National Nonprofit Day: Celebrate Nonprofits on August 17th and Every Day

There is a national day for just about everything. So, sandwiched between National Tell a Joke Day and National Fajita Day is an observance that merits being a forerunner of all days. August 17th is National Non-Profit Day. While many more people in our industry are familiar with National Philanthropy Day, few know about National Non-Profit Day. It shouldn’t be that way.

On that day, do something meaningful like thanking nonprofit staff members or volunteers who are all around us. But, also recognize that nonprofits deserve our respect, admiration, and support 365 days a year.

When Nonprofits Do Well, We All Do Well

We can sum up the sentiment to this simple but powerful truth: when non-profits do well, we all do well. There is no part of the quality of life they don’t enrich and make better. They embody the best spirit and values of our nation. During the pandemic, we have seen nonprofits increase the volume and do even more to help those struggling.

Why celebrate on August 17th? Because that’s the date the Tariff Act of 1894 became law. It imposed the first federal income tax on corporations, which included exemptions for non-profits and charitable institutions.

Keen Appreciation of the Sector

My perspective on the subject is personal. For the better part of the last three decades, I’ve enjoyed the privilege of working in the non-profit world. I’ve held advancement positions and raised money for higher education institutions. It was instructive, challenging, and enormously fulfilling. Then in 2018, I decided to combine two passions. I wanted to teach the art and science of fundraising with the desire to venture out on my own by launching Eskin Fundraising Training. 

After conducting more than 150 workshops and webinars and working with hundreds of board members, volunteers, and staff from a broad cross-section of organizations, my appreciation and admiration for the non-profit sector have only deepened. I am inspired by the men and women who have selfless devotion in their unwavering commitment to improving the lot of others. Toiling away in relative obscurity, they’re genuine unsung heroes.

Nonprofit Proliferation

Though voluntary organizations endorsed by private contributions have existed in the U.S. since the mid-eighteenth century, they have only recently become an omnipresent part of American society. As recently as 1940, there were only 12,500 secular charitable tax-exempt organizations. Today, there are more than 1.5 million tax-exempt organizations in the nation. This stat includes all 501(c) designations such as churches, cultural centers, food banks, and disaster relief organizations. There are more than 100,000 non-profits in Texas alone.

Their story is compelling. The sector represents 10 percent of the American workforce or about 12 million jobs making it the third largest force in the U.S., behind retail and manufacturing.

High Job/Volunteering Satisfaction

You won’t get rich working for a non-profit, but the level of job satisfaction is much higher than among American workers. A survey by Classy, creator of online fundraising software for non-profits, reveals that 84% of non-profit employees are satisfied in their current roles at their organizations. Those involved with their organization’s fundraising efforts are especially satisfied, with 92% of this cohort expressing contentment. This contrasts with just 51% of all employees reporting that they were satisfied with their jobs.

There are so many more people who toil for non-profits. However, they’re just not paid. America is blessed with a gigantic army of dedicated volunteers. According to data released by the Corporation for National and Community Service, 77.4 million Americans, or 30 percent of the adult population, give 6.7 billion hours of volunteer service worth $167 billion.

These volunteers set an amazing example. As champions of good causes whose time and resources are already stretched, they find ways to give more time and more money to better the lives of others. And they do so with smiles on their faces. The secret is that they are energized, not drained, by their labors of love.

Fundraisers have even more reason to love volunteers. Gifts of time, talent, and treasure go hand-in-hand. Volunteering and Civic Life in America research reveals that nearly twice the number (80%) of volunteers donate to charity as people who don’t volunteer (40%).

By the way, the term “nonprofit” is a bit of a misnomer. Nonprofits can make a profit and should try to have some positive revenue to build a reserve fund to ensure sustainability. The key difference between nonprofits and for-profits is that a nonprofit organization cannot distribute its profits to any private individual. However, nonprofits may pay reasonable compensation to those providing services. 

In Closing …

Whether we like it or not, the stark reality is that it is likely that the government’s role and grant funding in meeting escalating human service needs will continue to shrink. It will be up to nonprofits to fill gaps to ensure that people in need and pressing issues aren’t abandoned.

