12 Proven Methods to Attract and Retain A High-Performing Marketing Team in Non-Profit Organizations

Hiring in non-profit marketing can be such a challenge. It is difficult to compete with private sector opportunities and to manage the finances and priorities of a non-profit organization. We know what a professional marketing team does for a non-profit organization and we have seen the impact that it can have. That is why we are constantly considering ways that non-profit organizations can attract and retain a high-performance marketing team. These 12 methods will allow your organization to build out your marketing team and attain your goals quickly.

1. Promote Mission-Driven Work

First, we begin with a big one! There is an intrinsic reward when you are a part of meaningful change. Your organization should be highlighting success stories and the direct impact that the marketing team has had on the organization’s mission. Professionals are often driven by purpose and this is a method to align career opportunities with similar values. This provides professionals with a sense of fulfillment that tends to transcend traditional job satisfaction. 

2. Offer Flexible Working Conditions

In this digital age, candidates want flexibility. Adaptable work arrangements tend to broadly enhance the appeal of a job position. Remote and hybrid work are great places to start. If the organization needs an in-person role, provide flexible working hours and rotating schedules to staff members who may want it. You want to demonstrate a trust-based approach rather than strict office hours. This helps your organization to appeal to those looking for a flexible work environment. 

3. Provide Professional Development Opportunities

Your organization should be committed to the continuous education, learning, and growth of your team members. This can be done by offering access to conferences, online courses, and training sessions. These activities empower your team and promote internal skill development. Another benefit is that your staff and potential hires will know that your non-profit organization is committed to the professional advancement of their teams and invests in their professional futures. 

4. Foster a Collaborative Culture

Non-profit organizations need to be sure to nurture an environment where collaboration and creativity are encouraged! There should be constant open communication, idea sharing, and cross-departmental projects. This type of culture improves team culture and dynamics, fosters innovation, and makes the work environment of your non-profit organization attractive for those seeking careers where teamwork and collective success are valued. 

5. Implement a Recognition and Rewards Program

Ensure that your organization is promoting the achievements of individuals and teams within the organization. This could be on social media, your organization’s intranet, or through an internal or external email blast. Small tokens of appreciation and consistency go a long way amongst a non-profit organization’s marketing team. People appreciate when hard work is recognized and this often results in reinforced positive behavior and team motivation which each contribute to a culture of excellence. 

6. Offer Competitive Benefits

This can be a challenge for non-profits that are trying to remain fiscally responsible but grow. Non-profit organizations often face budget constraints but it is clear that offering compelling benefits such as health, retirement, and well-being packages is a clear differentiation amongst job candidates when considering career roles. Insurance providers may be willing to offer better insurance plans when they are partnered with your organization. The partners may also have access to Flexible Spending Accounts (FSAs) which are another benefit for your employees. FSAs allow employees to set aside pre-tax dollars for dependent care and medical expenses. Potential hires will also want strong 401k opportunities. Research what 401(k) plan would be best for your organization and its budget along with the needs of your employees. A great path forward is to partner with a financial services provider that has experience with non-profit organizations. 

7. Encourage Volunteer Opportunities

Volunteerism is a great way to boost morale and connection to the mission of your nonprofit organization. This is also a great way for potential hires to engage with the organization and its mission. When potential new hires are immersed in the organization and the impact that it has they are motivated to seek opportunities with similar impact. Volunteer day initiatives are a hands-on level of involvement and deepen the connection to the organization’s cause. This approach is also effective at enhancing job satisfaction, providing a break from the day-to-day, and fostering a stronger commitment to the organization.

8. Create a Path for Career Progression

Staff want to know that there is a path to more career opportunities when they come into a new organization. Your current staff also wants to be secure in the opportunities that your organization can offer them in the future. Your organization should outline potential career paths that support these goals of your staff and potential hires. Make sure that your organization has an open forum for discussing career aspirations during performance reviews. This information can also be coupled with mentorship programs that help employees navigate their careers. 

9. Enhance Team Bonding and Morale

Always ensure that you are supporting team cohesion and a positive work environment. Activities that build these things such as retreats, team lunches, and creative workshops help to make your team closer, work more effectively together, and create a workplace environment that attracts others. Mutual support and a strong sense of community significantly impact job satisfaction and the performance of your teams. 

10. Embrace Diversity and Inclusion

Having a diverse work environment is important because it fosters an environment of different perspectives, knowledge, and ideas. Your organization can offer ongoing diversity and inclusion training for staff members to address unconscious biases. These trainings are proven to create a sense of inclusive communication and educate your staff on the importance of diversity for organizational goals to be attained. Nonprofits often bring in experts to run seminars and workshops while others opt for interactive online modules to facilitate. 

11. Offer Sabbaticals and Extended Leave Options

Something newer would be sabbatical and extended leave options. These benefits are unique and provide employees with personal development and regeneration opportunities. These benefits programs also demonstrate the long-term commitment of the organization to employee well-being. These benefits can also be used for staff to embrace professional development opportunities which will provide a reciprocal benefit to the organization. It is clear that although unique, this type of benefit creates attractive opportunities for new candidates and employees. 

12. Incorporate Employee Feedback into Decision Making

Listening to your audience is so important. Both internally and externally your organization needs to have an open ear for feedback from stakeholders. Create channels for this regular feedback so that the organization’s employees have a hand in shaping strategy and policy. This empowers your staff and shows potential hires that their voice will be heard in the organization. When your organization goes down this path, the organization’s workforce will feel heard and valued. This is crucial if you want to foster loyalty and a sense of ownership amongst staff.