Nonprofit Career Trends: Implications for 2013 and Beyond
Upcoming SlideShare
Loading in...5
×
 

Nonprofit Career Trends: Implications for 2013 and Beyond

on

  • 1,062 views

Tara Kirkland, Director of Consulting, and Tara Levy, Senior Consultant, Greenlights for Nonprofit Success

Tara Kirkland, Director of Consulting, and Tara Levy, Senior Consultant, Greenlights for Nonprofit Success

Statistics

Views

Total Views
1,062
Views on SlideShare
1,062
Embed Views
0

Actions

Likes
0
Downloads
15
Comments
0

0 Embeds 0

No embeds

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

CC Attribution-NonCommercial LicenseCC Attribution-NonCommercial License

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment
  • 10:05 TK beginsIntroduce us, Greenlights, context of career trends in Greenlights’ activities
  • Two consultants with the same names talking about workplace structure…
  • Quick overview- Plenty of time for Q & A /Discussion throughout
  • Who’s in the room?Nonprofit employeesNonprofit managersExecutive DirectorsNonprofit board membersPeople who make hiring decisionsStudentsPeople considering entering the nonprofit workplace…There is something here for each of you here. Noticed many of you raising your hands more than once: You’ll be able to wear all those hats in the next 2 hours.Info presented with both organizational and individual lenses.
  • 10:15 Turn it over to T now to “get her geek on” and talk about the data!
  • Mention resources handout
  • ASK: Is anyone in the room currently in a position that was newly created? what is it?
  • 10:20Behind (in front of, under, above) our 5 Career Trends is a large driving force of generational changeAs we did our survey and did this scan of other surveys and studies on career trends, one thing came up over and over, and that was generational transitions.
  • TEO: cute, but maybe a little cheesy? In general, I’m a fan of pictures, but I find the pics on the next several slides a bit distracting. There’s just a lot going on! Consider doing just one per slide?Generational transitions is pretty much the elephant in the room for any career trends conversation.We are all probably aware that generational differences (in attitudes, expectations, behaviors) in the workplace exist, and can affect so many things—recruitment, retention, change management, productivity, employee commitment and engagement.The trends we’re going to talk about next are particularly being driven by folks who are younger, Gen X but particularly the much larger cohort known as the Millennials, who by 2020 are estimated to be about half of the workforce!Going to define Generations currently in the workplace, talk quickly about the 5th that will be added by 2020, and get your feedbackCurrently 4 major generations (by 2020 will be 5 (Bureau of Labor Statistics Employment Projection)
  • Traditionalists(also know as Silent Generation (those born between 1925 – 1945), “Greatest Generation” (older members who are in their 80s – focusing here on those still in workforce over next 10 years or so, so younger members of this cohort) (“GIGeneration”) Born before 1946, all over 66 by 2012- Shaped by WWII; (those who are still going to be in the workforce as children – not old enough to serve)- Loyalty, Dependability & sacrificeBy 2020, tail end will be 75 and some still in workforce!
  • Baby Boomer (1946 – 1964)“demographic bulge” in the python that remodeled society as went through each stage of development Shaped by TV (at home) “the computer” (in the workplace – a time when many had to walk to another room to use a computer – Mom’s “computress” storyEXAMPLE of reshaping as go through = (founders of Nonprofits; many more founded as a result! Many now thinking about retiring/moving in to new roles and nonprofits really feeling this)Competitive, work long hours – “whatever it takes” mentality
  • Generation X (1965 – 1979) (“baby busters” – not so many!)Came of age in 1980’s; Value self-reliance(“latchkey kids,”) independentResearch shows this generation has cared more about work/life balance than previous;Have tended to approach work more as “free agents”Shaped by MTV/Cable TV, AIDS, Gulf War, fall of Berlin Wall
