Take Your Organization from Good to Great with our Nonprofit Talent Checklist

What do you want to be when you grow up?” As a child, you likely heard this question. As adults, we still ask children this question to better understand their creative, young minds along with their hopes and <a href="https://socialimpactarchitects.com/nonprofit-employee-engagement-tips/" rel="noopener ugc nofollow" target="_blank">dreams</a> for the future. We — and they, even from a young age — inherently understand that our career path often becomes a strong part of our identity. Yet, how many people do you know who actually feel a deep sense of belonging at their current job? That their unique identity is welcomed, appreciated and utilized. Unfortunately, only one-third of U.S. employees are <a href="https://socialimpactarchitects.com/nonprofit-employee-engagement/" rel="noopener ugc nofollow" target="_blank">engaged</a> in their work and that number continues to drop. Even more concerning is that 70% said they would leave their current job for something more fulfilling. Many don’t feel a strong connection with their company or the mission. That’s why it is even more important for the social sector to act now to find these individuals so we can attract and <a href="https://socialimpactarchitects.com/employee-retention/" rel="noopener ugc nofollow" target="_blank">retain</a> the best talent for our cause. In our recent blog, <a href="https://socialimpactarchitects.com/nonprofit-turnover/" rel="noopener ugc nofollow" target="_blank">Why Turnover Should Be a Key Metric for the Social Sector</a>, we shared our concern that the turnover rate in the social sector was getting higher. Overall, people are changing jobs more often, and it is becoming lucrative to do so. According to various research sources, job hoppers often see a 17.6 percent increase in wages compared to those who didn’t. For millennials (who are sometimes referred to as the “job hopping generation,” the difference is even greater — job hoppers under 25 are seeing wage increases of 20 percent. While turnover is a workforce trend, as a sector we need to ensure that it does not impede our ability to attract, hire and keep talent, which continues to be the biggest differentiator between good and great social sector organizations. To help organizations address this issue, John Troy of <a href="https://workmonger.com/" rel="noopener ugc nofollow" target="_blank">WorkMonger</a> and I developed a checklist to spur conversation about talent within your organization. We encourage your board and management team to compare this list against your personnel practices and address your weakest areas. <a href="https://socialtrendspot.medium.com/take-your-organization-from-good-to-great-with-our-nonprofit-talent-checklist-fadc804a130a">Website</a>