In the nonprofit sector, resilience is not just about surviving; it’s about thriving despite the unique challenges posed by limited resources, high employee turnover, and an ever-changing social and political landscape. Human resources (HR) professionals play a pivotal role in fostering this resilience by aligning organizational values with employee needs, ensuring sustainability through strong leadership, and cultivating a culture of continuous learning and wellness.
Interviews with three seasoned HR professionals—Bill Swan, Becky Barton, and LeiLani Quiray—shed light on how nonprofits can achieve resilience through intentional HR practices.
Mission Alignment as a Foundation for Resilience
Bill Swan, a Principal Consultant at FIT HR, LLC, underscores the importance of mission alignment in the nonprofit workforce. Unlike for-profit organizations that may rely on competitive salaries and benefits to attract and retain talent, nonprofits often depend on the passion and commitment of their employees to drive their mission forward.
“It takes a lot of heartfelt commitment by those who are working within it to show up every day and to move the organization forward so that it’s able to try to meet those needs that otherwise aren’t being met,” Swan explains.
From the hiring process onward, ensuring that employees share the organization’s core values is critical. This mission-aligned approach not only fosters employee engagement but also supports sustainability during challenging times. Swan warns against hiring individuals whose values are not aligned with the mission, as this creates a transactional relationship that can undermine the organization’s resilience.
Professional Development: A Pillar of Resilient Workforces
Continuous learning is a hallmark of resilient organizations. According to Swan, professional development should transcend handbooks and one-off training sessions to become an integral part of the organizational culture.
“It has to be something that’s brought to life and that’s spoken about, and that becomes as much of a tangible thing as possible, so that people can believe it, they can feel it, they can be a part of it,” he says.
This commitment to professional growth not only equips employees with the skills they need to adapt to change but also strengthens their connection to the organization. Swan emphasizes that professional development must extend to all levels of the organization, from entry-level employees to executive leaders.
Values-Driven Decision-Making in Nonprofit Leadership
Becky Barton, CEO of People415, views resilience as the ability to adapt to external challenges while staying true to the organization’s mission, vision, and values. She recalls a pivotal moment when a nonprofit leader chose to forgo a lucrative funding opportunity because it conflicted with the organization’s core values.
“The biggest thing that I’ve experienced personally in working with an organization [is] when the values didn’t align with a funding stream, and the leader of the organization was able to say, ‘We’re going to walk away,’” she says.
This anecdote highlights the importance of values-driven leadership in fostering resilience. Barton advises nonprofit leaders to remain grounded in their mission, particularly during turbulent times, by asking fundamental questions: Why are we here? What are we doing? This clarity of purpose ensures that decisions are made with the organization’s long-term sustainability in mind.
Communication and Transparency as Tools for Resilience
Transparent communication with employees and donors is another cornerstone of resilient nonprofits. Barton stresses the importance of keeping all stakeholders informed about the organization’s performance, goals, and challenges.
“When challenges come up, it’s important to remain grounded in questions like: Why are we here? What are we doing?” she explains. “Communication is more productive than silence.”
Regular updates and open dialogues foster trust and strengthen the bond between the organization and its supporters, whether they are employees or donors. By being transparent about successes and setbacks, nonprofits can build a foundation of trust that supports resilience.
Retention and Leadership: The Key to Long-Term Stability
Retention is critical to nonprofit resilience, as high employee turnover can disrupt operations and drain resources. LeiLani Quiray, founder of Be the Change HR, emphasizes that retaining employees begins with treating them fairly and adhering to labor laws.
“It’s important for businesses to take care of their employees by following all the rules and the laws,” Quiray says. “Things like paying fairly, paying hourly, and paying salary ensure transparency and promote resilience.”
Leadership plays an essential role in retention and resilience. According to Quiray, core values must be reflected in the actions and decisions of the organization’s leaders.
“If the core values are not in the organization, [or] a majority, then that means that most likely something’s happening at the leadership level,” she says. “We can tell people all day long how to be, but really it needs to be reflected in leadership.”
When leaders embody the organization’s values, they set a powerful example for employees, creating a cohesive and resilient workforce.
Wellness Initiatives: A Resilient Workforce Starts with Well-Being
Employee well-being is another crucial component of nonprofit resilience. Quiray advocates for wellness initiatives that address both physical and mental health, enabling employees to navigate challenges effectively.
“You cannot be resilient until you have a really good foundation to handle when life gets difficult, whether at work or at home,” she says. “So I think it’s important for employers, since we spend a lot of time at work, to offer programs that can help with health and wellness.”
By investing in wellness programs, nonprofits can help employees build the personal resilience needed to thrive in demanding roles. This, in turn, supports the organization’s overall resilience.
Donor Relationships: A Parallel to Employee Engagement
Both Barton and Quiray draw parallels between employee engagement and donor retention, emphasizing that the same principles apply to both groups. Transparent communication, clear alignment with the organization’s mission, and consistent follow-through are essential for retaining donors and maintaining their trust.
“What kind of communication, what sort of investment, how transparent are you with them about the mission, vision, and values?” Barton asks. “How is the organization performing against whatever goals you’ve set?”
By nurturing relationships with donors in the same way they do with employees, nonprofits can ensure a steady flow of support that bolsters their resilience.
Nonprofit resilience is built on a foundation of mission alignment, values-driven leadership, continuous learning, and employee well-being. HR professionals like Swan, Barton, and Quiray provide invaluable guidance on how to cultivate these attributes within nonprofit organizations.
By prioritizing alignment between employees and the mission, investing in professional development, and fostering a culture of transparency and care, nonprofits can navigate challenges and thrive in a complex and ever-changing environment. Resilient organizations not only survive but also continue to make meaningful impacts in the communities they serve.
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