How to Make Nonprofit Management More Successful With Employees

by Miki Markovich, studioD
Managing a nonprofit is simplified when there is an atmosphere of open communication and the focus is on the mission.


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Successful nonprofit managers build an atmosphere of trust, allowing staff to feel empowered, valued and supported. Fulfilled employees are easier to manage and have overall higher job satisfaction. The reality is that the manager needs to actively set the tone for employee interactions and job success.

Be honest. Create an open forum of communication based on truth. Model this communication style, and voice workplace communication expectations.

Ensure employees view their work as worthwhile. Although leaders of nonprofits know how their hard work impacts the community and beyond, employees in more confined positions, such as accounting, might not recognize the broader scope of their work.

Express organization and workplace values. Discuss the mission of the organization. Is the staff there to provide resources for children to have clean water in third-world countries or to end disease? Focus on the positive aspects of the organization. Ask how these values transcend to the office staff.

Create a team charter or mission. Have a staff meeting to discuss overall team objectives and their importance. This is common within the realm of nonprofit and easily translates to positive staff energy.

Set goals for the nonprofit team. Ensure these goals are specific, measurable, attainable and realistic. When everyone on the team knows the goal and feels like an active member in evoking positive change, he will be more intrinsically motivated, therefore needing less direct supervisor motivation.

Ensure that employees feel they have a sense of control in their roles for achieving organizational goals. Empowering them may include the need for developing skills.

Educate staff on other team members' roles. This will not only help them understand how all the roles contribute to the outcome, but it will also lessen the manager's workload as staff members know who to approach for various needs.

Reward team members. Everyone should be encouraged to play the role of cheerleader. Recognize people for progress as well as goals met. This will raise moral and build confidence. A happy, confident team is a joy to manage.

Share leadership. Consider putting together committees and/or sharing the role of leader. By allowing employees from different backgrounds to lead, staff members may find fresh approaches to solving organization problems. The atmosphere of trust can also boost moral and solidify teams.

Catch people excelling. Congratulate them immediately. This will lead to more positive behavior.

Reward teamwork.

Redirect behavior toward the goal should employees lag in motivation and act in a way counterproductive for the organization.

References (2)

  • "High Five! The Magic of Working Together"; Ken Blanchard and Sheldon Bowles; 2001
  • "The One Minute Manager"; Ken Blanchard and Spencer Johnson; 2003

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