I can’t wait for each new day to partner with nonprofit staff and volunteers to develop more resources so that they can extend the impact of their noble missions. Their passion for their respective causes gives them an essential tool to be effective fundraisers. Armed with the Jeffersonian virtues of a “knowing head and an honest heart,” they can effectively tell their stories, nurture relationships, and ask for and obtain gifts.

Non-profits are all around us and improving the world through advances in education, healthcare, arts and culture, economic development, animal welfare, human services, seniors, children, and other vital areas. They remind us that more is possible and that we can take matters into our own hands and make the world a better place to live, one person and one community at a time. If you’re not already contributing time and money to a nonprofit, there couldn’t be a better time than August 17th to add your voice to the non-profit movement and magnify good works.

Laying a Foundation for Highly-Connected Nonprofit Teams

For many nonprofits, 2022 is shaping up to be a turning point in how they conduct internal operations. Many teams that previously worked remotely are now returning to the office. Others are content to continue operating remotely. In addition, some are experimenting with hybrid approaches. 

Each method has unique pros and cons, and teams must adapt. Specifically, many nonprofits will need to consider how their choice to return to the office or work remotely will impact their staff’s ability to stay connected.

Highly-connected teams with strong communication practices tend to be more dynamic, responsive, and effective than those with significant delays in their responsiveness. This allows them to quickly respond to challenges, seize opportunities, and clear up confusion. 

Four communication best practices

This article will explore these four communication best practices how to improve remote work, and how nonprofits to stay connect at home or in the office, such as:

1. Create internal communication guidelines. 
2. Invest in tools to streamline workflows. 
3. Implement effective work-from-home protocols. 
4. Routinely collect staff feedback.  

These tips rely on a combination of effective nonprofit software and communication strategies. Assess your nonprofit’s current communication tools to consider how they can help build a reliable framework to support your communication practices. Let’s get started. 

1. Create internal communication guidelines. 

Whether employees work remotely or in the office, any organization can suffer from communication slowdowns and miscommunication. While it might seem like a small change to how your team interacts with one another, structured communication can improve your employees’ productivity, and engagement as teams will know who to reach out to and when.

Tips

• Create a priority system. Knowing where to start when organizing emails each morning can be challenging. It’s pretty common for high-priority messages sent early in the day to get buried under emails that don’t require immediate attention. Create a priority system by having employees mark messages to indicate how quickly action is needed. This can be done by adding abbreviations at the beginning of each email subject line. For example, “HP” for high priority or adding color-coded markers to messages in your CRM. 
• Select communication channels. If your team uses email, your CRM, Slack, and text to communicate, it’s easy for messages to get lost between channels. Streamline your communication process by using only a few channels. Consider designating certain channels for specific types of messages. For example, your staff might communicate primarily via email but have a group text for emergencies. 
• Create templates for routine messages. There are many messages you likely send over and over again, such as when you approve volunteers, schedule board meetings, or answer constituent questions. Instead of writing unique emails every time, create a series of templates that staff members use. This also ensures that your emails will always be professional and consistent across your organization. 

Additionally, if your nonprofit has ongoing projects that require face-to-face communication, like creating long-term marketing strategies, consider how you can create a streamlined process. Set up these meetings rather than communicating back and forth through email.

 

2. Invest in tools to streamline workflows. 

Modern nonprofit software has significantly advanced in the past few years. Therefore, nonprofit teams now have access to various tools to help them stay in touch while speeding up their work processes. Assess your current software solutions to determine whether they meet your communication needs. Identify whether any new tools would improve your communication practices. 

For example, to streamline your workflow and communication, your team might benefit from investing in: 

• A nonprofit CRM. Your CRM is at the center of your nonprofit’s software solutions, housing key information about your donors, volunteers, grants, fundraisers, and more. When improving your workflow, you can start with investing in a CRM with streamlined automation features. Also, you can train your employees to understand better how to leverage your CRM. EveryAction’s guide to nonprofit CRMs recommends looking for a solution with the following automation features: built-in templates, custom automation workflow builder, branched workflows, automation for email and mobile messaging, CRM automation, and real-time analysis.
• Board management tools. Your board determines the direction of your nonprofit, and board-specific meeting and management tools can help your board members devote most of their time to important discussions regarding your strategy rather than working out meeting logistics. These tools often include features like a scheduling system, easy file sharing during meetings, and a note-taking system. 
• Grant management tools. Applying for a single grant can take months and often requires feedback and collective action from several team members. Help them stay organized by investing in a CRM with grant management tools. You can also separate a grant management system that allows you to keep your grant documents organized and stick to your application timeline. 

