Most nonprofit employees bring a passion to their work.  They strongly believe in the mission of their organization and generally pour their heart and soul into their jobs daily. 

While this higher level of dedication can be a blessing to your nonprofit, it might also drain the mental health reserves of those same hard-working employees.  After all, even batteries need to be recharged.

The emotional well-being of employees – especially for those on the frontlines of your organization – works in much the same way:

•  They make emotional withdrawals while assisting clients.

•  They are frequently tasked with achieving more while having fewer resources.   

• The financial constraints of nonprofits budgets can also increase employee stress levels. Whether it’s lower than typical pay that doesn’t cover everyday expenses due to inflation or perhaps costly expenses at home, the impact is real.

It can quickly add up to a mental health crisis for nonprofit employees.  Here are five practical solutions your organization can implement to make a difference for your employees.

1. Train managers on mental health issues and the resources available.  Your managers and frontline supervisors are often the key to implementing new policies and creating a supportive atmosphere.

Studies show that training supervisors and managers about employee wellness and mental health helps those staff members better support their employees and more quickly identify signs of stress and mental health issues.

And, it doesn’t have to eat up a lot of their time.  As little as 3 hours of training can help increase awareness of mental health and make your managers and supervisors more motivated to promote mental wellbeing for their employees.

2. Increase employee options for autonomy and flexibility.  Giving employees more control over how and when they do their job can directly increase satisfaction and mental health.  An employee who feels empowered to do their job without excessive oversight is often more motivated – which can lead to enhanced performance for your organization.

At the same time, certain employees may value job flexibility over other options due to their family circumstances.  A frontline employee with small children might appreciate the opportunity to take advantage of remote working options if their job doesn’t require in-person meetings with your nonprofit’s audience.

3. Regularly share what mental health benefit options are available utilizing multiple channels.  If mental health benefits are only communicated during your nonprofit’s open enrollment window, they’re not likely to be front of mind or highly utilized when employees might need them. 

Instead, make it a priority to post flyers in employee break rooms about your mental health care options (or free options from organizations such as the National Alliance on Mental Illness [NAMI]).

Encourage managers to highlight mental health care benefits as they see employees facing challenging situations. And to help eliminate the stigma of using mental health benefits, ask the leaders of your nonprofit to communicate the importance of using available benefits to help all employees feel more comfortable reaching out for help when they’re stressed or overwhelmed.

4. Emphasize work/life balance and self-care.  Your employees bring a passion to their job.  They feel a sense of urgency to serve your community and make a difference.  Many work long hours, take on additional responsibilities outside of the scope of their job or feel they need to be available 24/7.

But that constant level of commitment often cannot be sustained without a healthy work/life balance. Emphasizing things like family time, making exercise a priority, getting enough sleep and taking care of themselves in general are great ways to help your employees switch off and recharge.

5. Be mindful of burnout and actively intervene to help employees take a break from stressful situations.  Burnout is a real concern – especially for many of the top performers at your nonprofit. In a 2023 McKinsey survey of nonprofits, 88% of them reported stress levels at the “orange” or “red” level.  In those circumstances, burnout is a common result.

Nonprofit work can be a balancing act.  The passion your employees bring to their jobs can be extremely fulfilling.  But at the same time, it can lead to emotional exhaustion – especially when dealing with challenging or unchanging social situations.

Encourage managers and frontline supervisors to pay attention to employees working at an exceptionally high level for an extended period.  Provide them with extra flexibility to step away from their job functions for a few days.  Think of flexible ways you can reward them with work/life balance solutions to show your appreciation for their hard work.

Prioritizing mental health shows your employees you value their contributions.  It’s a smart way to reward the passions they bring to your cause … while helping your nonprofit function at the highest levels.

UST can help you focus on your mission while supporting your HR and financial needs.  Take advantage of UST’s Free 60-day HR Trial and discover how we can help your nonprofit manage your employees’ mental health needs. With UST HR Workplace, access Live Certified HR Experts, Work-from-Home Resources, 300+ Employee Training Courses, Thousands of Downloadable Forms & Checklists, an Online Employee Handbook Builder, and Job Description Tools. Our HR support lightens your workload, promoting better mental health so you can focus on what truly matters – your mission.

RESOURCES:

Sciencedirect.com

Psycnet.apa.org

Selfdeterminationtheory.org

McKinsey.com

McKinsey.com

Nonprofit professionals are the backbone of countless community initiatives and philanthropic efforts, often going above and beyond to make a difference. However, this dedication can lead to a hidden threat: burnout. While passion drives many in the nonprofit sector, it can also lead to mental and physical exhaustion. We aim to shed light on nonprofit burnout and offer actionable strategies for mental wellness.

