The great resignation
I read about this every day. Whether this is affecting you and your organization or not, it gives us a chance to talk about fundraising staffing and making sure your organization can be seamless in fundraising and relationship building during team transition. Any steps taken now to ensure a great process will certainly pay off.
I’ve seen many development teams go through transition and have some thoughts, that if acted upon, could make the whole process a lot smoother for you, your supporters, your team, and your mission.
Keep in mind that this post is not about how to keep an employee. This is about when that ship has sailed.
There’s a lot written about hiring right. We of course want to do that, and I’ve seen many organizations do it. And then the brand new person is not what had been imagined, or there is just not a fit. This means a few months (or less) after the hire, everyone is back to the drawing board after having spent time and money on a placement that did not work.
I’ve been there. I highly recommended a candidate. I did everything right, so I thought. There can always be a situation where one does everything right and the outcome is still negative, however what I have learned from my own personal experience is that there were things I could have done better, and different.
If I want a major gifts officer, I need to spend a lot of time talking about that in the interviews. Talking about their personal experiences, how they feel about this kind of work, and setbacks and successes they have had. I talk about expectations, not only mine but theirs. If during the conversation something tweaks me, I need to pay attention to that and talk about it.
Experience also tells me to keep job descriptions up to date. Many nonprofits are still using job descriptions from way back when, with very little in common with what the position actually looks like today. While we’re on job descriptions, three pages of what they need to do is too much. Shorten it.
Benefits matter. For people like me, a fair salary is important, and time off, real vacation time, is equally important. Why on earth would I apply for a job that offers one week of paid vacation after one year of work. No thank you. Four weeks of paid time off, with accrual beginning on day one, is a good place to start. Time off is important for many reasons and acknowledging that at the start sends a great message.
While in the process of hiring, keep in mind that the fundraising and relationship building cannot cease. Ensure donors are being thanked, communications with everyone around fundraising are continuing, and any appeals that were being planned are happening. It’s not uncommon that all of this doesn’t happen while a new person is sought, but it doesn’t have to be that way.
Take your time. I know, you need someone now. Rushing this process doesn’t help.
Follow through with all candidates. I know, this can be time consuming. Even if right now you’re saying out loud “you have no idea!”, try it. No one else is doing it and you never know if a future position may be the perfect fit for someone who applied for this one.
Lastly (for now, this may become a series of posts!), be working in a fundraising plan. I see many job requirements that list creating a fundraising plan. One needs to be in place already. Relying on a brand new person to do this doesn’t make sense.
More to come. Thank you for reading!