What do you do if your non-profit employees need support and development?

There are many reasons why staff underperform, some of which can be more easily fixed than others. 1. Check to see whether the staff member's onboarding was robust, and training continuous. Many organizations struggle with maintaining training for staff, and cutting corners here does have negative impacts on work quality and productivity. 2. Review the staff member's job description, skills, and past performance. See if there are any trends. Look to see if the workload and deadlines are appropriate. Find where they shine. 3. Discuss the issue with the staff member, using appropriate HR policies and effective practices. 4. Celebrate their strenghts, accomplishments, and wins publicly. Give them a lot of support.

To effectively align employee support with organizational objectives in the non-profit sector, it is crucial to start with a comprehensive review of corporate goals. Conducting a gap analysis between the current 'talent bench' and the competencies needed to meet these objectives is essential. This analysis should take into account external technological trends, ensuring that the development strategies are forward-looking and tailored to drive the organization towards its desired outcomes

Mentorship in non-profits not only facilitates the transfer of traditional institutional knowledge but can also be enriched by reverse mentoring, where younger or less experienced staff share fresh perspectives and technological skills with seasoned professionals. This reciprocal approach enhances understanding across generations, promotes innovation, and fosters an inclusive culture that values diverse contributions. Such dynamic mentorship models can significantly bolster both personal and organizational growth.

At least in a small-staff non-profit situation, you personally need to take the incentive to do what you can to support the development and learning of everyone working with and underneath you. As a leader in any workplace or organization, stop micromanaging and start teaching people how to do what needs to be done. Only you can build the self-sufficient support for your own position and your organization.

In my experience foster employee growth is the key to sustainable employee retention. This growth can present itself organically by having a culture where an incumbent workforce offers knowledge and support to newer employees. However, it can also happen strategically as nuanced professional development training is built into the company policy. Lastly, leadership can encourage growth through organizational behavior as it relates to performance by way of promotion and diversity.

Establishing a robust feedback loop is essential for supporting and developing nonprofit employees. Regular performance evaluations with constructive feedback help employees identify their strengths and areas for improvement. It's crucial that feedback is clear, actionable, and supportive to foster a positive development environment. This approach not only helps employees feel valued but also encourages professional growth, leading to greater job satisfaction and enhanced organizational performance. Creating a culture of open communication and continuous improvement is key to this process.

Aligning employee development programs with broader strategic goals: Consider the alignment of employee support and development programs with your non-profit's strategic goals. Tailoring development initiatives to not only address immediate skill gaps but also to advance long-term organizational objectives ensures that employee growth directly contributes to the mission’s success. Integrating strategic goals into development programs can enhance employee engagement and retention by clearly demonstrating how their personal growth impacts the organization's overall progress.