Many nonprofits tend to focus most of their energy on fundraising, pursuing donors, and managing volunteers. However, dedicating time and effort to prospective and current staff members is just as important to keep operations running smoothly so you can further your mission.
As your nonprofit’s human resources department might tell you, there are plenty of challenges associated with hiring, training, and retaining staff.
Here at Astron, we receive many questions from our nonprofit clients regarding trends in and planning for executive compensation around this time of year.
As with our review of 2023 compensation budgeting in the last Astronology®, predictions on how variable compensation will unfold next year are challenging.
2022 has certainly been a topsy-turvy year. Unemployment is at record lows (lowest in 50 years), but inflation has also been its highest (hovering between 8% and 9%).
Every nonprofit, from large, enterprise-level organizations to small organizations, is powered by an internal team. And to effectively recruit, hire, train, and manage the people who make up that team, you need strong human resources policies and strategies in place.
With employee turnover at the forefront of employers’ minds across all industries, employee retention is an especially hot topic for nonprofits, whose mission-centered work must always move forward despite setbacks.
As a social worker, it can feel like you’re being pulled in several directions at once. With so many high priority tasks, knowing how to work efficiently and manage your time can make or break your ability to stay on top of your cases.
The long-term success of any association depends on delivering value to members so that they remain engaged, loyal, and happy to renew.
