Throughout my career as a fundraiser and manager, I have interviewed countless candidates who told me the reason they are leaving their current position is a lack of opportunity for growth. Whether the individual works for a non-profit, healthcare institution, or university, I’ve heard that statement time and again.
Don’t let this happen to you and your organization! As you recruit and retain high-performing fundraisers, take steps to advocate and create pathways for these valuable team members. They want to know they make a difference and have a future with your organization. You can use these three strategies to provide growth opportunities for the employees you want to stay with your organization.
- Identify whether your high-performing development officers are ready to take on more of a leadership role. Opportunities to lead can come in several forms, not simply giving someone the title of “director.” For example, assign a team member to lead a taskforce or work group. Or, perhaps you can charge the individual with best practice development, such as standards for fundraising travel. Looking externally, are there community groups or committees the individual can join to represent your organization?
- Use the power of mentorship as a growth pathway. If your employee aims to eventually supervise staff and become a manager – but they need to expand their approach or style first – ask them to serve as a mentor to a colleague or new hire. Or, perhaps you can put them in charge of developing the on-boarding process for your department. If management is not a goal, identify a mentor for the development officer who is a leader in ways outside of management. For example, provide an opportunity for them to your high performer can shadow you or another leader on an important project to see how you staff a board, build a fundraising initiative, or partner with programmatic staff.
- Carve out ten percent of your high performer’s job description for special projects. This is a great way to invest in your super stars while benefiting the larger team. And, your employee will know that you are willing to make a true investment in her when you specifically make time for it. For example, find projects that grow skills in management, volunteer leadership, mentoring, or complex gift strategies.
Your most valuable employees are in high demand in the development community, and regularly see outside opportunities that will allow them to grow. This environment demands that managers be proactive, creative and dedicated to these employees in order to retain them and best serve their organizations. Creating growth pathways is one of the single-most effective ways to ensure your top players will want to stay and continue performing at their best.
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