Your nonprofit’s staff members are passionate about your mission and making a difference in the world—but that doesn’t turn them into superhumans, especially when they’re dealing with tight deadlines and limited resources. And yet, these are common conditions faced by staff at nonprofits of varying types and sizes.
40% of nonprofit leaders report having a “lack of resources” as their top challenge, with staffing being the number one resource they’re lacking. If the employees at your organization constantly have a lot on their plates, this can affect how they carry out their responsibilities and contribute to your impact in the long run.
To prevent burnout and retain the talent your nonprofit needs to fulfill its mission, you need to create a workplace where all of your employees can thrive. In this quick guide, we’ll walk through the typical signs of burnout and four strategies you can implement to combat it.
Common Signs of Burnout
Burnout is a major concern across the current nonprofit landscape, leading to employee turnover and disruptions in day-to-day operations. Of course, stressful days can crop up in any line of work. So how can you tell when your staff members are burned out?
Some of the most common indicators of burnout are:
Physical, mental, and emotional exhaustion—even at the beginning of the day.
Increased irritability and sensitivity to feedback.
Missed deadlines and increased absenteeism.
Physical discomfort, including headaches and stomachaches.
Difficulty sleeping and a loss of appetite.
However, the causes, signs, and experiences of burnout can vary from person to person. Any notable change in performance in staff members who are typically enthusiastic and dedicated can indicate potential burnout.
4 Strategies to Prevent Staff Burnout
While there is no one-and-done solution for addressing burnout, there are several employee engagement and workplace strategies you can implement to help your staff recover from and avoid burnout.
1. Develop a clear strategic plan.
To minimize burnout at the organizational level, start by reassessing your culture and strategy. It’s up to your leadership team to set goals and expectations that lead to maximum impact on your mission without taking on more than your nonprofit can reasonably handle.
As community needs and donor expectations shift, nonprofits can be susceptible to mission creep, which occurs when an organization takes on too many initiatives or programs that go beyond its original mission. Mission creep can lead to an increased strain on your staff and resources, blurring the line between what is and isn’t essential to fulfilling your nonprofit’s ultimate purpose.
According to Laridae's strategic planning guide, developing a strategic plan can help you realign your teams on your main priorities, reallocate your resources to where they’re needed most, and take any changes you’re currently facing—such as staff turnover—in stride. During this process, you’ll collect feedback from stakeholders and conduct a SWOT analysis of your strengths, weaknesses, opportunities, and threats to create a clear, focused roadmap for the future.
2. Provide ongoing training.
Beyond providing your staff with reasonable workloads, equip them with the skills and knowledge they need to succeed through ongoing training opportunities. While each staff member’s training should depend on their specific responsibilities, some key areas include:
Management training. Your nonprofit’s managers are in charge of overseeing their direct reports, ensuring that they have a balanced workload, and keeping them motivated in their day-to-day roles. By enrolling your managers in management training courses or programs, you can help them develop stronger communication and delegation skills to build cohesive, productive, and aligned teams.
Work-life balance training. Maintaining a healthy work-life balance is key to avoiding the onset of burnout. Plan workshops, roleplaying exercises, and peer discussions that staff can participate in. During these sessions, promote strategies for time management, stress management, communication, setting boundaries, and self-care.
Technology training. Using nonprofit software, such as a fundraising platform or impact management software, can automate routine tasks and free up your staff’s time. To help your staff members make the most of their tools and reduce technical issues, create resources such as step-by-step tutorials, in-person workshops, and regular training refresher sessions.
You can vary the types of training you offer depending on your resources and staff preferences. For example, if your nonprofit has hybrid teams, you might provide more online course options and podcasts that staff members can engage with no matter where they’re located.
3. Create support resources and tools.
Even when staff members feel overwhelmed and stressed, ensure that they don’t have to go through it alone. Create an assortment of resources and tools that they can lean on to improve their well-being. Some common options include:
Employee assistance programs, which provide confidential counseling for both work-related and personal issues.
Wellness programs, including free or discounted gym memberships and health screenings.
Mental health resources, such as mindfulness apps, a quiet room in the office, and designated days off for mental health.
Team-building opportunities, such as a mentorship program, group volunteering, and social events.
Additionally, consider providing more flexible work arrangements by allowing staff members to choose when they start and end their workday or giving them the choice to work from home on certain days of the week. For staff who do come into the office, you can even go the extra mile by giving them a food allowance that encourages lunch breaks and healthy eating.
4. Practice frequent recognition.
In today’s conditions, recruiting and retaining talented individuals at your nonprofit can be challenging. It’s not always easy to provide the most competitive compensation and benefits, but you can develop a work environment that is supportive, empowering, and rewarding for staff.
Make sure your staff members know just how important they are to your organization by applying strategies for regular recognition. For example, you could:
Reward staff members with more paid time off.
Shout out staff accomplishments on social media.
Host a staff appreciation party.
Present small gifts, such as branded merchandise or gift baskets.
When possible, personalize your messaging with the staff member’s name. Reference specific metrics and impact data points to illustrate exactly how they’ve pushed your mission forward. Doing so can create a culture of sincere appreciation within your nonprofit and ensure that everyone feels like a truly valued member of your organization.
At the same time, don’t forget to allow staff members to recognize their peers as well. eCardWidget recommends creating a set of branded eCards that your staff can send to acknowledge one another for a job well done.
When creating your own plan for addressing and avoiding burnout in the workplace, keep your staff at the front and center of your decision-making. Survey them directly to find out how you can best support them in their roles.
If you need a little more guidance on how to improve your existing policies and enhance your culture, consider researching nonprofit consultants who have helped organizations similar to yours. With enough planning and expertise on your side, you’ll be well on your way to creating a work environment that sets your staff members up to thrive long-term.
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