Entries with Author: Shannen Camarena

As the year draws to a close, holiday parties and celebrations mark the end of another year. While it’s important to take time to recognize those milestones, preparing your nonprofit from a legal standpoint can help position your organization for a great start in the new year.

Verify Corporate Compliance

A quick review of your organization’s bylaws to make sure they reflect the current state of your nonprofit can be a good way to get started.  Think about whether new initiatives may be stretching your bylaws in unintended ways.  If so, consider working with your board of directors to adjust the bylaws to better address your nonprofit’s evolving mission.

Prepare For Tax Reporting

The IRS has stepped up audits with the incorporation of new rules surrounding full-time, part-time and overtime employees.  Recent changes have adjusted the salary threshold for employees who are eligible for overtime payments.

Starting on January 1, 2025, the threshold salary for exempt employees to avoid overtime requirements will be $58,656.  This increase in the salary threshold may mean more of your organization’s employees qualify for overtime – which can significantly impact your nonprofit’s budget.

It’s important to take note of employees who may be reaching this salary limit and to think creatively about how to manage their compensation in a way that values their contributions to your organization but still helps your nonprofit avoid overtime costs.

Another way to avoid running afoul of these changing regulations is to consider revising employee contracts to specifically state that overtime hours must be approved in advance.  This can help your organization proactively manage overtime situations and encourage managers to be more mindful of circumstances that may lead to excessive overtime for key workers.

In addition, programs like UST Trust allow you to opt out of the state unemployment tax system and instead reimburse the state for your actual unemployment claims, dollar-for-dollar. UST assists you through the enrollment process, provides expert claims management, and helps you save money for anticipated unemployment costs in a reserve account owned by your organization as a financial asset.

UST can evaluate your unemployment claims history, number of employees, and tax rate information (if not yet reimbursing). Simply complete UST’s Free, no-obligation Savings Evaluation Form.

Contract Reviews and Renewals

One of the most common situations faced by nonprofit organizations is misclassifying a person as a contract worker rather than an employee. This can be especially fluid as you work with someone over multiple years on long-term projects.  A person’s status as a contract worker could morph over to that of an employee without your organization necessarily noticing the change.

As a result, it would make sense to take a second look at the people your nonprofit categorizes as contract workers to ensure they still fit that definition according to the IRS.  The six areas to consider are:

  • Opportunity for profit or loss depending on managerial skill – Think of this as an evaluation of whether the worker has the ability to determine their hours, to hire others to assist in the project, whether they can accept or decline jobs or determine the priority of projects.  If the answer to these situations is “no”, they’re most likely classified as an employee.
  •  Investments by the worker and the potential employer – Is the person making investments in their business that solely benefit your nonprofit?  Or are they acting as an independent business where their investments in items such as computers and education benefit multiple clients?
  • Degree of permanence of the work relationship If a person works for your organization on an ongoing basis and to the exclusivity of other employers, they may very well fit the definition of an employee.  Defining the work relationship on a periodic basis that’s centered on a certain project can help confirm an independent contractor arrangement.
  • Nature and degree of control – This consideration covers whether your nonprofit sets an employee’s hours, supervises the person’s performance or limits their ability to work for others.  If your organization’s answer to these situations is “yes”, then it’s likely that they would be considered an employee.
  • Extent to which the work performed is an integral part of the potential employer’s business – This factor highlights whether the work a person does is an integral part of your nonprofit.  If it is, this consideration would weigh in favor of them being an employee.  If it isn’t, then it would weigh more in favor of the person being a contractor.
  • Skill and initiative – Is the individual utilizing the skills you’ve trained them to perform, or are they contributing skills that are outside the current capabilities of your nonprofit?  Individuals utilizing skills you’ve trained them to perform are typically considered employees. Those contributing skills that are outside the current capabilities of your nonprofit may be considered contractors.

Performance Evaluations

The end of the year is an opportune time to conduct employee performance evaluations. Even if your organization’s fiscal year concludes mid-year, December offers a valuable chance to check in with employees, provide feedback on their performance, and address any challenges proactively.

SHRM (Society for Human Resource Management) recommends doing mid-year reviews to help build employee engagement and to also help avoid end-of-year “surprises.”

