Many industries continue to suffer labor shortages as employees reevaluate their work experiences. In what some are calling “the Great Resignation,” employees are leaving their jobs at historic rates to pursue better career opportunities. 

The past couple of years have completely shifted the corporate landscape, especially how people view their relationship with work. But the good news is that nonprofits have a competitive edge in restructuring the workplace, providing flexibility and work-life balance, and differentiating themselves amongst the talent pool, according to Jacqueline M. Tiso, founder and chief executive officer at JMT Consulting.

By leveraging these strengths and focusing on serving their team, they’ll create the momentum needed to ride out this great resignation and build a sustainable, competitive organization, according to Tiso. Here are the 10 reasons:

— Nonprofits employ interesting people. There is something to be said for working with people who have chosen to focus on a higher goal. Nonprofits often get to choose between the best and the brightest candidates and can afford to be picky about who they choose to employ.

— Unparalleled growth opportunities exist. Nonprofit employees typically wear many hats and are assigned to various projects at once. This can lead to faster career development and more varied job responsibilities for those looking to get ahead.

— Employees can gain new skill sets quickly. With fewer staff slots, nonprofits look to employees to multi-task, and multi-task big time. Because of that, nonprofits offer the opportunity for employees to learn new skills and gain experience in areas they have yet to tackle.

— The structures are often less hierarchical. Organizations might not have the highest pay scale, but they can offer direct access to leadership, close mentorship, professional networking, and other valuable benefits that support employees’ personal goals.

— The opportunity to change the world is around every corner. Whether it’s a natural disaster on the other side of the world or a small community coming together in support, many nonprofits have employed new thinking, technological advances and a more entrepreneurial approach to address any challenge.

— Nonprofits value the business skills possessed by people. The nonprofit sector is flooded with people who have worked in the for-profit sector and have decided that now is the time for a change. The lines between corporate and community are shrinking, and the values of both are rapidly being capitalized upon.

— They’re mission-driven. A sense of purpose is inherent in the work of nonprofit organizations. However, nonprofits must ensure their work is laser-focused on the mission, their vision is clear and universally shared, and that every employee feels their work directly impacts that mission.

— Nonprofits have highly relational cultures. Caring for the team can mean supporting them as both employees and as members of the larger community. Consider things like flexible work hours, hybrid workplaces, generous PTO with flexible structures, support for those caring for loved ones, and enhanced mental health and wellness benefits.

— There’s a sense of community. Both the mission-driven and relationship-centric facets of nonprofit organizations are cornerstones of wonderful workplace cultures. Nurture a culture that compels people to join your team and gives them a reason to stay.

— There’s low-hanging fruit when it comes to restructuring compensation. Now is the time to take a hard look at your compensation structure and apply your commitment to equitable pay. It is far more cost-effective to keep great talent than to pay the high costs of turnover or live with mediocrity.

There are many valuable components of working in the nonprofit sector, and there’s no time like now for organizations to hone in on those benefits and maximize their value to attract and retain great talent. For a deeper dive into this topic, access JMT’s white paper “How nonprofits can benefit from the Great Resignation of 2021.”