4 Ways HR Leaders Can Help Address High Levels of Employee Turnover

It’s no secret that many employees are thinking about changing jobs these days. In fact, research from Microsoft and LinkedIn says that almost half of American workers are considering a switch to a new job in 2024. That’s even higher than the numbers seen during the “Great Resignation” during 2022. While budget limitations are a reality for nonprofit organizations, supporting mental wellness efforts can help create a supportive environment where a strong sense of belonging helps outweigh a smaller paycheck. HR professionals working at nonprofits can help build higher employee satisfaction and boost retention by implementing four strategies designed around mental health.

What does that look like in real-world terms? The answers are reducing stress, fostering meaningful connections within your organization and the greater community, encouraging physical activity and providing opportunities for employees to grow and shine on the job.

Here are four ways HR professionals can achieve these goals within a nonprofit organization:

1. Give employees an outlet for their stress through an Employee Assistance Plan (EAP): EAPs give your employees an opportunity to proactively access mental and emotional support before major issues develop.

• Most EAPs offer counseling services at a low cost to employers.
• Having access to an EAP helps increase loyalty, retention and the overall reported well-being of employees.

IMPORTANT:  HR professionals need to do their homework when picking an EAP.  Things to look at include cost per visit, how many visits will be covered and the ROI for the organization.

2. Help employees build meaningful connections through Employee Resource Groups (ERGs): ERGs allow employees with shared identities or backgrounds to connect and create a stronger feeling of belonging.

• ERGs can cover any dimension of diversity including race, ethnicity, gender, sexual orientation, disability status and more.
• ERGs can be an integral part of an organization’s Diversity, Equity and Inclusion (DEI) efforts. A key strategy is to align ERGs with your organization’s goals. In essence, an ERG should be a treasure of resources and an engine for change. The results would then be a powerful driver of your organization’s – and your employees’ – success.
• If your nonprofit is too small to support its own ERG, consider connecting staff with community-wide ERGs – possibly with a Chamber of Commerce or United Way.

3. Encourage physical activity to help strengthen mental health: Exercise has long been associated with higher levels of mental health. It provides stress relief and enhances overall well-being.

• Create policies that allow time during the workday for physical activity. Can lunches or breaks be extended for walking time? Could your organization sponsor in-house yoga sessions before or after work?
• Try promoting “walking meetings” to get employees up and moving during their workday. This can also have the added benefit of enhancing connections between employees as they participate in a shared physical activity.
• If your organization has the space, set up a “quiet room” with stretching and/or reflecting space, soft lighting and a reading or journaling nook. Having a space for employees to reset or decompress can be a thoughtful addition – especially for front-line employees who may face emotionally-charged situations as they deal with clients. It’s a simple way to show employees how much you value them.

4. Give employees opportunities to shine on the job and help them build new skills to boost their career: Research shows that employees who rate themselves as “thriving” in their job because their efforts are recognized, and they have opportunities to build new skills are three times less likely to switch jobs.

• Especially for highly valued employees, consider how you could better use their strengths and give them opportunities to grow through new experiences. Could you assign “team leader” responsibilities or tap them for more prominent assignments during high-profile community events?
• Think of training paths which would allow employees to job shadow other positions within your nonprofit.  This can help build in job redundancy for organizations with a small staff while also rewarding high-performing employees by teaching them new skills that could help them grow in their career.
• Not all growth opportunities have to be within your nonprofit. Could employees expand their skills by serving on a community committee or board? Advocating for these types of opportunities can signal your faith in the employee while also increasing your organization’s visibility in the community.

For most nonprofits, focusing on financial compensation just isn’t a winning strategy when it comes to employee retention. Incorporating higher levels of mental health benefits which build a sense of belonging and employee engagement, on the other hand, can be a solid strategy to help you retain the key contributors to your organization.

UST understands the pressure nonprofits face when it comes to employee retention. For more ideas on ways to build a benefit package that includes solid mental and emotional rewards for your valued employees, take advantage of UST’s Free 60-day HR Trial. UST HR Workplace is a dynamic cloud-based platform offering HR tools, templates, and trainings. It empowers nonprofit employers to cultivate a safe, compliant, and productive workplace environment.

RESOURCES:

https://www.cnbc.com/2024/05/08/nearly-50percent-of-people-are-considering-leaving-their-jobs-in-2024.html

https://www.forbes.com/sites/forbesbusinesscouncil/2023/10/16/why-proactive-eaps-are-crucial-for-attracting-and-retaining-top-talent

https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/effective-employee-resource-groups-are-key-to-inclusion-at-work-heres-how-to-get-them-right

https://www.gallup.com/workplace/358082/struggling-suffering-employees-twice-likely-leave.aspx