Bringing it all Together

Positioning your nonprofit for success in the new year can be easy when you take a few extra steps in Q4.  Whether it’s thinking about corporate compliance or reviewing your employee tax issues, time spent now can pay big dividends when it comes to getting ready for 2025.

If you’re looking for specific tax guidance when it comes to employee classifications or want more details on how taxes apply in your state, sign up for a free 60-day trial of UST HR Workplace!

SOURCES:

https://independentsector.org/blog/what-does-the-new-dol-overtime-eligibility-rule-mean-for-nonprofits/#:~:text=Nonprofit%20employers%20already%20face%20the,the%20new%20overtime%20eligibility%20rule.

https://nonprofitresources.us/2023/12/07/navigating-year-end-checklist

www.shrm.org

As the world becomes more complex, nonprofits encounter distinct challenges that require creative strategies to sustain growth and enhance impact. While the mission remains the heart of any nonprofit, optimizing operations is crucial for future-proofing your organization.

Why Operational Efficiency Matters

Operational efficiency might not seem glamorous, but it is vital for nonprofits aiming to expand their reach and achieve long-term goals. Inefficient processes can drain resources, limit your impact, and frustrate both staff and stakeholders. By streamlining operations, nonprofit leaders can better allocate resources, improve service delivery, and enhance stakeholder satisfaction.

Key Areas to Focus On

1. Financial Management: Effective financial management ensures that your nonprofit can sustainably grow and fulfill its mission. Consider adopting budgeting tools and accounting software to enhance transparency and financial forecasting. Regular audits and financial training for staff will also prevent misuse of funds and build trust among donors and stakeholders.

2. Technology Integration: Investing in the right technology can transform the way your nonprofit operates. Cloud-based tools and platforms streamline processes, improve communication, and allow for more efficient data management. Consider implementing a donor management system, collaborative platforms, or even AI-driven tools for data analysis to optimize outreach and fundraising efforts.

3. Human Resources Development: A motivated and well-trained workforce is the backbone of any successful nonprofit. Provide ample opportunities for professional development and continuous learning. UST HR Workplace offers a robust cloud-based platform featuring over 300 employee training courses, HR tools, templates, and access to Certified HR Experts. This ensures your team is well-equipped to tackle challenges and drive the organization forward.

4. Strategic Planning: Developing a comprehensive strategic plan aligned with your mission and vision ensures all stakeholders are working towards common goals. Regularly revisiting and updating your strategic plan helps your nonprofit adapt to changing circumstances and seize new opportunities. Engage board members and staff in strategic planning sessions to ensure a collaborative approach and diverse perspectives.

5. Community Engagement: Building strong relationships with stakeholders, volunteers, and the communities you serve is crucial for nonprofit growth. Regularly communicate your mission, successes, and needs through newsletters, social media, and community events. Encourage feedback and involvement to foster a sense of ownership and partnership among your supporters.

Preparing for Future Growth

To position your nonprofit for future success, it’s essential to lay a solid foundation today. This involves not only optimizing current operations but also being open to innovation and change. Encourage a culture of continuous improvement and adaptability within your organization. Foster collaboration and knowledge-sharing among staff and stakeholders to drive innovation and maximize impact.

Take Action Today

Ready to take your nonprofit’s operations to the next level? Sign up for UST HR Workplace, free 60-day trial, and explore their comprehensive HR Workplace platform. This cloud-based solution provides HR tools, templates, and on-demand trainings—empowering nonprofit employers to create a safe, compliant, and productive workplace. You’ll gain access to:

  • Live Certified HR Experts
  • Work-from-Home Resources
  • 300+ Employee Training Courses
  • Thousands of Downloadable Forms & Checklists
  • Online Employee Handbook Builder
  • Job Description Tools

Don’t miss this opportunity to enhance your organization’s efficiency and prepare for sustainable growth. Click here to start your free trial of UST HR Workplace today.

By optimizing operations and preparing for the future, nonprofit leaders can ensure their organizations remain resilient, impactful, and ready to tackle the challenges of tomorrow.

Question: We have an employee claiming they shouldn’t be classified as exempt from overtime. If it turns out they’re right, what are the penalties for misclassification?

Answer: The cost of misclassification can be steep and will depend on several factors, such as how many employees are misclassified, how much extra money they would have been paid if properly classified, how the misclassification is discovered, and how your employees react to it. 