  • TEO: I have no data to back this up, other than anecdotal, but… might be worth mentioning here the relatively high number of millenials that choose to do a “gap year” – year between HS and college to volunteer, spend time abroad, be more thoughtful about career path, do Americorps programs, etc.Millenials (Gen Y or GenNext)Roughly 1980 – 2000Value “immediacy”Tech-saavy (hyperconnected!), socially & environmentally conscious, community, tolerantShaped by Google, Facebook, 9/11By 2020, 46% of US workers will be Millenial-aged (Young Entrepreneur Council & Bureau of Labor!)- Not something that’s going away – will become more pronounced as younger workers enter
  • -Adding in the 5th generation – who will enter the workforce after college graduation – in 2020 (a taste of what is to come!)“a generation unplugged” – cell phones are how to connect with the worldLife lived online (iphone apps, social games, media savvy)
  • Note about demographics – did any of you go to the session on this?Hispanic trend – also important to note
  • 10:30MENTIONWORKSHEET HANDOUT
  • Choosing this as a career with related degreesBefore: people building sector from the ground, up.Now: Advanced degrees in this field, interns, emphasis of making this a career/workforce
  • 10:35
  • NPO workforce growing again!43% NPOs surveyed (2012 Nonprofit Employment Trends Surveys, Nonprofit HR Solutions) are adding staff (vs. 34% in 2010)Turnover is back.-Retirements and voluntary resignation is up as the economy improves – 13% see retirements this year (vs. only 1% last year) and 14% see voluntary resignations ahead (vs. 7% 2010)-In Central Texas, our survey found that almost 50% of our Executive Directors plan to leave their posts in 4 years or less (and almost 75% in 8 years or less)-80% of 26 – 35 year old in our GL survey (aka Millenials) indicate they anticipate staying in current job no more than 4 years-Predictions range from 4 – 8 career changes for typical member of this gen2. Most nonprofiteers under 55 have been in their current position for 2 years or less.Should we be focusing any services or messaging on career and job transitions?Is there any way that we can or should help with encouraging retention?Should we offer more orientation and exit templates or other resources?7. 48.9% of EDs will likely leave their organization in 4 years or less; 72.8% in 8 years or less.How can we better reach out to board leaders about this (and succession planning, IEDs, and ETM)?
  • Staff retention? What’s that?!?75% NPs nationally have no plan in placeAbout compensation, sure, but also:Good managersLearning opportunities Culture fitFlexibilityWhither the “Career Ladder?”50% of Non-EDs surveyed were unsatisfied with “opportunity for advancement” Key question: How can we retain and develop an increasingly mobile talent pool, even without competitive salaries and clear promotions opportunities?
  • 10:40Focus on evolution Grassroots Professionalized, structure, like business world  adapting to next stage: less hierarchy
  • TEO: slide 7 says 22% don’t want ED job, here we say 78%Shift away from hierarchy
  • 10:45
  • The digital workplace blurs boundaries.What do we mean by the Digital Workplace? “DW” = all the information we create, capture, replicate, disseminate via the web, social media toolsIndividuals generating the content, and increasingly expect access to the platforms they use in personal lives, while on the job- “the hyperconnected” (what matters is attitude, not age, though 60% under 35) = those always connected regardless of physical location (“their personal and business lives are blurring into a single, extended conversation” workplace 2020)but organizations responsible for managing privacy concerns at workHow do organizations make it easy for employees who increasingly expect connectivity to create/access “content” while securing accuracy and appropriateness & protecting organization’s reputation/brand?Social media expectationsWhat does this mean from an HR perspective, if there is an expectation that employees will respond to email/be connected after hours & without pay? 
