Network, believe in conducting “stay” interviews with employees who are currently employed with your organization and affords the opportunity to share what they like/love about their position and what they would like to change.  Through the process, employers can develop “stay” plans for employees that increase job satisfaction and help with accountability.  Sample “stay” interview questions can include:

  • What about your job makes you jump out of bed in the morning?
  • What kind of recognition would be meaningful to you?
  • What would make you leave for another job?
  • What is something new you would like to learn this year?

Visit our website, and the Customized Services” link to ask our consultants questions about “stay” interviews and other retention strategies and services. 


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