Generally, if an employee goes to the federal Department of Labor and says they have been misclassified, the DOL will investigate, and they will very likely look at all your employee classifications. Any employee who the DOL determines should have been paid overtime in the last two years will be found to have been underpaid, and the organization will owe that money to the employee now (or three years’ worth if the misclassification is found to be “willful”). The organization will also owe them liquidated damages equal to the amount of money owed. So, if an employee should have been paid $2,000 in overtime, the organization will owe them $4,000. The organization will also owe taxes on those wages and interest on those taxes. 

Additionally, many states have their own overtime laws, and in most cases the organization can be held liable under both federal and state law, meaning not only would the employee be owed double under the FLSA, but also any liquidated damages under state law (which could easily triple the original amount). And if you are in a state with late payment penalties, you could owe up to 30 days’ worth of the employee’s pay on top of the already discussed damages. There’s also a very good chance the organization will be held liable for any related attorney’s fees–both your own and the employee’s.

Finally, there are potential federal civil penalties of $2,050 per violation (generally one penalty per misclassified employee), state penalties (which will vary), and in some cases the potential for jail time. As soon as judgment is rendered in favor of the employee, statutory interest will begin to accrue on the amount owed–generally 10% per year.

This Q&A does not constitute legal advice and does not address state or local law.

This Q&A was provided by Mineral, powering the UST HR Workplace. Have HR questions? Sign your nonprofit up for a FREE 60-day trial here. As a UST member, simply log into your Mineral portal to access live HR certified consultants, 300+ on-demand training courses, an extensive compliance library, and more.

The end of the year often brings a whirlwind of professional and family obligations – especially for nonprofit leaders.  You may find yourself juggling end-of-year fundraising drives, community events and treasured family holiday traditions.

But there’s also a key step you should take during November and December to set up your nonprofit for success in 2025—spend dedicated time reviewing your strategic plan.  In fact, this may be one of the most valuable gifts you can give your organization during these busy months.  The following questions can be a smart way to get started:

  • Where does your nonprofit stand in terms of meeting its goals for 2024?
  • Where did your group successfully meet its mission?  Were there areas where your organization missed the mark?
  • Do certain goals need to be broken into smaller parts in 2025 to bring a better chance of long-term success?
  • Do you see new opportunities or challenges in the coming year that might impact your organization’s long-term strategic plan?

Ways To “Crowdsource” Your Year-End Review

Of course, revisiting your 2024 strategic plan doesn’t need to be a solo exercise.  In fact, tackling this important review on your own can easily result in tunnel vision and missed opportunities for the coming year.

  • Consider having various members of your leadership team conduct a review of segments of your nonprofit’s strategic plan.  Getting year-end feedback from different organization leaders can help generate new solutions which might not have been apparent during earlier planning sessions.
  • Ask for input from team members who worked directly on certain programs.  People working on the front lines of your organization may have practical insights which could help refine your approach to challenges in the coming year. 
  • Reach out to stakeholders within your community to see how local conditions may be impacting allied nonprofit organizations.  Is there a change in the community which they’ve successfully addressed?  Are they choosing to focus on a new challenge which emerged within the past year?

Working with your nonprofit’s leadership team, frontline employees, and community stakeholders can give you a more robust, 360-degree picture of how successfully your organization performed in 2024.  In turn, that can give you a clearer vision of your priorities in 2025.

SMART Strategy Adjustments Can Help Kickstart 2025

After a solid review of the current year’s strategic plan and the results your nonprofit achieved, the next step is using the SMART strategy to fine-tune your organization’s priorities for the new year.  This includes setting up goals that are:

SPECIFIC:  If you currently serve 100 members of your community through an outreach program, your goal could be to serve 20% more people in 2025.

MEASUREABLE:  When writing your goal of serving 20% more people, be sure to define what exactly qualifies as “serving 20% more people.”  Is it a total of 20% more community members attending a certain type of event across the entire year?  Is it an average of 20% more people consistently participating each month? 

ACHIEVEABLE:  Deliberately ambitious goals are intended to inspire staff members.  However, if your team believes there’s no realistic way they can meet the new goal, it may have the opposite effect.  In essence, you’re looking for the sweet spot between a goal which is so easily achievable that your nonprofit doesn’t have to do much to meet it and a goal which is so lofty that people stop trying because it’s too overwhelming.

