Nonprofit organizations play a vital yet often underappreciated role in shaping local economies. These mission-driven entities contribute to our economic health and community well being in numerous ways, extending far beyond their primary charitable goals.

Non-profits serve as significant employers, providing jobs across various skill levels and sectors and often offer employment opportunities to individuals who might face barriers in the traditional job market, thereby promoting economic inclusion.

Additionally, these organizations frequently invest in employee training and development, enhancing the overall skill base of our local workforce.

The economic impact of non-profits also stems from their role as consumers of goods and services. By purchasing supplies, renting office space, and contracting local vendors, they inject money directly into our local economy. This spending creates a ripple effect, supporting other businesses and contributing to economic growth.

So, some might interpret the above as stating that non profits really aren’t much different than for profit organizations and although a fair assessment, the true differential is how each defines success. Additionally, understanding these different definitions is a fundamental first step to understanding their operational approaches and management strategies.

For profit organizations predominantly measure success through financial performance. Their primary goal is to generate profit and increase shareholder value. This focus on monetary outcomes means that success is often quantified through metrics like profitability and performance against an annual budget. These tangible, numerical indicators provide a clear and relatively straightforward way to assess performance and drive decision making at all levels, from strategic planning to daily operations.

In contrast, nonprofit organizations define success more broadly and often more abstractly.

Their primary aim is to fulfill a specific mission or cause. While financial health is important for sustainability, it’s not the end goal. Instead, non-profits measure success by their impact on their mission, vision and strategic objectives. This can include factors such as the number of people helped, the extent of positive change created, or the progress made towards a specific goal like driving awareness of local business which ultimately provides benefit to a community. Measuring non-profit success is often more qualitative and can be challenging to quantify precisely without a clear strategic plan.

The difference in success definitions leads to distinct management approaches. For profit managers typically focus on strategies to boost financial performance and market position. They make decisions with an eye towards maximizing profits and shareholder returns.

Non-profit leaders, however, must balance mission fulfillment with financial viability. They often grapple with how to allocate limited resources to achieve the greatest impact while ensuring the organization’s long term sustainability. This can lead to more complex decision making processes as they weigh various stakeholder interests and attempt to measure less tangible and measurable forms of success.

Leading a non-profit organization can be deeply satisfying primarily stemming from the meaningful impact and positive change that nonprofit work often entails.

At the core of nonprofit leadership satisfaction is the ability to directly contribute to a mission that addresses important community based needs. Unlike for profit businesses that primarily focus on financial gain, nonprofits allow leaders to channel their skills and efforts towards making a measurable difference in a wide variety of areas and issues that impact our community.

Alec Burnett, President/CEO, Fauquier Chamber of Commerce

In the State of the Workplace 2024, TriNet identifies unique insights into hot-ticket workplace items to better understand the perceptions around current and emerging workplace trends for small and medium-size businesses (SMBs). From work-life balance, AI usage, employee engagement, and employee benefits, the report aims to shed light on both perspectives from the employer and employee.  

By comparing the views of employers and employees, the report highlights areas where these two groups may not see eye-to-eye and offers insights to help improve job satisfaction and retention. The data is also broken down by age groups and industries to show how different generations and business sectors view the workplace. 

TriNet surveyed 630 full-time employees and 588 employers in a national industry-wide pulse survey in one of the following industries: financial services, life sciences, main street, nonprofit, professional services, or technology. The survey focused on companies with between five to 500 employees. 

Key results: 

Satisfaction and Engagement 

Work-Life balance

• Employers: 61% satisfaction 

• Employees: 52% satisfaction 

• Gen Z: 38% satisfaction 

• Over half of workers (57%) are actively looking for a new job or open to switching if right opportunity came along

 

Engagement 

• Employers: 81% moderately or extremely engaged 

• Employees: 85% moderately or extremely engaged 

• Baby Boomers: 80% employee engagement 

• Gen X: 85% employee engagement 

• Millennials: 87% employee engagement 

• Gen Z: 85% employee engagement

 

Workplace Setting 

The report finds that across sectors there is a negative correlation between working in an office setting and employee satisfaction. The industries that have the highest percentage of employees with in-office work are the ones that also have the lowest work/life balance satisfaction.  

• Financial Services and Technology have the lowest percentage of employees in office all week – and report the highest levels of employee and employer satisfaction 

• Nonprofit has the highest percentage of employees in office all week – and the lowest level of employee and employer satisfaction 

 

Employee Benefits 

 Top three reasons for leaving a job or considering a new one: 

1. Better pay 
2. Growth opportunities 
3. Benefits 

Top benefits for employees: 

1. Medical insurance  
2. Paid vacation/sick time 
3. Dental 
4. Retirement plans 
5. Vision coverage 

By Generation: 

• Baby Boomers: 77% say they can easily access support for their benefits-related questions 

• Gen Z: 48% say they can easily access support for their benefits-related questions 

• Millennials and Gen Z placed much greater importance on education reimbursement, childcare assistance, fertility coverage and parental leave. 