  • “weisure” (vs. work/life balance)Boomers & Gen Xers tend to look for a work life/home life balance, while Millenials live in “weisure time,” where work and leisure are one and the same (2020 workplace)Blurred work & home boundaries. Millenials “networking by nature” – 48% say having a network of friends at work is very important for example (2008 & 2009 surveys of college graduates by “hidden brain drain task force”)Zappos’ managers dedicate 20% of their time to after-hours, non-work activities with their team to “build trust” to lead to faster decisionsDesire for workplace to address “life” issues.Younger generations place higher value on continuous skill development on the job, and even assistance with building better “life skills” (financial/investment literacy, learning a new language, health & wellness) 
  • Flexible worktime increasingly desired; not without pitfalls Flextime = policy for variable work schedule where staff get say in when will work, usually around a core period; Flexplace = policy around where work can be done Electing to work at “third places” – not work (1) or home (2)Surveys indicate this is an increasingly desirable benefit; younger workers in particular view this as a (not a panacea) – NYT Labor Day article about Flextime & child care as the 3rd rail of it/double standards for parents?
  • 10:50
  • Feeling good and doing good are paramountSatisfaction = sense of valueEntire sector focused on impact
  • TL10:55 Before we start discussing and brainstorming some recommended responses to these trends…What stands out to you?Are you experiencing any of this in your nonprofit setting?TK11:00 For the second half of our time together this morning, we are going to turn to what to do with all of this information to help you each respond and prepare for what’s coming next.
  • In general, our recommendations are based on the notion of “intentional leadership.”As a board member supervising an ED, ED supervising manager, or manager supervising others it is all too easy to focus on task at hand, crisis of the moment, next 30 days.As an individual nonprofit worker or someone seeking to break in to the nonprofit sector, it is also easy to react to the existing agenda, job descriptions, directions of others.If this workshop does nothing else, hope it encourages you to BE MORE INTENTIONAL ABOUT YOUR LEADERSHIP as an individual and an organizational leader!We have strategic plans, fund development, technology, marketing plans…how many of us have a multi-year intentional leadership development plan?There is a lot of change coming in the sector, and those who are prepared and intentional about charting a course through it are going to be much better positioned to weather those waves.Cultivate staff talents and leadershipDevelop a personal leadership planBe creative in solving the barriers to keeping talent on board (whether you are the manager or the talent!)Communicate expectations and goals
  • Worksheet: While we are sharing some ideas and recommendations, please keep track of any that are particularly relevant for you or your organization so that you can implement them on Monday!
  • 11:05Badgerdog: writing sabbaticalGoodwill: pay for classes tied to jobCASA: MSW scholarshipCIS: free supervision for licensure
  • 11:10WBCO: Bingo Binder
  • 11:15Rude Mechs: 5 co-producing artisitc directors
  • Ballet Austin: onsite childcareLivestrong: bike, gym, healthy kitchenCasa of Travis County has a great social media policy example available online: http://www.casatravis.org/images/uploads/volunteer/CASA_of_Travis_County_Online_Policies.pdf How can you build sense of community?Celebrating birthdays Group volunteering activitiesPTO policies (CIS gives employees their birthdays off), orgs like GL give the week b/t Christmas & New Year’s offUse a common sense approach to evaluate whether your organization might be ripe to establish formal flex policies for when and where work can occur“An effective work-life program is one where an employee gains flexibility while continuing to be responsive and accessible to colleagues and clients,”
  • 11:25Ex: time for staff to have a regular MOWAM route
  • 11:30You’ve gotten to take some notes on ideas we have shared. Now we’d love to give your brains some space to come up with other ideas that are right for you or your organization while this is all fresh in your heads.Take the next 4-5 minutes to think and add to the action plan.11:35 Ask people to share examples
  • By 11:45
  • Evaluations