RELEVANT:  Given the resource limitations often facing nonprofits, it’s critical to make sure your organization’s goals squarely target your mission.  It can often be tempting to branch into new tangents in the hope of reaching new audiences.  But it’s important to take a step back to make sure your goals reinforce your mission rather than spreading your organization too thin.

It’s not uncommon to have a wish list of goals that exceeds your nonprofit’s resources.  One helpful way to narrow down potential strategic goals is to list all goals on a sheet of paper with “Start”, “Stop” and “Keep” boxes next to each one.  Encourage multiple staff members, board members, and other organization leaders to quickly mark one of the boxes for each goal.  Tallying total responses can be an illuminating way to rank the priority of each potential goal.

TIME-BASED:  Setting a specific timeline for each goal can help team members measure their progress.  Consider breaking larger strategic goals into a series of short-term priorities to be accomplished within tighter deadlines.  This can help staff members focus on the basic steps during each short-term priority. 

It’s also a good way to more easily monitor whether the team is on track to meet the larger strategic goal – by spotting missed deadlines when there’s still time to correct your overall approach.

Taking time at the end of the year to evaluate where your organization will land on 2024 goals can be the key to confidently starting 2025 off on the right foot.

In addition to fine-tuning your organization’s strategy and goals for the coming year, November and December can also bring about complex HR questions as your nonprofit closes out 2024.  UST can help you find reliable answers on questions about employee paperwork, whether a staff member should be categorized as full-time or part-time or how your HR staff should handle changing regulations in your state. Sign up today for a free 60-day trial of UST HR Workplace!

SOURCES:

“How To Set Strategic Goals At Year End For Your Nonprofit,” Globalgiving.org, 11/20/23

“Annual Planning for Nonprofits: How To Set Your Organization Up For Success,” Trifecta Advising, viewed 10/28/24

With societal shifts, technological advancements, and economic fluctuations, nonprofit leaders must stay ahead of the curve to drive meaningful impact. For CEOs and board members, understanding these trends is crucial for steering their organizations effectively. In this blog, we explore the key trends reshaping the nonprofit landscape and offer insights to help leaders succeed in this dynamic environment.

Understanding the Current Nonprofit Landscape

The nonprofit sector is experiencing significant transformations driven by several key factors:

  1. Increased Demand for Services: Economic hardships and social issues have amplified the demand for nonprofit services, requiring organizations to scale their operations more than usual.
  2. Technological Advancements: Technology is revolutionizing how nonprofits operate, from fundraising and outreach to program delivery and impact measurement.
  3. Changing Donor Expectations: Today’s donors are more informed and expect transparency, accountability, and measurable impacts from the organizations they support.
  4. Diverse Funding Sources: Nonprofits are diversifying their funding streams, exploring innovative approaches such as social enterprises, partnerships, and digital fundraising.

Key Trends Shaping the Future of Nonprofits

1. Leveraging Data and Analytics

Data-driven decision-making is becoming essential for nonprofits. By harnessing advanced analytics, organizations can gain valuable insights into donor behavior, program effectiveness, and market trends. This knowledge empowers leaders to make informed strategic decisions, optimize resources, and enhance their impact.

2. Prioritizing Diversity, Equity, and Inclusion (DEI)

DEI is no longer a mere buzzword; it’s a necessity. Nonprofit leaders are increasingly prioritizing diversity within their teams and boards, ensuring equitable access to services, and advocating for systemic change. Organizations that champion DEI not only improve their internal culture but also strengthen their community relationships and credibility.

3. Adopting Agile Approaches

Agility is crucial in the nonprofit sector, especially when responding to unforeseen challenges or emergencies. Agile methodologies enable organizations to adapt quickly, experiment with new ideas, and drive continuous improvement. Nonprofit CEOs should foster a culture of innovation, encouraging teams to pilot projects, learn from failures, and repeat successful initiatives.

4. Enhancing Digital Engagement

With the rise of digital communication, nonprofits must meet their audiences where they are—online. Social media, email campaigns, and virtual events are powerful tools for engaging stakeholders, spreading awareness, and driving fundraising efforts. A robust digital strategy helps nonprofits build a strong online presence and reach wider audiences.