 

Things to Consider

When investing in any new software solution, take security precautions to protect your donors, constituents, and organization’s sensitive information. When onboarding your staff members to your new project management software, consider who you will give different permission levels. Think about how you can encourage members to make smart security decisions to avoid potential leaks.

 

3. Implement effective work-from-home protocols. 

Being in close proximity to other team members allows you to check on projects’ progress quickly. You get questions answered as they arise, and stay on top of all ongoing activities. Physical distance can slow down communication, even with modern technology. 

However, this doesn’t mean your nonprofit should abandon the idea of allowing team members to work from home. Instead, organizations with a remote operations structure must establish protocols for improving productivity and communication. 

Re:Charity’s guide to nonprofit work-from-home tools walks through a few popular strategies for staying connected and focused while working remotely:

• Use video conferencing tools. Hoping from remote call to call can lead to burnout and result in meetings where participants have trouble focusing. Use video conferencing tools and require everyone to have their camera on to replicate the professional environment of an in-person meeting and help staff members stay engaged.
• Create a time logging system. When you cannot physically see your staff working, it’s easy to fear that projects are not getting done as efficiently as if team members were in the office. You can assuage these fears by creating a time logging system, wherein employees track how much time they spend on each project. 
• Create dedicated workspaces. Working from home can lead to a lack of separation between work and home life. That can create unnecessary stressors. To help your team members re-assert this important division and improve remote work, encourage them to set up a designated workspace in their homes that acts as their office from the beginning to the end of the work day. 

 

Other Ideas

If your nonprofit implements a hybrid workplace, consider how you can use your in-office days to make the most of your staff’s time together. For example, you might schedule meeting times based on when the whole or a majority of your team is in the office. You can also save work that can be completed individually for work-from-home days. This will help improve remote work and streamline the workflow process. 

 

4. Routinely collect staff feedback. 

Every nonprofit is different and will have its own set of unique communication needs. While external advice and research can provide an outside perspective, seeking internal feedback and staying attuned to your staff’s specific communication challenges can help solve regular miscommunication. It can address productivity slowdowns and other issues that disrupt a team’s communication ability.

Of course, the same obstacles interfering with your communication practices can also make it difficult to gather feedback. Try creating a structured system for collecting feedback to keep communication between you and your staff as open as possible, even during ongoing external and internal disruptions. 

 

How to Collect Feedback

Here are a few ways you can request feedback from your staff to improve remote work and stay connected:

• Send out surveys. Online surveys are one of the most straightforward ways to collect feedback. These surveys can ask questions about an individual employee’s strengths, how your business can improve, and if there are any new ideas for improving internal management. 
• Schedule one-on-one meetings. Some staff members may feel more comfortable explaining their communication issues in a one-on-one meeting. Be sure to emphasize that these meetings are ultimately low stakes. Showcase that staff members are encouraged to report problems they are encountering related to communication and workflow. 
• Ensure employees know who their supervisors are. Situations can and will arise between your feedback collection periods. Your staff should know who they can go to if an immediate issue arises. If you have a change in leadership at any point, let your team know who they should report to until changes have settled to ensure no reports go misplaced in the shuffle. 

 

Final Thoughts

While you should focus first on your permanent staff, your volunteers and temporary team members can also provide unique insights into your communication processes. At the end of a volunteer’s time with your nonprofit, send out a survey using your volunteer management system. You can also have your volunteer manager meet with them to learn how you could improve the volunteer experience and operations at your nonprofit as a whole. 

Keeping your team connected even while physically distant is fundamental to your nonprofit’s ability to continue forwarding your mission. Leverage your software’s communication tools to improve productivity. Stay in touch with your team while implementing communication best practices for remote and in-office team members. Hope this blog helped give you ideas to improve remote work (or hybrid setting) to connect your team.

Frugality is a virtue in the nonprofit sector. We’re accustomed to making the best with what we have, which often includes limited funds or resources. And although it’s wise to be good stewards and maximize value, sometimes quality and excellence are sacrificed for the sake of the budget. Does this sound familiar? Here are some ways to reconsider a frugal approach to cause work.

