Staffing & Human Resources

You just elected a handful of new board members. What’s next? Giving them a big white binder? Conducting an orientation?

Donor assets are like pure gold for an organization. If you were to place a value on each one, the resulting number would shock you.

As a nonprofit leader of development staff, your job is to make your organization a place where others would like to work.

More than half of HR professionals believe the biggest challenge will involve recruiting the next generation of leadership.

Nonprofits should be proactive and not reactive with remote employees.

If you inspire, trust and lead your staff well, you can and will retain fundraising staff. If our missions deserve increased philanthropy, the teams we’re asking to attract that philanthropy deserve attentive and effective leadership.

Anyone who decides to devote their career to the nonprofit profession will experience turnover. With that scenario in mind, you better be prepared to interview candidates. These individuals come in all shapes, sizes and backgrounds.

Nonprofit employers are driven by purpose, not earnings. However, they are faced with the same financial obligations as their for-profit counterparts. Attracting and retaining the industry’s top people is expensive in today’s multicultural and multigenerational workforce.

Core values are an essential aspect of running a nonprofit organization, because they provide the information that the outside world needs to know about what you stand for in the community. Core values help inform people about how your organization behaves from within and outside of itself.

In 2014, those of you born between 1980 and 2000 became the largest generation in the U.S. labor force, including the social sector—those working in the purpose space either for nonprofit or for-profit organizations. Half of you are already occupying management roles...