5. Strengthening Leadership and Governance

Effective leadership and governance are cornerstones of a successful nonprofit. CEOs and board members need to invest in leadership development, succession planning, and board diversification to ensure long-term sustainability. Building a resilient organization starts with having the right people at the helm.

Navigating the changing nonprofit landscape requires visionary leadership, adaptability, and a deep understanding of emerging trends. By leveraging data, prioritizing DEI, adopting agile practices, enhancing digital engagement, and strengthening leadership, nonprofit CEOs can drive their organizations toward greater impact and sustainability.

To support your efforts in building a safe, compliant, and productive workplace, we invite you to sign up for UST’s Free 60-Day HR Trial. The UST HR Workplace is a cloud-based platform offering HR tools, templates, and trainings specifically designed for nonprofit employers. Discover how our resources can empower your organization to thrive in today’s dynamic environment.

Stay informed, stay agile, and lead your nonprofit to success!

Question: How do we know when an employee is ready for a leadership role?

Answer: It’s good you’re thinking about this. Promotions into leadership too often come with little discussion about how the leadership role will be different from the current role or whether the employee has the interest or skill set to be an effective leader.

Fortunately, there are indicators that someone is likely ready for a leadership role. These include (among other traits) their ability to communicate effectively, inspire and motivate others, resolve conflicts while minimizing drama, adapt to change, and take accountability for the work of their team.

If there’s an employee you’d like to promote, but they haven’t expressed an interest in a leadership role, schedule a meeting with them to talk about the idea. Share why you feel they are ready for the role and what it means to be a leader within your organization. Ask about their career goals and how they would like to advance within the organization. Let the employee know how you can support them with these goals, whether or not they move into a leadership track.

If the employee is interested in leadership, provide them a clear picture of the responsibilities and the training and guidance they’ll receive as they move into the new role. Most employees who are new to leadership will need extra support as they transition into a position of greater responsibility.

This Q&A does not constitute legal advice and does not address state or local law.

This Q&A was provided by Mineral, powering the UST HR Workplace. Have HR questions? Sign your nonprofit up for a FREE 60-day trial here. As a UST member, simply log into your Mineral portal to access live HR certified consultants, 300+ on-demand training courses, an extensive compliance library, and more.

Hiring for a nonprofit organization comes with its own set of challenges. With smaller budgets, limited resources, and a competitive market, nonprofits need to think creatively to attract top-tier talent. It’s not just about finding the right strategies—it’s about optimizing the recruiting process to connect with candidates who align with your mission and values. From leveraging digital tools to tapping into mission-driven networks, here are some unconventional hiring strategies, coupled with search optimization tactics, that nonprofits can use to build a passionate and diverse workforce.

1) Leverage Social Media Platforms

Social media can do more than just promote your programs. It can be a powerful tool for connecting with mission-aligned individuals when recruiting. Platforms like LinkedIn, Facebook, and even Instagram can help share your organization’s story, showcase its impact, and promote job openings. Posting about your organization’s culture and mission or creating employee spotlights to share on social media will engage potential candidates. This approach not only attracts talent but also creates a sense of community and interest around your organization.

2) Recruit on Nonprofit Job Platforms and Forums

Traditional job search platforms have their place, but for hiring in the nonprofit sector, explore specialized platforms such as Idealist, Work for Good, or Bridgespan. Additionally, LinkedIn offers nonprofit and volunteer-focused groups to reach professionals seeking purpose-driven work. These job boards, forums, and networks cater specifically to a talent pool that is already aligned to the mission of nonprofit organizations.

3)  Host Mission-Driven Networking Events

Networking events specifically designed for those interested in nonprofit work are an excellent way to meet potential candidates in a more personal setting. These events are good for meeting potential volunteers or employees. Networking events can be something more than the typical “Meet and Greet” format. Interactive workshops and panel discussions will give interested candidates the opportunity to hear from nonprofit leaders about the everyday running of and involvement in their organization.  A volunteer recruitment fair is a good way to attract volunteers and identify potential hires informally. Networking events help create an environment where candidates can engage with the organization’s mission, allowing nonprofits to connect with individuals who share their values.

