A non-profit’s focus is to resolve a predicament. Non-profit organizations need acknowledgement from the public, and the financial aid from sponsors. Vital are also the continued support of philanthropists and the commitment from staff and volunteers.
It is an arduous and unpredictable task to stay in the black. And the direct costs associated with turnovers can be crippling. Moreover, there are the indirect costs of hiring procedures and lost productivity.
When talking about non-profit, we’re not talking about Mrs. Peabody and her High School bake sale. These organizations generate millions of dollars channeled for a cause. As in the private sector, non-profit organizations face many of the same managerial, administrative and organizational challenges.
Motivation for these employees is different. What drives them is engagement. But employee engagement is declining at many of the major charities. Lack of engagement is having a detrimental impact on raising revenue. Organizations falsely assume that passion for the cause can make up for short-comings in compensation, investment, and employee engagement.
Why Improving Employee Engagement is Vital in the Non-Profit Sector
Engaged employees provide the best effort through pride and recognition. Employees make a difference when serving with integrity.
Competing with the private sector for top talent requires a comparable workforce. One that is happy, engaged, productive, with opportunities for advancement.
Engagement saves money, time and risk. While also leading to fewer safety incidents, greater attendance, increased productivity, and top talent.
What our customers have to say
Senior Consultant, HR Strategy & Program Development, City of Edmonton
I am happy to share our recent – and very positive – success working with TalentMap. Working closely with our assigned Project Manager, the process to set up the survey tool and to get underway with implementation went smoothly. The survey results are yielding insights into on-boarding processes so that we can ensure that employees are transitioned into the city environment as smoothly and quickly as possible. It has allowed us to gather data on items such as: our web presence, our employer image, and our overall recruitment process.
Manager, HR Systems & Research, City of Winnipeg
We really like that TalentMap offers a flexible service. We’ve got the ability to pick up the phone and call anybody whether it’s Norm, Sean, or anyone on the team to help us with any questions we’ve got. But in reality, the survey is so simple and easy to use that we don’t actually have to pick up the phone and call. The data’s great. It’s really user friendly and easy to interpret and to analyze and use. We love the fact that we get the data and the day we get it, we’ve got it shipped out to all our leaders across the organization.
Vice President, Human Resources
MD Financial Management
Going through an engagement survey was well worth the time and effort. The employee feedback we received was thoughtful and enough to propel us forward onto a path of cultural change that could not have been achieved without TalentMap’s expertise in measuring engagement and developing action plans to engage staff.
VP of Human Resources,
Central Park Conservancy
The straightforward nature of the easily understood questions that allow for benchmark comparisons against organizations of similar size and industry, along with the professional support from staff have made our first experience with an externally-led survey very, very successful. I’ve been impressed by both TalentMap’s scientific and people-focused approach to employee engagement which has made it easy for us to connect issues and prioritize the actions we’ll take for ongoing improvement. We’re now on step 7 of TalentMap’s 7-Step Process for Ensuring Success and the entire staff of the City of Kent is working together to make our collective future even brighter than previously thought possible!
Director, Human Resources,
City of Kent, Washington
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