A Cautionary Tale on Frugality

In an interview for a previous ED position, I had to provide an example of how I demonstrated “extreme frugality.” This was back in the days of coupon-clipping, and while I momentarily pondered that as a response, I instinctively knew it was not “extreme” enough for the interviewing board members. Ultimately, I shared that my husband (not me) reuses Ziplock sandwich bags on occasion. As soon as the words left my mouth, I felt my face go flush. Perhaps that was an overshare? Thankfully, the individuals conducting the interview nodded in approval and delight. My example won me the job. But the entire episode also sent a clear message about the culture of the organization: frugality ruled.

I entered a world where one day could include designing newsletters, plunging toilets, bookkeeping, and public speaking. My capacity (what little there was) was equivalent to capability from the board’s perspective. Why hire costly expertise or outside help when things were getting done? If anything, we simply needed to bring in more volunteer help—or maybe an intern or two.

This is not an uncommon story in the nonprofit sector. Too often, we prioritize frugality over excellence. We’re all familiar with wearing many different hats. And although it’s important to be intentional about our funds and our spending, let’s not leave quality behind. Consider some of the ways that your nonprofit can break free from frugality, starting with these approaches.

Fight Frugality with Outsourcing

Thankfully, my husband is a CPA. As I daily grieved my life being stretched thin and the mistakes and missed opportunities that came with wearing too many hats, he asked a very reasonable question: “Don’t you have a budget line for contracted labor?”

I wish this tale now developed into a description of a revised budget and a focus on stewardship of all resources—including human capital. Unfortunately, it doesn’t. What it does provide is a well-learned lesson that helped me in future roles: it is okay—and in fact, it is often better—to hire experts. If you can’t do it well in-house, for the love of your mission and those you serve, take it to a pro. Outsourcing is a game-changer, and even if your team has the skills to do something well, time is a valuable resource that outsourcing saves. If you focus on frugality, you’ll get lean. Focus on excellence and you’ll get growth.

Level-Up Your Approach

Doing more with less should not equate to doing more work with less impact, but it often does. When our audiences are inundated with messages, our teams are tested with ever-increasing need, and our best-laid plans come against COVID-19 and unexpected changes, our focus shifts to sustaining rather than thriving. Maintaining the integrity of the budget has trumped growth at any cost. We need to level-up our approach to all we do. Our causes deserve it, and the world demands it.

As DO MORE GOOD founder Bill McKendry often says, “You’re not competing with your fellow charities or churches. You’re competing with Nike, Apple, and Netflix. You’re competing for people’s discretionary time and income to support your cause.” I guarantee Nike doesn’t reuse Ziplock bags, last year’s advertisement, or much else. At this level of competition, frugality isn’t the answer.

Rethink Capacity, Capability, and Excellence

Just because someone is capable of completing a task doesn’t mean they necessarily have the capacity to do so. Similarly, capability and excellence don’t always go hand in hand. It’s important to seek excellence. Work with your team to really evaluate where your talents and strengths exist and where deficiencies are holding you back. This may include doing some time tracking and having tough (but worthwhile) conversations. You may not be able to bring in outside expertise in every area right away. But you can start with those that will result in an immediate return on investment and use those gains to build an even stronger team.

 

Are you unintentionally making busyness your brand? In the nonprofit space—and especially in the midst of year-end season—this can be a common occurrence. When it comes to cause work, it seems that most of us would prefer to be engaged in doing good things than sitting idle. Plus, staying busy has its benefits. In addition to being an indicator of productivity, busyness wards off depression, boredom, bad habits, and loneliness. Like any good thing, however, too much busyness can have bad consequences. This is especially the case when busyness moves from being a temporary state of being to becoming your brand.

Consider your real brand

Having a well-developed brand is important, especially in the nonprofit sector. It’s been said that a brand is the perception an audience holds of an organization or company. Top thought leaders have taken this idea one step further—like Seth Godin, who said that a brand is a set of expectations, memories, stories, and relationships. 

Since branding is so communicative and personal, it’s important to send the right message. If you don’t have a well-developed nonprofit brand guide in place, take the steps to create one that will best represent your organization’s mission and purpose. This will help ensure that you are sending the right message—and not one that’s all about busyness.

