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E ngagement FULFILLMENT
Sybil F. Stershic, President,
Quality Service Marketing SIMPLIFIED
❙ The hottest in-demand brands,
like Chefman, at distributor
How Engagement in Nonprofts direct pricing.
Is Different, Yet Similar ❙ Personalized, gift wrapped or
drop-shipped.
hen it comes to engagement, most nonprofts nonproft colleague described this situation at a former
have an advantage over for-profts in that employer: staff members were frequently given ❙ 24-hour order turnaround
Wthey can attract employees and volunteers conficting directives and insuffcient resources to
based on the organization’s mission. When you feel achieve stringent goals. Managers spent more time on
strongly about a mission – whether helping families and internal politics and favoritism than listening to staff on in-stock merchandise with
communities in need, rescuing animals, providing meals concerns. The resulting low morale and high turnover
for homebound seniors, or building playgrounds – it’s was explained to the Board as a nonproft sector norm.
easier to feel good about your work. This explains why The quality of any workplace depends on no minimums.
volunteers offer their services for free and nonproft the organizational culture and how its people are
employees accept compensation that’s typically less than treated. Employees and volunteers won’t stay with an
most corporate sector pay scales. organization where they aren’t respected and valued.
It also explains why people who work in nonprofts While it may seem easier for volunteers to leave than ❙ A fullfilment partner that
are generally more engaged than those employed in employees, it doesn’t make their exit any less painful.
for-profts. However, this advantage isn’t assured, as According to leadership consultant Sally Helgesen, makes doing business easy.
nonprofts aren’t immune to disengagement. “Volunteers work not for money, but because they want
to make a difference … they want to matter. Volunteers
MISSION MATTERS can, and will, quit the moment they feel undervalued.”
Mission anchors an organization and provides meaning High turnover and disengagement also negatively impact Chefman
and purpose to the people who work there. But while a nonproft’s brand by making it harder to appeal to
an inspiring charter may appeal to talented employees prospective volunteers, employees, donors and other My Barista
and volunteers, it isn’t enough to keep them engaged. community supporters. Coffee Brewer
Despite their well-intentioned commitment, employees
can become frustrated to the point that passion for the HOW TO ENGAGE
mission and meaningful work are no longer enough to A strong sense of connection is critical to engage people
convince them to stay. Even volunteers can get fed-up in their work, as they want to be part of something
and burned out. special, something bigger than themselves. To engage
Just because a nonproft is committed to a special nonproft employees and volunteers, managers need to
cause doesn’t ensure it’s a great place to work. A connect them on three fundamental levels:
www.pmcusa.com • (262) 203-5440
continued on page 21
10 engagement strategies Vol.18 Issue 3
Sybil F. Stershic, President,
Quality Service Marketing SIMPLIFIED
❙ The hottest in-demand brands,
like Chefman, at distributor
How Engagement in Nonprofts direct pricing.
Is Different, Yet Similar ❙ Personalized, gift wrapped or
drop-shipped.
hen it comes to engagement, most nonprofts nonproft colleague described this situation at a former
have an advantage over for-profts in that employer: staff members were frequently given ❙ 24-hour order turnaround
Wthey can attract employees and volunteers conficting directives and insuffcient resources to
based on the organization’s mission. When you feel achieve stringent goals. Managers spent more time on
strongly about a mission – whether helping families and internal politics and favoritism than listening to staff on in-stock merchandise with
communities in need, rescuing animals, providing meals concerns. The resulting low morale and high turnover
for homebound seniors, or building playgrounds – it’s was explained to the Board as a nonproft sector norm.
easier to feel good about your work. This explains why The quality of any workplace depends on no minimums.
volunteers offer their services for free and nonproft the organizational culture and how its people are
employees accept compensation that’s typically less than treated. Employees and volunteers won’t stay with an
most corporate sector pay scales. organization where they aren’t respected and valued.
It also explains why people who work in nonprofts While it may seem easier for volunteers to leave than ❙ A fullfilment partner that
are generally more engaged than those employed in employees, it doesn’t make their exit any less painful.
for-profts. However, this advantage isn’t assured, as According to leadership consultant Sally Helgesen, makes doing business easy.
nonprofts aren’t immune to disengagement. “Volunteers work not for money, but because they want
to make a difference … they want to matter. Volunteers
MISSION MATTERS can, and will, quit the moment they feel undervalued.”
Mission anchors an organization and provides meaning High turnover and disengagement also negatively impact Chefman
and purpose to the people who work there. But while a nonproft’s brand by making it harder to appeal to
an inspiring charter may appeal to talented employees prospective volunteers, employees, donors and other My Barista
and volunteers, it isn’t enough to keep them engaged. community supporters. Coffee Brewer
Despite their well-intentioned commitment, employees
can become frustrated to the point that passion for the HOW TO ENGAGE
mission and meaningful work are no longer enough to A strong sense of connection is critical to engage people
convince them to stay. Even volunteers can get fed-up in their work, as they want to be part of something
and burned out. special, something bigger than themselves. To engage
Just because a nonproft is committed to a special nonproft employees and volunteers, managers need to
cause doesn’t ensure it’s a great place to work. A connect them on three fundamental levels:
www.pmcusa.com • (262) 203-5440
continued on page 21
10 engagement strategies Vol.18 Issue 3
