15 Ways To Motivate Nonprofit Teams When Salary Increases Aren't Possible

Because of the way nonprofits are funded, they often struggle to provide salary increases to their dedicated teams when the economy is sluggish.
Despite the financial constraints, it’s important for nonprofit leaders to find ways to keep their staff motivated and engaged.
Here, 15 Forbes Nonprofit Council members share their advice for inspiring and energizing your nonprofit team without pay raises. Read on for practical strategies to maintain morale and productivity in challenging economic times.
1. Offer Recognition And Transparency
Having team meetings with transparent conversations about budgets and projections is key. There is no need to get into granular details, but your teams should know that increases would happen if possible. This is also the time to be mindful of recognizing performance, as your staff need to know they are valued. Remember that people leave jobs mostly because of managers, not because of salary. – Tara Chalakani, Preferred Behavioral Health Group
2. Align Efforts With Employee Needs And Aspirations
Exploring employee needs and aspirations is always helpful to soften the blow of no salary increase. For example, allowing remote work on designated days or for certain periods can help alleviate transportation costs. You can also consider providing employees with opportunities to start pro bono projects in support of causes they care about. Such efforts make people feel seen and heard in the absence of a pay increase. – Archana Kotecha, The Remedy Project
3. Provide Ownership Opportunities
Provide staff members with opportunities to take ownership, galvanize others or receive public recognition for a job well done. When we respect each other and the achievements we each help bring to life, everyone has a seat at the table! – Randy Wong, Hawaii Youth Symphony
4. Identify The Right Mix Of Incentives
Regular executive-level discussions concerning employee motivation, morale and retention are vital for nonprofit effectiveness—even without salary increases. Leaders can pinpoint stressors and determine who needs to be recognized for achievements and activities to help employees feel valued. The aim is to identify the right mix of non-monetary incentives likely to improve the team’s job satisfaction. – Christopher Washington, Franklin University
5. Offer Support Professionally And Personally
What do your team members really need? More cash is usually helpful, but knowing they have your support for that next career or life milestone may be more valuable. – Jonathan Prosser, Compassion UK
6. Carve Out Professional Development Opportunities
We provide professional development opportunities to strengthen the skill sets and proficiencies of all team members. These may include in-house workshops on issues suggested by the team or individualized proficiency training on various technical platforms, ensuring that individual team members receive what they need to continue to grow professionally, at no cost to them. – Victoria Burkhart, The More Than Giving Company
7. Ask Employees Directly What Other Rewards They Would Like
Be transparent and open with staff. If an economic increase isn’t possible, let them know and let them help shape other ways you reward their dedication and effort. You might be surprised at what ideas they come up with that can have a greater impact than a 2% raise would. – Michael Bellavia, HelpGood
8. Set Up Advancement Opportunities
Provide a path for professional development and career advancement. Often, major corporations will invite nonprofit employees to sit in on their own professional development workshops. Many nonprofit employees will appreciate the investment in their future. – Laura MacDonald, Benefactor Group
9. Share Resources For Assistance In Times Of Need
When salary increases aren’t possible, provide resources of services that your agency or other agencies provide that can help during times of need. – Kimberly Lewis, Goodwill Industries of East Texas, Inc.
10. Focus On Boosting Morale
Explore creative ways to boost employee morale. This can include offering flexible time off, implementing work-from-home policies, providing self-care days and investing in professional and personal development. – Courtney Smith, Detroit Phoenix Center
11. Add Benefits And PTO
Benefits and time off are the easiest, less costly alternatives to salary increases. You can add an EAP plan, flex days, bonus days for performance and fun events, as well as close the office during the holidays with paid time off. Be transparent and ensure you are seeing and demonstrating that their value matters. You will be surprised at how many employees will say money isn’t the priority if they are valued. – Erin Davison, Big Brothers Big Sisters of Southwest Louisiana
12. Advance Roles And Job Descriptions
Give non-paid upgrades in roles and job descriptions so that the staff profile demonstrates career progression and that staff contributions are acknowledged and valued despite any economic difficulties being faced by the organization. The job may essentially remain the same in practice but documenting and upgrading them in non-monetary ways enables staff members to reflect this progress on their resume. – Ladi Stephen, Chemonics International
13. Offer Part-Time Work With The Same Pay
Adding the gender lens, employees, particularly women who provide 76.2% of all unpaid care globally, often face significant financial strains due to unpaid caregiving responsibilities. Offering part-time work with the same salary or endorsing new job opportunities can alleviate their financial and mental burdens while also fostering transparency, trust and loyalty to the mission of your organization. – Elpida Kokkota, Mexoxo
14. Highlight Employees’ Total Compensation
Offer a clear snapshot of the total compensation all employees receive, not just the salary. We can often lose sight of healthcare, retirement, professional development and even time off benefits. Providing every employee a summary of the total value of their package with everything factored in can be eye-opening, particularly if salaries can’t be raised. Even factoring in insurance and retirement matches provide a different perspective. – Patrick Riccards, Driving Force Institute
15. Let Your Team Know How You Plan To Prioritize Pay Increases
I am a firm believer that our people are our most valuable assets. I would take a deep dive into my finances to identify what other budget expenses could be postponed, reduced or eliminated to prioritize staff pay increases. Not being able to meet salary pressures in this marketplace not only impacts your staff but also threatens your organization’s long-term growth and its ability to stay competitive. – Kimberly Kindig, Candlelighters Childhood Cancer Foundation of Nevada
Source: Forbes
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