The danger of busyness

Are you showing up for others in a way that shows how much you value them? Or are you known for being busy? Do people expect you to be busy when they reach out to you? Does your schedule cause you to break promises? If busyness is one of your most consistent responses, excuses, or conversation starters, you’re likely endangering your organization’s brand. At a minimum, you’re reflecting poorly on your personal brand.

Resist the temptation to believe that busyness is a credit to your reputation. Just as bad reviews spread more quickly than good reviews, people are more likely to make negative assumptions if you consistently put them off, reschedule, or claim to have an exceptional amount of work. While we hope busyness makes us seem in-demand and effective, our audience won’t always look at it that way. Instead, it can make us seem disorganized, self-important, or simply careless. You’ll find that this constant impression of busyness becomes a drain on others’ trust and patience over time.

So, how do you protect your brand from your busyness? Try these tips.

Set expectations, starting with email

I once saw the following message in someone’s email signature:

FYI… I use email differently. Prioritizing human interactions, I only check email twice a day and don’t have notifications enabled. I do, however, work to clear my inbox at least once each day. 

This person set a helpful boundary to ensure that email didn’t become a source of busyness for them. Instead, this person made a conscious effort to prioritize real-life connections and stay present in the moment. While this specific boundary may not be feasible for everyone, think about what could work for you. 

Start with what you can do

Busyness is inevitable sometimes, but it’s all in how you come about it. Avoid explaining to someone that you can’t meet with them because you’re double-booked or were invited to this or that place with who’s who. Drop the details and let go of the let downs. When rescheduling or pushing something off, try to stay positive and focus on what you can do rather than what you can’t.

Bad response: I can’t meet as planned today. I’m double-booked and have an awards banquet for a charity club I chair after lunch.

Better response: Any chance next Tuesday at 3:00 would work for you rather than today?

Be coy—busyness is a personal matter

People like to talk about themselves. So, working in the service sector and relying on the generosity of others, we should always seek to let others talk more. Making conversation about those you serve and work with is always a good practice and it’s easy to do. If someone inquires how you are or if you’re busy, be a little coy. Flip the script and immediately pull them into a more worthwhile topic.

Take a proactive approach

Your busyness is only inconvenient or annoying to others if you let it get outside your control. If you see an onslaught of meetings coming or know that your to-do list will venture beyond a second page and possibly to another notebook, take a pause. Come at it with a calm mind and prioritize what you can do (see #2). Proactively move projects, meetings, or plans in the future so your schedule doesn’t get overloaded during a particular time.

I get that some of this is easier said than done. The everyday responsibilities of cause work can be demanding, and it might seem like the busyness won’t ever come to an end. But taking some small steps to become more available and more intentional can have a big impact. If you’re proactive about your busyness, it’s less likely to consume your brand.

From attending galas to planning events to approaching donors, the nonprofit world thrives off connections and interactions. For that reason, it feels like extroverts are always front and center. And in many ways, it seems as if that’s what the work requires—people who are eager to get out there and spread the word about a great cause. But that’s easier said than done for introverts in the nonprofit sector.

If you’re an introvert, perhaps you feel intimidated by networking events. Or perhaps calling a prospective supporter out of the blue sounds anything but appealing. Maybe you’ve even wished you could be more confident and outgoing or be a better champion of your organization’s mission. If so, you’re not alone in those feelings. But it doesn’t mean you don’t already have qualities that serve as valuable assets to your work and your team.

Let’s explore the power of introverts in the nonprofit sector.

What Does It Mean to be an Introvert?

Generally speaking, an introvert is someone who prefers to recharge by themselves. When it comes to regaining energy, introverts won’t turn to stimulating social situations. Instead, they seek out solitude and calming environments as a space to focus on their own inner thoughts. It all comes down to an introvert’s brain response to stimulation—especially too much stimulation.

Yet introverts have one of the most misunderstood personality types. Those who are introverted are commonly associated with being shy or reserved—which is sometimes true. When introverts begin to feel drained in social situations, they might get quiet or retreat, leading others to view them as antisocial. However, it’s important to remember that this is a mental reaction to overstimulation, not necessarily an inconsiderate behavior. It’s also important to learn the differences between introversion and other behaviors like shyness or social anxiety. (But that’s a blog post for another day.)

What Makes Introverts Different from Extroverts?

