Fundraisers Are Quitting: How to Improve Your Staff Retention

Ask any nonprofit executive about their top concerns of 2023, and they will tell you workforce recruitment and retention are towards the top of the list. This isn't just a nonprofit issue, but turnover and resignation rates in the fundraising industry are higher than ever.

Fundraising can be a challenging and stressful job, which is why many fundraisers decide to quit after a few months or years. Depending on which dataset you consult, the average tenure can be as low as a year to 18 months for fundraising staff. This turnover can be detrimental to an organization's mission, reputation, and financial stability, so today we will explore some of the reasons why fundraisers quit and provide tips on how to retain them.

Reasons why fundraisers quit:

Before we delve into solutions, let's examine some of the common reasons why fundraisers leave their jobs:

1. Burnout/Compassion Fatigue: Fundraisers often have to meet ambitious goals and work long hours. This can lead to stress, exhaustion, and a feeling of being overworked. Encouraging your staff to set boundaries and ONLY focus on the tasks that drive revenue will help keep them enthusiastic about showing up to work each day.

2. Lack of appreciation: Fundraisers may feel that their efforts are not recognized or valued by their managers or colleagues. It can be an isolating job with a small department and little collaboration, so it can be difficult to celebrate wins or feel like progress is noticed and appreciated by others.

3. Limited growth opportunities: Fundraisers may feel that there are few chances to advance their careers within their organization or the sector as a whole. Most organizations have one key fundraising role with no opportunities for internal advancement, so it's no wonder they job hop to move forward in their careers.

4. Poor work-life balance: Fundraisers may struggle to balance their professional and personal lives, leading to feelings of frustration and disengagement. There are plenty of strategies to prevent this from becoming a problem, but fundraising often requires normal work hours AND after hours/weekend events.

5. Inadequate compensation: Fundraisers may feel that they are not paid fairly for their skills, experience, and results, especially compared to other professions. They should be able to generate an absolute minimum of 5 times their gross salary and benefits annually, and if they can do better than that, they should be paid more appropriately.

Tips for improving staff retention:

Now that we know some of the reasons why fundraisers quit, let's explore some strategies for retaining them:

1. Offer training and development: Providing opportunities for fundraisers to learn new skills, take on new responsibilities, and grow their careers can increase their engagement and loyalty. This can include coaching, mentoring, online courses, conferences, and other forms of professional development. We offer some of the best fundraising training on the market, both virtual and in-person! Ask us about our free resources and trainings as well!

2. Recognize and reward performance: Fundraisers who feel that their hard work and achievements are acknowledged and appreciated are more likely to stay motivated and committed. This can include bonuses, promotions, public recognition, or simply saying thank you genuinely.

3. Create a positive workplace culture: A workplace that values respect, transparency, collaboration, and diversity/equity/inclusion can foster a sense of belonging and purpose among fundraisers. This can include team-building activities, feedback sessions, employee resource groups, and open communication channels with management, so that your team always feels supported in what they do.

4. Prioritize work-life balance: Employers can support fundraisers' well-being by offering flexible schedules, telecommuting options, mental health resources, and time off to recharge. This can help fundraisers avoid burnout and maintain a healthy work-life balance. Some workers will push past their own healthy boundaries, so encouraging them to take time off will help them stay and be more productive in the long run.

5. Provide competitive compensation: Times are tough, and spending more on staff can be painful to the bottom line, but we have to look at great team members as an investment. While money is not the only motivator, fundraisers should be paid fairly for their skills, experience, and impact. Employers can conduct salary surveys, offer bonuses and benefits packages, and provide clear career paths and salary progression. The first offer you make doesn't have to be the last their entire tenure, and it's more important for them to know that with great performance comes financial growth for them too.

Fundraising is a challenging yet rewarding profession that requires a talented and dedicated workforce. By focusing on keeping your best workers, you can build a loyal and motivated team that will help them achieve your mission and impact the world positively.

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