Understanding Nonprofit Burnout

Burnout is a state of emotional, physical, and mental exhaustion caused by prolonged stress. For nonprofit professionals, burnout can manifest as fatigue, irritability, reduced performance, and feelings of helplessness.

Why Nonprofit Professionals are Prone to Burnout

• High Emotional Investment: Working closely with causes that matter deeply can be emotionally taxing.
• Resource Constraints: Limited funding and staffing can lead to being overworked.
• Constant Fundraising and Reporting: The pressure to secure funding and meet reporting requirements adds another layer of stress.
• Work-Life Imbalance: The passion for the cause often blurs the line between work and personal life.

Mental Wellness Strategies for Nonprofit Professionals

To combat burnout, it’s crucial to adopt strategies that promote mental wellness. Feeling overwhelmed and on the verge of burnout? You’re not alone. The demands of the nonprofit sector can be immense. Here are six actionable strategies to combat burnout and prioritize your mental well-being, allowing you to continue making a positive impact with renewed energy and focus.

1. Prioritize Self-Care: Self-care isn’t a luxury; it’s a necessity. Regular exercise, a balanced diet and sufficient sleep can significantly improve your mental and physical health.

2. Set Boundaries: Create clear boundaries between work and personal life. Set specific work hours and stick to them. Turn off work notifications after hours to ensure you have time to recharge.

3. Delegate Tasks: You don’t have to do everything yourself. Trust your team and delegate tasks where possible. This not only reduces your workload but also empowers your team members.

4. Seek Professional Help: If you’re struggling with burnout, don’t hesitate to seek professional help. Therapists and counselors can provide coping strategies and a safe space to express your feelings.

5. Foster a Supportive Work Environment: Cultivate a culture within your team that fosters open communication. Encourage your coworkers to comfortably share their struggles and seek support.

6. Continuous Learning: Engage in employee training courses to enhance your skills and stay updated. This can help you feel more competent and confident in your role.

While burnout in the nonprofit sector is a serious issue, it is not insurmountable. By prioritizing mental wellness and adopting the strategies outlined above, nonprofit professionals can continue to make a positive impact without sacrificing their well-being.

Are you ready to take the next step in supporting your mental wellness and organizational efficiency? Sign up for UST’s free 60-day HR trial today! Gain access to live certified HR experts, work-from-home resources, over 300 employee training courses, downloadable forms and checklists, an online employee handbook builder, and job description tools.

Get started with your free trial now!

Remember, taking care of yourself is the first step in taking care of others.

Question: When are we required to pay for trainings? 

Answer:  In general, time spent in job-related training is counted as time worked and must be paid. However, not every lecture, meeting, training program, or similar activity would qualify. If all four of the following criteria are met, you do not need to pay the employee for the training:

1. The training occurs outside of the employee’s normal work hours;
2. The training is completely voluntary (there will be no company-initiated consequences if the employee does not attend);
3. The training is not specifically job-related (it may be tangentially related to their job, such as most continuing education, without being specific to how they do their job on a day-to-day basis); and
4. No work for the employer is performed during the training (e.g. reading or replying to email).

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.

Question: What are the penalties and costs for misclassifying employees?

Answer:  The answer will depend on a number of factors, such as how many employees are misclassified, how much extra money they would have been paid if properly classified, and whether or not lawyers or regulatory agencies get involved.

Generally, if an employee goes to the federal Department of Labor (DOL) and claims that they’ve been misclassified, the DOL will investigate. If the DOL determines that an employee—or entire group of employees—should have been paid overtime but wasn’t, the employee will be owed up to two years’ worth of unpaid wages (or up to three if the misclassification was “willful”). The organization may also owe the employee or employees liquidated damages equal to the amount of money owed. So, if an employee should have been paid $2,000 in overtime, the organization may owe them $4,000. The organization would also owe the government taxes on those wages, as well as interest on the taxes.

Most states also have their own minimum wage and overtime laws, and often an organization can be held liable under both federal and state law, meaning the employee would be owed additional damages for violations of state wage law. And if you are in a state with late payment penalties, the organization could owe additional damages for not having paid all wages by the time they were due. There’s also a very good chance that the organization will be held liable for attorney’s fees—both the organization’s and the employee’s.

On top of the costs mentioned above, there are potential federal civil penalties of $2,074 per violation (generally one penalty per misclassified employee), state penalties (which will vary), and in some cases the potential for jail time. Finally, statutory interest may immediately begin to accrue on the amount owed.

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.