Nonprofit Career Trends: Implications for 2013 and Beyond Nonprofit Career Trends: Implications for 2013 and Beyond Presentation Transcript

  • Nonprofit Career Trends:Implications for 2013 & Beyond Tara Kirkland & Tara Levy 2012 TEXAS NONPROFIT SUMMIT SEPTEMBER 21, 2012 All contents © Greenlights for Nonprofit Success G R E E N L I G H T S . O R G
  • GREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012 2
  • SESSION AGENDA ▸ Data Overview ▸ Generational Transitions at Work ▸ Top 5 Trends in the Evolving Nonprofit Workplace ▸ Recommendations and Responses ▸ Action-PlanningGREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012
  • GREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012
  • Data Wonk G R E E N L I G H T S . O R G
  • RESEARCH: WHERE DOES THE DATA COME FROM? ▸ Greenlights surveys ▸ Young Nonprofit Professionals Network ▸ Nonprofit HR Solutions ▸ …and a lot of extra reading!GREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012 6
  • WHET YOUR DATA APPETITE ▸ Job creation:  43% increased their staff size in 2011 (34% in 2010)  43% plan to create new positions in 2012 ▸ Job transitions:  Most nonprofiteers under 55 have been in their current position for 2 years or less  25% estimate will stay in current position 1 year or less; 40% say 2-4 years ▸ Career commitment:  63% committed to career in the sector  Generally not interested in traditional professional leadership roles (ex: only 22% interested in ED role)GREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012 7
  • Generations:Gaps & Gripes G R E E N L I G H T S . O R G
  • Ask me about generational differences!GREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012 9
  • TRADITIONALISTS ▸ Born before 1946 ▸ Now, 66 and older  By 2020, youngest will be 75, some still in workforce! ▸ Shaped by WWII ▸ Loyalty, dependability, sacrifice ▸ Respect for authority (Photo: George C. Marshall Foundation)GREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012 10
  • BABY BOOMERS ▸ Born 1946 – 1964 ▸ Demographic ―bulge‖ ▸ Shaped by Cold War, TV (home) & ―the computer‖ (work) ▸ Nonprofit Founders ▸ Competitive, work long hoursGREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012 11
  • GENERATION X ▸ Born (1965 – 1979) ▸ ―Latchkey kids‖ self-reliant ▸ Shaped by: MTV, AIDS, Fall of Berlin Wall, the cell phone ▸ ―Baby Busters‖ who openly question authority (―cynical‖) ▸ Free agentsGREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012 12
  • MILLENNIALS (GEN Y) ▸ Born 1980 – 2000 ▸ Shaped by:  Google, Facebook, instant access to info  Major event: 9/11 ▸ Value ―immediacy,‖ community, tolerance ▸ ―Work as part of life‖ ▸ 46% workforce by 2020!GREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012 13
  • GENERATION 2020 ▸ First members enter Workforce post- college in 2020 ▸ ―a generation unplugged‖ ▸ Life lived onlineGREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012 14
  • GENERATIONS AT WORK What have YOU experienced?GREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012 15
  • #1 Compensation: More Important NOW than EVER G R E E N L I G H T S . O R G
  • PROFESSIONALIZING THE SECTOR ▸ Nonprofit jobs are now a career path.  More than 1/2 have advanced degrees ▸ Compensation is the biggest gap.  1/3 of our respondents are ―unsatisfied‖ with their salary more than any other aspect of their position and career  34% of organizations cited ―inability to pay competitively‖ as biggest challenge to staff retention  66% of new nonprofiteers have student loan debt (30% have $50,000+) ▸ “Compensation should be aspirational.”GREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012 17
  • KEY QUESTIONS ▸ How can organizations find and plan resources to make this significant additional investment in their staff? ▸ What kinds of compensation are valued by nonprofiteers, in addition to base salary? ▸ How can nonprofits promote and leverage the professionalization of the sector?GREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012 18
  • #2 COMPETING FOR TALENT: the Going Gets Tougher G R E E N L I G H T S . O R G
  • GROW, CHURN REPEAT ▸ Sector growing again: 43% of nonprofits are adding staff ▸ Retirement & resignations increasing sector wide across US  Central Texas EDs – almost 50% leaving post in 4 yrs or less ▸ Churn continues in Central Texas:  Most under 55 have been in current post 2 years or less  80% of Millennials say will stay in current job no more than 4 yearsGREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012 20
  • GOT TALENT? ▸ Staff retention? What’s that?!?  75% of nonprofits nationally have no plan in place ▸ Whither the ―Career Ladder?‖  50% of non-EDs surveyed were unsatisfied with ―opportunity for advancement‖ ▸ Key question: How can we retain and develop an increasingly mobile talent pool, even without competitive salaries and clear promotion opportunities?GREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012 21
  • GOT TALENT? “Personnel is a sucking bog… I spend a lot of time working with this person or this department or this team, and now it’s good, and then then get a new job. They’re like, “thanks for the training, bye!”Executive Director respondent, Daring to Lead 2011 SurveyGREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012 22
  • #3 Power to the People: More Democracy, Less Hierarchy G R E E N L I G H T S . O R G
  • THE FRENCH REVOLUTION, PART DEUX ▸ ―Flatter organizations incentivize collaboration, help leaders push each other to improve, and give new leaders a better chance to succeed in their new roles.‖ (YNPN)  Working in teams cited as the top motivator for millennials ▸ Increased focus on results, not titles  78% do not want the ED job  67% want to be a leaderGREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012 24
