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Fundraising Trends: 7 Modern Strategies to Consider for 2021

nonprofit fundraising
The lessons of 2020 are definitely influencing plans for 2021. From fundraising to operations, everything is changing, while the need to do good remains as crucial as ever. We know that plans can change and trends can shift (one of those 2020 lessons), but it’s still worthwhile to look ahead at the way things seem to be headed when you’re trying to create your fundraising strategy. Let’s get started. 1. On-the-Go Operations: Mobile Optimization Remote work at nonprofits evolved quickly in 2020, and now many organizations are hitting their stride. This mobility will serve organizations well, even when they’re back in the office. No longer should your staff members need to log into their desktop computers in order to make quick updates — mobile devices make things more flexible. When your staff members can use important data about your nonprofit straight from their smartphones and tablets, they can better prioritize and track progress for work from anywhere. For instance, if you can access your organization’s CRM dashboard from your phone, you can always see high-level, important metrics such as campaign progress and donor retention rate. This helps you keep these metrics at the forefront of your mind when on-the-go. Past…

Why Women Don’t Get Ahead at Nonprofits

nonprofit salary
Inequities in nonprofit pay and leadership opportunities are subtle and entrenched. The pandemic could make things worse — or be a chance for real change.   Karen had been working at a human-services nonprofit for a decade when she accidentally stumbled on a co-worker’s personal data stored on the group’s shared server. There were pay stubs, mortgage and retirement-account statements, his entire financial picture was laid out before her. And she says it was nothing like her own. At the time, Karen, who asked that we use only her first name and not identify her employer so she could speak freely, was a director overseeing employees who brought in half the group’s revenue. She was earning roughly $50,000 a year and had to work nights and weekends as a tutor and consultant to pay the tuition for the master’s degree she was pursuing. According to the pay stubs she found, her male co-worker, who was also a director but had less oversight responsibility, made $10,000 a year more than she did — about a 20 percent difference. “Once I started looking at the numbers, it was heartbreaking,” she says. “At the end of the day, they didn’t treat us equally.”…

PNP Staffing Group’s 2021 Nonprofit Salaries & Staffing Trends Report Assesses Nonprofit Salaries in a Radically Changed Environment

nonprofit salary
PNP’s NONPROFIT SALARIES & STAFFING TRENDS for 2021 reports that competitive salaries remain key to retaining talented staff who have stepped-up during the pandemic and who are enabling organizations to persevere through uncertainty and change. PNP Staffing Group has released its 2021 NONPROFIT SALARIES AND STAFFING TRENDS REPORT. Despite the turmoil of 2020, many survey respondents indicated their intention to adjust salaries upward in 2021. One-fourth will give cost-of-living increases across the board, with others planning to issue raises for changed responsibilities or to reward performance. Only one percent reported that they expect to decrease salaries in 2021. More than two-thirds of survey respondents noted that they are planning to hire staff in 2021—evenly divided between those who will be adding to their workforce, and those who will hire only to fill vacancies. “The Human and Social Service sector represents the majority of nonprofits planning to hire staff in 2021 given the urgent demand for their programs and services,” said Dr. Robert Duvall, PNP’s Director of Education Services. The principal challenge facing nonprofits is how work will be conducted and managed going forward. When asked about expectations for 2021, 67% of nonprofits plan to have hybrid working arrangements for staff.…

10 Tips for Nonprofit Managers Working with Remote Teams

remote working
COVID-19 has reshaped nonprofits nationwide, particularly in staff management. The New Normal: Nonprofit Staffing During the Pandemic reported that in July 2020, most nonprofit organizations had at least 75% of staff working from home, and 61% reported in September that 100% of their staff were working remotely. Driven by urgency and necessity, nonprofit organizations have explored and implemented staffing strategies for survival, recovery, renewal, and growth. Most nonprofits are moving forward with determination to deliver their mission and services by working in new ways. This includes navigating a remote work environment. Best Practices for Nonprofit Organizations Managing a Remote Workforce  1. Develop a remote work policy  An efficient remote work policy clearly defines what your virtual workforce needs to do and what you expect from them while working in a remote or hybrid environment.  A solid policy encourages accountability from employees as it lays out work guidelines and includes instructions regarding accessing an organization’s data. 2. Prioritize communication  Set clear expectations to ensure that tasks/projects are accomplished and goals are met. If scheduled team meetings and one-on-one appointments are typically done face-to-face, keep to the schedule when you shift to virtual meetings.  If team meetings are not a regular part…

COVID-19 Back-to-Work Checklist for Nonprofits

Nonprofit Jobs
Returning employees to the workplace during and after the COVID-19 pandemic will not be as simple as announcing a reopening or return-to-the-workplace date, and carrying on business as usual. Not only will many nonprofit workplaces be altered initially, some changes may be long term, even beyond the imagined “finish line” of a widely available vaccine or treatment. The details of each nonprofit employer’s plan to return will look different, but there are 10 key issues most will need to understand and starting preparing for now. 1. Workplace Safety Employers must ensure their workplaces are as safe as they can be. Employees and customers alike may have fears of returning to business as usual; preparing for and communicating how safety is a top priority will allay fears and increase brand loyalty. Safety measures might include: Implementing employee health screening procedures. Developing an exposure-response plan conducive with CDC guidelines, including: Isolation, containment, and contact tracking procedures. Stay-at-home requirements. Exposure communications to affected staff. Providing personal protective equipment (PPE) such as: Masks, gloves, face shield, etc. Personal hand sanitizer. Detailing cleaning procedure and procuring ongoing supplies. Establishing physical distancing measures within the workplace: Staggered shifts and lunch/rest breaks. Rotating weeks in the office…