4) Partner with Local Colleges and Universities

Universities and colleges often have untapped potential for recruitment. While using college job boards is one common strategy, take it a step further by creating direct partnerships with academic departments or student organizations. Connect with student groups focused on social causes, public administration, or environmental studies to share internship and job opportunities. Offer guest lectures or workshops in relevant classes, where your nonprofit can be presented as an ideal employer for socially-conscious graduates. These partnerships help position your nonprofit as a destination for students who want to launch their careers in a meaningful way.

5) Focus on Culture and Employee Value Proposition

Working at a nonprofit offers a unique organizational culture that attracts many job candidates due to the positive impact the organization makes. To draw top talent, highlight the benefits of being part of a mission-driven organization. Your recruitment materials should showcase what makes your nonprofit a rewarding place to work. Emphasize flexible work arrangements, opportunities for professional growth, and the chance to make a tangible impact. You can also incorporate testimonials from current employees about their love for working at your nonprofit, as these can be highly motivating for potential applicants. Clearly define your Employee Value Proposition (EVP) in job postings and on your website. In today’s world, where people increasingly seek meaningful work, a compelling culture can be a significant recruitment advantage.

6) Hiring For a More Diverse Workforce

A diverse workforce introduces fresh perspectives and creativity while fostering a deeper understanding of various communities. This enriches an organization and enhances its capacity to achieve its mission effectively. There are many job boards and platforms dedicated to connecting diverse candidates with employers who value inclusion. These platforms will broaden your recruitment reach to connect with candidates from diverse backgrounds. Some of those boards are DiversityJobs, Workforce Diversity Network, Jopwell, and PowerToFly. To attract diverse candidates, use engaging hashtags like #DiversityHiring or #WomenInNonprofits when posting about open positions on social media. For college recruiting, consider partnering with Historically Black Colleges and Universities (HBCUs), Hispanic-Serving Institutions (HSIs), and Tribal Colleges to broaden your reach and connect with talented students.

Recruiting for nonprofits demands creativity and a readiness to explore non-traditional avenues. By harnessing the power of social media, connecting with universities and diversity-focused job boards, and cultivating community relationships, nonprofits can draw in diverse, motivated talent. This approach builds a team that genuinely represents and advocates for the communities served.

Hiring the right candidates is just the beginning of the employment journey. UST HR Workplace  is here to make it easier for nonprofits to get the support they need. Sign up now for UST’s Free 60-day HR Trial and enjoy access to our live HR certified consultants, over 300 on-demand training courses and an extensive compliance library with UST membership. Enjoy the beneficial insights and various resources that help empower you with the right tools and training to take better care of your team once your candidate says yes to their offer letter.

Sources:

The Power Of Social Media In Recruiting (forbes.com)

12 Innovative Recruiting Strategies That Savvy Companies are Using (linkedin.com)

14 Recruitment Strategies to Attract Best Talent in 2024

Employee Value Proposition (EVP): All You Need to Know in 2024 (aihr.com)

11 Recruitment Strategies to Attract Top Talent

Social media has become an indispensable tool for nonprofit organizations in today’s digital age. It offers unprecedented opportunities to engage with communities, amplify your message, and drive impactful change. However, navigating this rapidly evolving landscape requires strategy, creativity, and a keen understanding of your audience.

The Power of Social Media for Nonprofits

Social media platforms like Facebook, X (formerly Twitter), Instagram, and LinkedIn have transformed how nonprofits connect with their supporters. Here are a few reasons social media is crucial for nonprofit engagement:

  • Reach a Wider Audience: Social media allows you to reach a global audience at little to no cost. With the right content, your message can travel far beyond your immediate network.
  • Community Building: Platforms provide a space for your supporters to engage, share experiences, and build a community around your cause.
  • Real-Time Feedback: Engagement via comments and reactions offer valuable insights into how your message resonates with your audience.
  • Storytelling: Visual and narrative content can powerfully convey your mission and impact, helping to foster a deeper emotional connection with your supporters.

Strategies for Effective Engagement

To harness the full potential of social media, consider the following strategies:

1. Define Your Goals: Before you begin posting, outline clear objectives for what you want to achieve. Whether it’s increasing awareness, boosting donations, or growing your volunteer base, having clear goals will guide your content strategy.

