We all play many roles in our communities and our families. One of the main roles I have always played is Problem Solver. I like mysteries. I like challenges. I like to get to solutions before getting bogged down in the enormity of a problem. I solve problems, usually with a silver lining and a corny dad-joke.
Today, I sat down to write about the workforce crisis we are facing in the nonprofit world. Usually, I would start with something like this….
I step up to the mic like a seasoned standup comic:
“Why did no one apply for the nonprofit jobs?” <insert crickets>
“Because by non-profit, they mean THE STAFF!” <insert louder crickets>
“Get it??? The staff doesn’t make a profit? There’s no pay in nonprofit work? *SIGH* Thank you, I’ll be here all week….”
There’s nothing funny about the workforce crisis. Not one silver lining. Not one corny joke. Instead, there are a growing number of people who need help and a shrinking number of people to provide it.
When I took over as ED of HSF in 2017, one of our most popular membership benefits was the employment opportunities we posted on our website on behalf of our members. At the time, the site featured 30, 40, maybe 50 jobs every week. Now listen – there has always been a shortage of employees in this sector, but last week our website listed more than 350 jobs.
How do I, as a problem solver, wrap my head around this one? I did the only thing I could think to do, I went to the experts and asked them WHY there are so many open positions.
Who are the experts? Human Resource professionals, or course! HSF hosts a Human Resource Professionals Roundtable – it’s one of the many benefits of membership! This has been a vibrant and lively group who, for decades, has supported each other, shared best practices, and welcomed new HR directors into our community. As COVID began, this group went from meeting once per quarter in person to meeting on Zoom every other week. We gave them a space to support each other, and they gave us a lot of valuable knowledge.
Here’s what they said.
Challenge: Less competitive wages and pay compression
“We are just above the minimum wage which makes it difficult to compete with other companies who can offer more than we can pay. What’s more, we can’t increase long-standing employees’ pay because we are bringing everyone else’s pay up to meet minimum wage. It becomes unfair to employees who have seniority with our agency, but we don’t have the funds to distribute or increase their wages.”
—Cheryl A. Cormier, Vice President of Human Resources, MHA Springfield
Challenge: Pandemic safety concerns and burnout
“Many people did not want to return to programs for fear of getting sick…It is getting more difficult to meet needs as programs can accept more clients with the expectation of providing face-to-face services, while not being able to replace staff we lost.”
—Vernon Carter, director of Diversity, Inclusion, and Employee Engagement, Viability, Inc.
Challenge: Lack of affordable and quality childcare options
“At first we did not see a lot of changes because we were able to work remotely and still meet most of our billing requirements. However, as programs began to open, staff began taking leaves for health and childcare reasons.”
—Vernon Carter, Director of Diversity, Inclusion, and Employee Engagement, Viability
There are numerous challenges driving people away. Since this is not a one-size-fits-all problem, there is not a one-size-fits-all solution. Asking the HR experts didn’t help me get to a solution, but it did inspire me to ask some questions of myself. Why did *I* get into this field? What do I want my organization to realize about my reasons for working there? How could my organization ensure that I would still take my job today?
Everyone’s whys may be different, but I would like to share my answers and the additional questions they lead me to ask.
Nonprofits care about their staff!
I got into this field because I come from a long line of educators, activists, and community leaders. This reminded me that I do what I do because of the recommendations of people who did it before me. So the best way to get new employees is to have happy CURRENT employees. Your staff are your best recruiters. Talk to them. Find out what they need to stay happy and engaged. Refine job requirements. Examine organizational culture. Do meaningful performance evaluations with goal settings and follow up plans. LISTEN! Invest in training (HSF has got you covered!)
A hint: pizza parties and a hummus platter don’t cut it with the next generation of employees, but they also don’t hurt.
Question: Does your staff tell people that your organization is a great place to work? Do you provide training programs and community outreach events for new employees to connect with current staff?
Nonprofits take care of the community!
I do the work that I do every day to take care of my community. I wake up every morning knowing that I am going to make a difference and I go to bed every night knowing that someone’s life is better because I did my job today. I end every day PROUD of my work. Examine your organizational communications and see if you are clearly conveying the passion and mission of your organization to potential talent. Passion and excitement go a long way toward employee satisfaction.
Question: Do you convey the WHY you are, not just the WHO you are? See the Simon Sinek TedTalk.
Nonprofits ARE a community!
I took my job at HSF because in my heart, my passion is building communities. I was given the opportunity to run an organization whose sole purpose is to build a strong community of non-profits! When I took this job, my son asked me what I MAKE at work. And after a bit of thought, I told him I make FRIENDS. I connect people to other people. HSF brings organizations together to create a powerful and unified voice. People get into this sector to be part of something bigger: Community.
Question: Does your organization invest time in community engagement and networking? Do all employees get to be a part of that?
Nonprofits are a place where everyone belongs!
As I said before, I was raised by teachers, activists, and community leaders. I was taught that the nonprofit world is a place that valued diversity. It’s a place where everyone belongs. I can say that I have learned over the course of my career that we have a LONG WAY to go before we hit the “belonging” part of DEI (Diversity, Equity, and Inclusion), however, I do believe that the nonprofit sector has the opportunity to lead the pack in creating a future where our BIPOC employees feel valued, seen, and heard. Where they feel they belong.
Question: Does your organization have a reputation for being a place where people feel they belong? Is there BIPOC representation in leadership? Are there clear pathways for advancement for all people? Do you make sure your jobs are being seen by our BIPOC community and are you evaluating your job descriptions and requirements to be more inclusive?
I may never be rich, but I can make a successful living!
The elephant in the room. PAY! I came into my nonprofit work knowing that I could make more money in the for-profit world but all I really wanted was to be able to comfortably provide for my family. I also understood that not all compensation is in direct dollar pay but in flexibility, childcare, benefits, time off, etc. And with that and for all of the reasons that I listed above, I accepted my salary gladly.
Question: Is your organization’s pay structure equitable and transparent? Have you worked to create non-financial incentives that speak to the needs of your staff?
As we look to the months ahead, examine your own WHYS for getting into this sector and see if they hold true in your organization today. If they don’t, fix it! Make your organization the place YOU want to work.
Nonprofits and human service organizations cannot compete for talent with paychecks alone. There are many reasons for this that mostly tie into the historical ways our organizations have been funded. This is something I passionately believe we need to band together as a community and change!
In the meantime, we must win the hearts and minds of our current and future employees to survive and succeed. With the struggles of the last year, there’s room in everyone’s hearts are a little more guarded, their minds are a little more afraid for the future, and quite frankly, their souls are tired. However, there is a glowing brightness for the future. Our workforce is sure of their value! That sureness is something we could all use a little bit more of every now and again. While we may not be able to provide higher salaries (YET), we can fuel that value with respect, flexibility, time, and welcoming them into organizational cultures that provide a sense of pride, fueling the heart, mind, and soul.
—From the heart, mind, and soul of Becca Coolong
Executive Director, The Human Service Forum.
Becca holds a BA in Classical Civilizations from Oberlin College. She began her professional career in the entertainment industry and transferred those skills to the human service sector in 2006. She has a strong passion for community building creating creative partnerships and collaborations. She is an advisory board member for John J. Duggan Academy in Springfield, MA.