Hiring new people who will stay with your organization long-term can be challenging. With the constant influx of messages job seekers receive from recruiters, new hires are increasingly making quick moves –sometimes just a few months into a job. How do we keep our new hires engaged in their job and inspire them to stay long-term?

The answer lies in plans of action that inspire a more positive, inclusive, and exciting workplace; here are some employee retention strategies which will help ensure that team members and volunteers stay with your nonprofit  for many years to come:

  • Be generous with perks

After being hired, many people expect the primary benefits that most organizations already offer: investment options, vacation time, professional development opportunities, etc. To keep new hires interested and excited, offer unique perks that make your nonprofit stand out from others, like the option to work remotely, unlimited healthy snacks in the kitchen, childcare, relaxation spaces, and exclusive discounts. Incorporate some of these into your business plan and see how excited new colleagues get when they find out they got the job!

  • Create opportunities for connection

There’s a reason why open-concept offices are trending! Gone are the days of working alone in your cubicle. Organizations are realizing the importance of creating opportunities to allow staff members to connect with each other in meaningful ways, which promotes a positive work environment and has been shown to increase productivity. Planning out-of-office excursions, parties, and special events are great ways to build morale among staff and inspire them to stick around longer! When it comes to retention strategies, cultivating a strong bond between employees and volunteers is very valuable. 

  • Provide a supportive onboarding process

It’s easy for a new hire to feel lost, early on.  If you haven’t put much thought into your onboarding process, this might be the time to refine it and make sure all bases are covered. During the first few weeks, any questions e should be answered promptly, and the training process should be as seamless as possible. Some hiring managers may not go into detail about things like organization culture, employee benefits, and organization history. Make sure you put as much emphasis on  “housekeeping” details as you do the job description. This way,  new hires get a  full lay of the land and feel more at ease in a new environment

In addition to resonating with your nonprofit’s mission –a positive, comfortable environment gives staff and volunteers more reasons to stay and help build the organization; it is the responsibility of senior management to create this environment and to help inspire a positive attitude in the office. 

EMN has everything you need to help keep your nonprofit organization afloat. Join today,  and enjoy exclusive discounts provided by our partners!