2. Know Your Audience: Understand who your audience is and tailor your messaging to their interests and preferences. Use analytics tools to gain insights into your followers’ demographics and engagement patterns.

3. Craft Compelling Content: Create content that resonates with your audience. Use storytelling to highlight personal stories of those impacted by your work, share success stories, and showcase behind-the-scenes glimpses of your organization’s efforts.

4. Leverage Visuals: Visual content is more likely to be shared and remembered. Use images, infographics, and videos to grab the viewer’s attention and communicate your message more effectively.

5. Engage Actively: Social media is not just about broadcasting messages; it’s about fostering dialogue. Respond to comments, engage in conversations, and show appreciation for your supporters’ contributions.

6. Collaborate and Network: Partner with influencers and other organizations to expand your reach. Cross-promotions can introduce your cause to new audiences.

7. Monitor and Adapt: Regularly review your social media performance to understand what is working and what items may need improvement. Be ready to adapt your strategy based on these insights.

Overcoming Challenges

While social media offers numerous opportunities, it also presents challenges such as managing negative feedback, keeping up with platform changes, and balancing time and resources. It’s important to have a crisis management plan and a dedicated team or volunteer to monitor and manage your social media presence.

Social media holds immense potential for nonprofits to engage more deeply with their communities and drive their missions forward. By implementing strategic, audience-focused approaches, your organization can create meaningful connections and foster long-term support.

Ready to learn more? Read more UST blogs here on how we can help support the growth of your nonprofit.

Question: It seems like we’ve had a lot of candidates ghosting us recently. Is there anything we can do to prevent this?

Answer: Nothing you do will prevent ghosting altogether, but there are steps you can take to keep candidates engaged and discourage them from just disappearing on you:

  • Start with a clear, descriptive job posting so they understand exactly what they are applying for.
  • Have a transparent recruitment process so every candidate knows what to expect even before they apply. Provide an outline of the interview process on your website and an estimated timeframe.
  • Communicate frequently throughout the process, especially if your process gets delayed. Even if you don’t have an update about their advancement, candidates appreciate knowing your timeline. For example, you could share something like, “We’ll finish the first round of interviews next week and will reach out the following week to let you know whether you’ll be moving to the next round.”
  • Encourage questions from candidates and answer them as quickly and thoroughly as you can.
  • Confirm with the candidate that they are still interested in the role as they move through the process.
  • Remove unnecessary steps that aren’t adding to the overall experience or won’t affect the final decision.

This Q&A does not constitute legal advice and does not address state or local law.

This Q&A was provided by Mineral, powering the UST HR Workplace. Have HR questions? Sign your nonprofit up for a FREE 60-day trial here. As a UST member, simply log into your Mineral portal to access live HR certified consultants, 300+ on-demand training courses, an extensive compliance library, and more.

Ever since the Great Resignation reared its head in 2021, nonprofits have been struggling to recruit and retain staff. The nonprofit sector thrives on passion and purpose. Employees dedicate their time and energy to causes they care about and are often driven by a desire to make a difference. However, passion alone isn’t enough to sustain long-term commitment or satisfaction in their roles. Just like their counterparts in the for-profit world, opportunities for growth and development help nonprofit employees stay engaged, feel valued, and continue to contribute at a high level.

On the surface, employee development is straightforward: Train employees to improve their existing skillset and build new skills on top of that. But there are benefits beyond training. Employee development is also a way to maintain the success of organizations for the future. As organizations continue to grow, or as Baby Boomers retire and leave, existing employees are the key to keeping organizations stable and engaged in their communities.

There are multiple benefits that can result from creating an organization that prioritizes employee development.

  • Engagement: Development opportunities show that the company values its employees, leading to higher job satisfaction and engagement.
  • Retention: Employees who feel they are growing and advancing are more likely to stay with the company long-term, stabilizing the workforce and reducing turnover costs.
  • Leadership: Cultivating internal talent to take on leadership roles ensures there is a steady pool of qualified leaders to step in to key positions when necessary.
  • Productivity: Skilled and well-trained employees are more efficient and can contribute to better overall performance.
  • Innovation: Employees exposed to new skills and ideas are more likely to innovate, bringing fresh perspectives and solutions to the company.
  • Strengthens Company Culture: Development programs contribute to a positive and growth-oriented company culture, fostering collaboration and a shared sense of purpose.
  • Cost Savings: Since it avoids recruitment costs and reduces the time needed for onboarding, internal development is often more cost-effective than replacing exiting employees.

