Nonprofits, Leadership, and the Great Resignation

by Joan Garry

One reason employees leave is when they burn out and lose job satisfaction. Here are 7 ways to avoid burnout.

Last December over 4 million Americans quit their jobs. The Great Resignation (also known as the Big Quit) is here and it’s the real deal. And, as the third biggest driver of our economy — just behind retail and food service and before American manufacturing — the nonprofit sector is not immune to its effects.

So, what’s behind this ongoing trend? Well, there are tons of theories floating around.

Some are leaving roles in search of higher wages to keep up with the rising cost of living. Others are leaving roles that put them at a greater risk on contracting COVID-19. There are also people who are leaving roles in search of work that brings them a greater sense of meaning and purpose.

Whatever a person’s individual reasons are for joining the Great Resignation, there seems to be a common theme among those who are searching for more than what their previous roles could offer — a lack of job satisfaction.

Whether someone is working for a nonprofit or a for-profit organization, according to psychologist, Daniel Pink, there are three key factors that influence overall job satisfaction.

Click play on the video to learn what they are. I also share some advice on how to reduce employee turnover, keep your people close during the Great Resignation, and transform your organization into a workplace of choice.

Watch & learn:

  • How is the Great Resignation impacting the nonprofit sector?
  • What are the three biggest drivers of job satisfaction?
  • How can nonprofit leaders reduce turnover among those working for nonprofits?

Learn more about job satisfaction and employee retention in the nonprofit sector:

Want to learn from a growing community of nonprofit leaders and get exclusive access to content from a variety of experts? Click here to learn more about the Nonprofit Leadership Lab.

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