More than 10 years ago, the study Underdeveloped conducted by CompassPoint and the Evelyn and Walter Hass, Jr. Fund, made headlines by focusing attention on the high turnover rate in fundraising staff for nonprofit organizations and the impact it has on organizations’ ability to raise money to support their missions. Even before the Great Resignation started in 2021, the tenure for fundraisers was hovering at 18 months to two years. And the high turnover rate is a problem that’s not going away.
As found in the 2013 CompassPoint study, professional fundraisers continue to be stressed by unrealistic expectations from boards and executive directors. The nonprofit sector and fundraising will continue to be under-resourced until organizations begin to make the needed investments in staff.
What can you do to find and retain effective fundraising staff?
1. Create a culture of philanthropy. For me, the biggest takeaway from the 2013 study was that effective fundraising can’t happen in a silo. The only way for fundraising professionals to be successful is if fundraising is seen as an organizational priority and everyone on the team – from the executive director and board members to the program staff and the front desk receptionist – understands and embraces their role in successful fundraising. If your organization doesn’t have that, then you are never going to find and keep a talented fundraiser. Before you start on your search for the fundraising staff that is going to save your organization, it would be smart to spend the time needed to create a culture where that great hire can be successful. Consider a fundraising assessment to evaluate your program, and create a plan that addresses any challenges, leverages strengths, and focuses on the best opportunities for fundraising success. Train your board on their role in the fundraising process so their expectations of the new staff are more realistic.
2. Pay fairly and competitively. This feels a little basic and should be a given, but it is so critical it bears repeating. In many ways, you get what you pay for. Is your nonprofit organization willing to invest in fundraising? When you pay fairly, your staff feels valued and more likely to see it as a commitment to them and their professionalism, and they will feel committed to the organization in return. While the research has shown it is not just low salaries that encourage high turnover, competitive salaries and benefits will help keep staff longer with all other issues being equal.
3. Invest in professional development. College-based programs and higher-level educational opportunities in fundraising have increased dramatically. The Association of Fundraising Professionals and the Certified Fund Raising Executive accreditation have brought professionalism to the field that didn’t exist 20 years ago. But even with these options for professional education, many nonprofits are still finding it hard to attract and retain quality staff to their fundraising programs. Candidates with less knowledge and experience are being brought in to fill roles they may not be adequately prepared for, which can be a recipe for disaster. I am all for hiring for potential, but that needs to be backed up with ongoing training and support. If your budget for staff development and training is limited, explore less expensive options – mentoring, allowing time for job shadowing, encouraging and funding membership and participation in professional organizations, partnering with another organization in your field or outside of your field to share ideas, compare strategies and explore different approaches. Learning never stops, no matter how experienced your staff is, so keep opportunities for learning available and provide flexibility in the workplace to allow staff to take full advantage of them.
4. Utilize technology. Purchasing up-to-date hardware and software can be daunting to nonprofit organizations on tight budgets, but the investment will lead to increased efficiency and improved effectiveness in your fundraising program. Many nonprofits have already invested heavily in their CRM programs but aren’t utilizing the technology to its capacity because of a lack of training or allocated staff time. Taking advantage of technology will help ease staffing and resource challenges. Donors today expect personalized and customized interactions with the nonprofit organizations they support, and the only way nonprofits can meet those expectations in a cost-effective way is with improved technology.
5. Allow hybrid work and flexibility. Because effective fundraising is relationship-based, to be successful fundraising staff must spend a lot of time away from their desk and engaging with donors. Allowing flexibility in the work schedule and including some time for remote work helps address burnout and encourage more work/life balance for fundraising staff. Post-pandemic American workers are much more likely to seek remote work, allowing flexibility in scheduling, and hybrid options will attract more candidates for your open fundraising position.
Finding good fundraising staff is not easy, but it is possible. It requires many of the same elements that successful fundraising requires – creativity, flexibility, and persistence.