Recruitment and retention are always top of mind for nonprofit executives, and rightfully so. According the Bureau of Labor Statistics, nonprofits employ 10% of the US working population with a large percentage in health and social services. But attracting – and retaining – top talent continues to be a challenge, especially staying competitive with compensation packages.
But of late, more information and research is shedding light on non-monetary benefits that influence a person’s choice of workplace. For example, last May Fast Company posted this article about the misconceptions of working for a nonprofit and why it’s a great option for self-driven, tech-savvy millennials.
Along those lines, last week the Harvard Business Review wrote on three things employers can do to motivate employees – all of which are non-monetary and come naturally to the philanthropic nature of nonprofit executives. With a focus on long-term well-being over short-term happiness (think ping-pong tables in the office), the article eschews material perks in lieu of more internal benefits executives can use as a way to motivate staff:
For more information on creating a culture of well-being at work, specifically by offering your employees much improved benefits (e.g. alternative and complementary care) at a significantly reduced price, please contact us; or, click the button below to get a free savings analysis for your organization!
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