Home > Nonprofit > The Wilson Nonprofit Report for Thursday, June 6, 2013

The Wilson Nonprofit Report for Thursday, June 6, 2013

Are you ready for a new generation of constituents? Nonprofit leaders, meet the Millennials. Millennials, met XYZ nonprofit. Oops, there is a gap here. Most nonprofit leaders aren’t a part of Generation Y (also known as Millennials). Generation Y is considered to be individuals born in the early 1980s to 2000s. They come after Generation X. Millennials represent an important emerging group of potential constituents as they are also sometimes referred to as “echo boomers”. This refers to their size relative to the large group of Baby Boomers. In the US, birth rates peaked in 1990. It is helpful to know that Millennials have distinctly different behaviors, values and attitudes from previous generations as a response to the technological and economic implications of the internet. More

Do you have a talented user experience team at your nonprofit? There is a revolution going on with constituents. The relationship they may have had with your mission and brand in the past has probably already changed. New technology (from a constituent point of view) promises a new era of engagement, two way conversations, shared experiences and community. The relationship you want to have with your constituents through these new devices and platforms and the true state are not one and the same. In fact, it may be one sided and skewed towards you and not your constituents. More

Cool Friend: Debra McKnight: Recently I caught up with my cool friend Debra McKnight who agreed to be interviewed for my cool friend series. I’ve known Deb for over 10 years. She is currently serving as Director of Affiliate Technology Services for the American Heart Association. I consider her a great friend and truly value her insights.

So Deb, what single project would you consider the most significant accomplishment in your career so far? More

 Guest Blog: Deborah Kerr – Nonprofit Talent Management: Employee costs generally make up more than 50 percent of a nonprofit’s budget so nonprofit talent management is critical to the health of every nonprofit’s “bottom line”.  This will be highlighted as the economy continues to grow and nonprofits face two major workforce trends:  the need to add staff to meet demand and the reality of losing experienced staff to retirement or “better” jobs.

Adding nonprofit staff has been a trend for the last three years.  Nonprofit HR Solutions’ 2013 survey of 588 nonprofits found that 40 percent added new staff in 2012 and 44 percent plan to create more new positions this year.  Turnover is expected to remain at 17 percent in 2013, the same as 2012, but voluntary turnover and retirement now account for 11 percent of total turnover.  This may grow as the economy’s recovery leads to more job options for good employees.

After hiring, retention of good employees is key to sustainability, but in the Nonprofit HR Solution study 90 percent of respondents reported they have no retention strategy even though they see it as a challenge.  Losing good employees is expensive.  Writing for http://www.philanthropy.com, Raymund Flandez found the average tenure of a fundraiser is only 16 months and the direct and indirect costs of replacing that fundraiser add up to a staggering $127,650!   For other employees hiring costs range from 25 percent to over 100 percent depending on the job and responsibilities.

Here are strategies that work to improve hiring decisions, reduce voluntary turnover, and improve workforce retention. More

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