By contrast, extroverts are—generally speaking—those who are motivated by stimulating environments. When it comes down to taking some time to recharge, extroverts don’t need as much alone time. They tend to thrive in social situations and appear more outgoing than their introverted counterparts. 

If you’re a nonprofit leader, you probably have an idea of which team members are introverts and which are extroverts. But maybe you’re new to an organization, or it’s just not as clear for your team. Try to pay attention to the behaviors of your team members (even the subtle ones). Notice how they are before, during, or after any meeting or event. Find out what work environments they prefer and what makes them thrive.

However, introverted and extroverted personalities aren’t always so black and white. Perhaps you’ve heard someone use the term “extroverted introvert” as a personality description—meaning that person can be outgoing in social settings but also can’t wait to go home and relax. Instead of thinking of these as two separate extremes, think of them in terms of a range or spectrum. It helps reduce some of the clichés or generalizations about introverts and extroverts. And in this case, it can contribute to a better understanding of introverts in the nonprofit sector.

Why Introverts Are Ideal for Cause Work

Maybe you’re an introvert and wondering how exactly your personality fits in with working toward a cause. Or maybe you lead a nonprofit team and want to better understand the value that introverts add to your team. The truth is that introverts do offer incredible value as team members within the nonprofit sector. While it’s important not to over-generalize, many introverts have similar qualities that are incredibly useful for cause work. Here are a few of them. 

Introverts are Detail-Oriented

It’s common for introverts to be detail-oriented people. They like to think things through and are less likely to make impulsive decisions. Because of this, introverted team members are the ones who make sure the little details are taken care of. If your organization is planning a fundraising event, for example, get input from your introverted team members. They don’t need to be on the frontlines during the event but can be valuable assets behind the scenes. In addition, introverts often excel at administrative tasks like donor database management.

Introverts are Good Listeners

Introverts are also naturally good listeners. There’s a difference between listening to respond and listening to understand. While introverts are often quiet and probably won’t be the first ones to speak up in meetings, that’s because they’re absorbing information and cultivating a keen understanding. Having this skill is useful in all areas of life, but it can distinctly benefit the nonprofit sector. Given enough preparation, introverts can successfully approach and build trustworthy relationships with donors. They can also be more in tune to the needs of those in the communities your nonprofit serves.

Introverts are Keen Problem Solvers

When problems arise, your introverted team members might have an idea for a solution. This quality comes from a combination of other characteristics, like a detail-oriented nature. Since introverts are observant and prone to deep thinking, they’ll approach a problem carefully. Is there an issue within your database? Need help drafting a response in light of a crisis? Seek input from the introverts on your team.

How to Support Introverts in Your Organization

If you’re an executive director or leader, you’ve probably noticed some of the good qualities that your introverted team members have. But the nature of nonprofit work is fast-paced and often challenging. In the busyness of everyday demands, how can you support them? Try keeping the following considerations or ideas in mind.

• Think about their needs. When it comes to meetings and events, consider how much stimulation your introverted team members will face. If they’re joining you for a seminar or conference, don’t take it personally if they skip the happy hour after. Prepare them for what a meeting might look like ahead of time to minimize any stress.
• Limit face-to-face interactions when possible. If you don’t consider yourself an introvert and feel burned out after countless meetings, imagine how an introvert must feel. Back-to-back meetings don’t serve introverts. Before you schedule one, consider whether it really could be an email instead. 
• Make an effort to listen. Are your introverted team members quiet? Think again before assuming they don’t have anything to say. Introverts tend to be thoughtful and observant, and they might have an idea or see an issue you didn’t notice before. Give them the space to voice that in a way that’s comfortable for them.
• Try a hybrid or remote work model. The pandemic turned work schedules upside down, but there are benefits for introverts with the new flexibility. Consider implementing a hybrid or remote work model to allow introverts a break from a bustling office.

A Final Message for Introverts in the Nonprofit Sector

Being an introvert in the nonprofit sector is challenging (and I understand this first-hand). From fundraising to partnerships to networking, interaction is important in the world of cause work. But these aspects can also be incredibly draining. It’s all about finding a balance between healthy boundaries and embracing opportunities for growth outside of your comfort zone. Just remember that the nonprofit sector needs your thoughtfulness and dedication. Don’t feel like you have to be someone else in order to make an impact.