  • KEY QUESTIONS ▸ How can nonprofits evolve our leadership to be more team-driven and inclusive? ▸ What other elements of nonprofit structures can be adapted to distribute authority and promote participation? ▸ How can we incorporate staff strategically into idea generation and decision-making throughout the year?GREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012 25
  • #4 Blurring Personal/ Professional Boundaries G R E E N L I G H T S . O R G
  • BLURRING BOUNDARIES 1. The digital workplace blurs boundaries.  Individuals generate ―content‖ & expect access to platforms used personally • ―the hyperconnected‖  Organizations are responsible for managing privacy concerns  KEY QUESTION: How does a nonprofit make it easy for employees who expect connectivity while protecting brand, securing accuracy & appropriateness at the same time?GREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012 27
  • BLURRING BOUNDARIES 2. “Weisure” time – work and leisure are viewed as one and the same…  Millennials ―networked by nature‖  48% say friends at work = very important  Workplace should address life issues?  Younger workers want continuous skill development, for work to build better ―life skills‖GREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012 28
  • BLURRING BOUNDARIES 3. Flexible worktime – desired, yet delicate  Flextime & Flexplace  ―Third Places‖  Survey says: increasingly desirable  ―The third rail‖ of benefits? KEY QUESTION: How can nonprofits increase flexibility, but maintain fairness and make sure work gets done?GREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012 29
  • #5 First, do no harm. First, do good. G R E E N L I G H T S . O R G
  • ABOVE ALL THINGS, BE GOOD. ▸ Across generations, there is a commitment to making a difference  ―Although many young nonprofit professionals seem sector agnostic, they are just as mission-focused as ever.‖ (YNPN)  97% of full-time nonprofit leaders 55+ want to make a contribution to society even after leaving current position ▸ Doing good is top professional goal  85% want to make an impact  83% want to be involved in something important  80% want to feel good about their work  79% want to improve their communityGREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012 31
  • KEY QUESTIONS ▸ Can you connect all of your organization’s jobs to your organization’s mission? ▸ How can you cultivate your staff’s commitment to the success of your mission and cause, and to the success of the community as a whole?GREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012 32
  • Recommendations G R E E N L I G H T S . O R G
  • INTENTIONAL LEADERSHIP ▸ Who will chart the course?GREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012
  • ORGANIZATIONS INDIVIDUALSGREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012 35
  • COMPENSATION AND BENEFITS Organizations Individuals ▸ Budget for COLA and ▸ Make the case early merit raises, as well ▸ Ask before budget as bonus rewards cycle process begins ▸ Implement creative, ▸ Add value—and keep mission-driven track of it! incentives ▸ Recognize that compensation goes beyond salary ▸ Tuition reimbursementGREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012 36 36
  • TALENT MANAGEMENT Organizations Individuals▸ Regularly evaluate ▸ Set 1, 3, 5 year career performance; ensure goals & chart a course ―stars‖ are rewarded to get there meaningfully  Open to innovative proposals ▸ Find mentors (in & like ―side hustles‖ outside your org)▸ Prioritize leadership ▸ Seek out professional development (needs now, development (current next 3 – 5 years) job & next rung up!)▸ Creative ways to add ▸ Prove you can handle a ―rungs‖ to career ladder? promotion through ―above & beyond‖▸ Be prepared: succession performance planning for inevitable departuresGREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012 37 37
  • MORE DEMOCRATIC AND FLAT Organizations Individuals ▸ Regular, clear ▸ Regular, clear communication communication ▸ Build a culture that ▸ Champion new ideas supports staff and practices development and ▸ ―It’s up to you as the team building employee to create ▸ ―Treat staff as a key the job you want, to stakeholder.‖ (YNPN) identify what the ▸ Revise org chart and company is missing, consider alternative and what the models company needs, and be that.‖ (Forbes)GREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012 38 38
  • BOUNDARY BLURRING Organizations Individuals ▸ Clear social media ▸ Over-communicate to guidelines to clarify make sure you expectations understand workplace ▸ Can org culture, policies allow for more expectations connectedness, ▸ Champion new ideas flexibility? and practices that ▸ Effective flextime create community programs must be fair, performance-based ▸ Model accountability, ▸ Can your org become a ―mission first‖ attitude resource for ―life‖  Track performance issues?GREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012 39 39
  • MISSION-DRIVEN GOODNESS Organizations Individuals ▸ Connect job ▸ Again, consistent, descriptions and clear communication evaluations to impact to demonstrate accountability and ▸ Support and promote expectations employee involvement ▸ Find clarity about in the community as what gives you whole satisfaction and meaning ▸ Ask good questions during interview processGREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012 40 40
  • Action Planning G R E E N L I G H T S . O R G
  • QUESTIONS? DISCUSSION?GREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012 42
  • KEEP THE CONVERSATION GOING! ▸ Go to http://501comm unity.org/TXNS ▸ Find this session and subscribe ▸ Ask us questions, comment on the session, and share your own ideas on career trendsGREENLIGHTS.ORG TEXAS NONPROFIT SUMMIT - 2012 43
  • Thank You! G R E E N L I G H T S . O R G