 

Read the full report and its implications for the nonprofit sector.  

 

We’ve also saved you a click and embedded the report below. To click through the report, use the arrows at the bottom left. 

State-of-the-Workplace-2024-Trinet

 

About TriNet
TriNet (NYSE: TNET) provides small and medium-size businesses (SMBs) with full-service industry-specific HR solutions, providing both professional employer organization (PEO) and human resources information system (HRIS) services. TriNet offers access to human capital expertise, benefits, risk mitigation, compliance, payroll, and R&D tax credit services, all enabled by industry-leading technology.

Hello there, fellow Community Champion!

 

Are you feeling overwhelmed by juggling countless needs in the nonprofit world? You’re not alone. According to the 2024 State of Nonprofits, 95% of leaders surveyed expressed some level of concern about burnout.

It’s no secret that our work can be demanding, but we can maintain our well-being and balance with the right strategies. Let’s dive into some empowering strategies to prioritize our mental and emotional well-being.

 

Understanding Burnout

We are all familiar with the routine of wearing multiple hats and feeling overwhelmed while navigating the nonprofit world. Stress and exhaustion can become unwelcome guests, lingering more often than not, and if left unchecked, leads to burnout. 

Remember, you’re not alone in this. Many of us have experienced similar challenges.

So, what exactly is burnout? It’s chronic stress that leads to exhaustion (emotional and physical), cynicism, reduced productivity, and a sense of diminished impact. Burnout also significantly impacts the brain. It causes the prefrontal cortex, responsible for executive function and empathy,and the hippocampus, responsible for memory to shrink, while the amygdala associated with responding to danger and safety can grow. Pretty intense, right?

Learning about burnout is eye-opening. I couldn’t believe some of my work struggles were due to burnout. It made me confront the uncomfortable truth that I couldn’t just push aside these feelings, and they wouldn’t go away on their own. However, this knowledge is also a pivotal moment of empowerment. Understanding the signs and risk factors associated with burnout in ourselves and others gives us the power to take control. 

Recognizing the Signs of Burnout

Recognizing the risk factors for burnout is essential for maintaining a healthy work-life balance. Overwhelming workloads, lack of support, and the need for more autonomy in decision-making are common risk factors. Misaligned values and insufficient recognition can also contribute to workplace burnout. Personal risk factors may include perfectionism, hyper-independence (a tendency to take on more than you can handle without seeking help), people-pleasing tendencies, unclear values, and poor boundaries. 

I’ll be the first to admit that I’ve been guilty of some of these personal risk factors. However, awareness can help us proactively prevent burnout and prioritize our well-being.

If you feel disengaged, irritable, and unable to cope with daily demands, you might be experiencing burnout. But take heart, my friend –– you have the power to address it. 

Strategies for Managing Burnout

1. Practice self-care: Remember to prioritize self-care by engaging in activities that bring you joy and relaxation, such as reading, exercising, or pursuing a hobby like coloring and taking regular breaks to rest and recharge, whether a short walk, a weekend getaway, or just a few hours of relaxation, is crucial for your overall well-being. Learn more about the five types of self-care.

2. Set boundaries: Learning to say no and setting realistic boundaries is vital for prioritizing your well-being. It’s essential to consider your limits and communicate them effectively to others. This might involve having a conversation with your supervisor about your workload or setting specific times when you are not available for work-related tasks.

3. Seek support: Try reaching out and seeking support from people you trust, like friends, family members, or mental health professionals. This can help manage stress and feelings of isolation. Don’t hesitate to have open and honest conversations about your emotions and experiences to receive the support and guidance you need.

4. Reflect on your values: Take some time for self-reflection and think about the principles that are important to you. Assess whether the things you are currently dedicating your time and energy to align with these values and be prepared to change your focus if necessary.

5. Create a culture of appreciation: Acknowledge and celebrate the efforts and achievements of colleagues, provide regular feedback, and implement recognition programs. Organizations should foster an environment where employees feel valued and appreciated for their contributions. If you’re in a position to do so, advocating for a formal recognition program or providing feedback to management about the importance of recognition could also be helpful.

Remember, there is nothing wrong with prioritizing your mental and emotional well-being. By recognizing and addressing the signs of burnout, you can regain balance and find renewed energy and motivation in your daily life. Please know that you’re not alone in this journey. We’re all in this together, supporting each other and making self-care a non-negotiable part of our lives. Together, we can overcome burnout and thrive in our meaningful work!

Stay connected with CNE! Check out additional resources and programs within our website to support your nonprofit journey.

 

Written by Lauren Harris