The 2024 Workplace Learning Report from LinkedIn Learning notes that providing learning and development opportunities is the number one retention strategy executives planned to implement in 2024, with studies showing that companies with a learning culture have a 57% higher retention rate than companies that don’t. There are several ways to develop talent among your existing pool of employees. Some of the most impactful forms of employee development are free or cost little to provide – which is a plus for nonprofits which oftentimes have limited funds for training and development.

There are many ways to add to and advance the skillsets of employees—thereby having a long-lasting impact on your workforce and the long term success of your nonprofit.

  • Provide on-the-job training and workshops
    • Offer job-specific, skill-building programs (in-person or online) that help employees learn new techniques or sharpen their expertise.
    • The impact of training positively impacts performance by equipping them with essential skills and knowledge which enhances confidence and capability.
    • Allow employees to work in different departments or roles temporarily to broaden their skill sets and perspectives.
    • Organize internal or external workshops to provide learning opportunities on topics relevant to employees’ roles or career goals.
  • Career Development Plans
    • Work with employees to map out a long-term career path, including setting goals and identifying the skills they need to achieve them.
    • Meet with and coach employees on a quarterly basis to go over their development plans and keep them on track toward accomplishing their goals.
  • Train today’s employees to become tomorrow’s leaders
    • Provide training focused on developing leadership skills, preparing high-potential employees for managerial or executive roles
  • Network Opportunities
    • Encourage employees to attend industry conferences, trade shows, and networking events to expand their professional networks and knowledge.
  • Mentor and Coaching Opportunities
    • Develop a formal mentoring program to help develop potential leaders on the team. If your nonprofit cannot support a mentoring program, consider partnering with other local organizations or businesses to find professionals to partner with. Allow time during normal work hours for mentoring sessions.
  • Online Learning Platforms
    • Give access to e-learning platforms (e.g., Udemy, LinkedIn Learning, Coursera) where employees can take courses at their own pace.

Whether it’s through formal training programs, mentorship or leadership development, nonprofits can create a culture that prioritizes the growth and development of their staff. The long term benefits of encouraging development will ultimately benefit the organization through employee satisfaction, retention, and organizational success. Investing in people is investing in the future of the nonprofit itself.

UST understands that employee retention is critical in helping nonprofits achieve their missions. Leveraging the right strategies and building skill sets helps nonprofits retain engaged employees which leads to a more successful mission. For more ideas on ways to up-skill 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.

Sources:

How Professional Development Can Boost Employee Engagement – Wharton Online (upenn.edu)

https://learning.linkedin.com/resources/workplace-learning-report

https://ditasolutions.com/articles/the-role-of-training-in-employee-engagement-and-retention

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Privacy Policy

Privacy Policy and Terms of Use

UST maintains a secure site. This means that information we obtain from you in the process of enrolling is protected and cannot be viewed by others. Information about your agency is provided to our various service providers once you enroll in UST for the purpose of providing you with the best possible service. Your information will never be sold or rented to other entities that are not affiliated with UST. Agencies that are actively enrolled in UST are listed for review by other agencies, UST’s sponsors and potential participants, but no information specific to your agency can be reviewed by anyone not affiliated with UST and not otherwise engaged in providing services to you except as required by law or valid legal process.

Your use of this site and the provision of basic information constitute your consent for UST to use the information supplied.

UST may collect generic information about overall website traffic, and use other analytical information and tools to help us improve our website and provide the best possible information and service. As you browse UST’s website, cookies may also be placed on your computer so that we can better understand what information our visitors are most interested in, and to help direct you to other relevant information. These cookies do not collect personal information such as your name, email, postal address or phone number. To opt out of some of these cookies, click here. If you are a Twitter user, and prefer not to have Twitter ad content tailored to you, learn more here.

Further, our website may contain links to other sites. Anytime you connect to another website, their respective privacy policy will apply and UST is not responsible for the privacy practices of others.

This Privacy Policy and the Terms of Use for our site is subject to change.