Life has a way of demonstrating to us that we can do things we previously thought impossible. The COVID-19 pandemic and the pivot to a virtual work environment for the nonprofit sector is case and point. While not every nonprofit organization can sustain operating in a remote fashion, many have realized the benefits of introducing hybrid workflows for their team. Space to focus, flexible schedules, and the simple joy of your favorite coffee mug are just a few of the perks of working remotely. But, it’s not all pajama pants and home-cooked meals for lunch. There are real and impactful considerations to make when building a remote or hybrid culture for your nonprofit team. 

The Grass is Always Greener

The old adage of “the grass is always greener on the other side” has run true for many that made the shift to remote or hybrid work. The things we dislike in the typical nonprofit office environment—i.e., chatty office mates, rigid office hours, and unexpected visitors—may end up being the things we miss the most. The lack of social connection can be extremely challenging for remote employees. That volunteer that pops in five minutes before meetings or the coworker who exudes eternal sunshine at 8AM on Monday mornings will be missed when you haven’t had a regular conversation outside of Zoom for days. 

The flexibility we crave with remote work can also be a double-edged sword. Without distinct office hours, many reduce their work (and productivity) to dangerous levels. Others go too far in the opposite direction, working all hours of the day and night simply because they’re set up to do so. Both extremes lead to situations that are harmful—both for organizational and employee health. 

Setup for Success

Setting your team up for success in a remote or hybrid environment includes addressing everything from policy and expectations to equipping employees to succeed. Remote work is not comparable to a sick day where you might answer just a few emails from home. Your organization should plan for equal or increased productivity and communication when making the shift to remote work. Here is a short list of bases to cover when outlining what your remote work policy looks like:

• Active Hours | Are team members required to work any specific hours?
• Technology Policy | How will your team make use of and care for organization-owned technology?
• Communication Platforms/Response Times | How will you communicate and how often?
• Security | What software or systems will you use to protect donor and client data?
• Eligibility | Is remote work a privilege or requirement?
• Accessibility | Do your team members have the right equipment and wifi access to enjoy success at home?

More Hours Doesn’t Mean More Accomplished

Studies show that employees who work remotely average 1.4 more days of “work time” each month, but that stat doesn’t mean the “work time” was fruitful. 

We’ve all been there…You’ve stared at a donor’s name, board report, or budget for hours, but all that staring has produced nothing. You’re drawing blanks. Often, this void of productivity is worst when we designate time to accomplish a specific task. All the space in the world only creates more space…white space.

The irony is that, in an office, these blocks are often broken by an interruption or a conversation with a coworker. A break from our intended project helps us refocus when we return to it. Similarly, bouncing ideas with a collaborative counterpart helps us solve the problem. While these things still happen in a remote environment, they are less likely to naturally occur. Joe isn’t going to interrupt your home Zoom meeting to see if you want to grab lunch and Jane probably won’t lean on the door jam of your bedroom office for a morning chat. (Let’s hope not, at least.)

How can your nonprofit team stay motivated and break up the isolation? Here are a few of the favorite practices and tools:

• Morning high five | A 5 to 15-minute meeting to kickoff the day and set priorities. 
• Be video-ready during core working hours | Whether by Zoom, Slack or Teams, there is value in being available to jump on a video chat without having to worry about how you look. 
• Using an “active” setting | Most communication platforms feature a setting where team members can mark themselves as “active” or “busy.” Encouraging your team to update their status when they’re available for collaboration or questions fosters strong communication and support. 

It’s Not for Everyone

It’s a hard truth to accept that not everyone may work out in a remote work environment. Just as some people require silence for focus or physical movement in their daily tasks, some employees’ work styles or home situations aren’t conducive to working remotely. It’s critical to have candid conversations when issues arise. Make sure to recognize what constitutes a reasonable accommodation for helping team members achieve success remotely. 

In many ways, hybrid work models in light of the pandemic created a healthy balance. The perks and the struggles of both in-person or remote work are managed by splitting the work week between home and the office. If your employees are struggling with one or the other, try implementing a hybrid work structure and allow them to experience both. Of course, be sure to go over expectations and set up clear communication strategies beforehand.

In-person, hybrid or remote structures won’t work for everyone on your nonprofit team. But if there’s anything we all learned in the past year and a half, it’s the importance of flexibility. By keeping an open mind for what works best for your organization, you can better serve your team and your mission.