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Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
Winning Fundraising Team Daryl Upsall
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Winning Fundraising Team Daryl Upsall

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  • 1. How to Build and Maintain a Winning Fundraising Team and Develop Key Skills Daryl Upsall National Conference for Fundraising in Ireland 1 26 March 2009
  • 2. Speaker Background – Daryl Upsall • 25 years working in NGOs • Worked in fundraising, campaigning and communication in 40+ countries • Headed Greenpeace global fundraising for 8 years and responsible for raising more than $1 billion for Greenpeace • Director of 4 fundraising agencies in Spain (Telephone, Face to Face, Consulting, Corporate Fundraising) with over 300 staff • Clients are mainly international NGOs and Spanish charities and 80% of Spanish fundraising NGOs • Recruited and trained staff for NGOs in over 20 countries • Based in Madrid with clients in 12 countries and most of the international HQ of INGOs and UN agencies National Conference for Fundraising in Ireland 2 26 March 2009
  • 3. Daryl Upsall Consulting International SL Client List - International HQs • ActionAid International • MORI • Age Concern International • MSF Access to Medicines Campaign • Blackbaud • MarViva • CARE International • Oak Foundation • Charles Darwin Foundation • Pew Environment Group • Christian Aid • Red Cross (IFRC) • Christian Blind Mission • Save the Children International Alliance • Christian Children's Fund • Social Accountability International • Club de Madrid • SOS Kinderdorf International • Concern Worldwide • The Antarctica Project • Covenant House/Casa Allianza • The Brooke • Deaf Child Worldwide • The Climate Group • Drugs for Neglected Diseases Initiative (DNDi) • The Global Fund • European Critical Care Foundation • UN – Food and Agriculture Organisation • Foundation Theodora • UNESCO • DARA Foundation • UNHCR • Global Reporting Initiative • UNICEF • Greenpeace International • United Bible Society • Habitat for Humanity International • World Association of Girl Guides and Girl Scouts • HelpAge International • WSPA • International Deaf Children's Society • World Villages for Children • International Institute for Strategic Studies • WWF International • Merlin National Conference for Fundraising in Ireland 3 26 March 2009
  • 4. In this session • International market research on salaries and staff motivations • Key considerations when recruiting staff • Importance of the right level of compensation • Suggested best practice in recruitment process • How to hold onto great fundraising staff National Conference for Fundraising in Ireland 4 26 March 2009
  • 5. Straw Poll 1. Why did you join the sector? 2. How long have you been in your current post? 3. Who is really happy and fulfilled in their current role? 4. Is everyone happy with their salary and benefits? 5. Who is searching for new staff? 6. Anyone looking for a change? National Conference for Fundraising in Ireland 5 26 March 2009
  • 6. What qualities do you think are essential for being a top fundraiser? National Conference for Fundraising in Ireland 6 26 March 2009
  • 7. Optimism Optimismo National Conference for Fundraising in Ireland 7 26 March 2009
  • 8. Vision Visión National Conference for Fundraising in Ireland 8 26 March 2009
  • 9. Passion Pasión National Conference for Fundraising in Ireland 9 26 March 2009
  • 10. Innovation Innovación National Conference for Fundraising in Ireland 10 26 March 2009
  • 11. Combination + Combinación National Conference for Fundraising in Ireland 11 26 March 2009
  • 12. Humour Humor National Conference for Fundraising in Ireland 12 26 March 2009
  • 13. Why do we join the non-profit sector? National Conference for Fundraising in Ireland 13 26 March 2009
  • 14. Market Research Data from UK, Canada/USA, International National Conference for Fundraising in Ireland 14 26 March 2009
  • 15. AFP Compensation Study Why join the sector? Majority of respondents said it was: 1. to find more challenge or scope (37%) 2. it provided an opportunity to do more meaningful work (22%) National Conference for Fundraising in Ireland 15 26 March 2009
  • 16. UK - Fundraisers without a cause? • 96% of respondents said they joined the charity sector to do more meaningful work • little preference expressed for a specific cause National Conference for Fundraising in Ireland 16 26 March 2009
  • 17. UK - Why take up current post? 1. 51% because it offered more responsibility and a more interesting brief. 2. 42% joined their organisation because of its reputation 3. 34% moved to acquire a higher salary National Conference for Fundraising in Ireland 17 26 March 2009
  • 18. International Fundraising Congress Delegates Survey Conference attended by fundraisers from 65 countries Sample 137 – 20% response rate 46% Fundraising 33% Communications 34% in post under 1 year 29% with organisation under 1 year 31% with organisation over 4 years National Conference for Fundraising in Ireland 18 26 March 2009
  • 19. IFC - Why in current post? 1. More interesting (32%) 2. More responsibility (30%) 3. Values (26%) 4. Location (19%) National Conference for Fundraising in Ireland 19 26 March 2009
  • 20. Why Scottish Fundraisers join sector What was your reason for moving into the not for profit sector? Reason Number of respondents Make a difference/commitment to cause 23 Had been a volunteer 5 The job/pay/conditions were attractive 15 Fell into it 5 Change of focus 10 Wanted to be a fundraiser 5 Career development 9 Job satisfaction 7 Variety 2 1st Scottish Salary Survey 2008 National Conference for Fundraising in Ireland 20 26 March 2009
  • 21. So where do fundraisers come from? National Conference for Fundraising in Ireland 21 26 March 2009
  • 22. Where do fundraisers come from in the UK and Ireland? • 49% stated that their previous post was in the commercial sector (UK) • 13% were in the public sector before they took their previous post (UK) National Conference for Fundraising in Ireland 22 26 March 2009
  • 23. Where do fundraisers come from in the UK? • In post for an average of three years. • 69% had come to this post via the voluntary sector. • 19% per cent had come from the private sector • 10% cent from the public sector. • 18% had previously held a different director level job – be it within fundraising or a different area. • 46.5 per cent% entering the role of director of fundraising had been a promotion from a previous role as manager or head of department. National Conference for Fundraising in Ireland 23 26 March 2009
  • 24. Canada - Where do fundraisers come from? 1. Public relations/marketing (23.5%) 2. Business (20.1%) 3. School/student (15.5 %) National Conference for Fundraising in Ireland 24 26 March 2009
  • 25. Where Scottish fundraisers come from What did you do prior to working in the sector? Occupation Number of respondents HR 2 Forces 1 Commerce (SME) 5 Management 6 Administration 6 Financial Sector 3 1st Scottish Salary Survey 2008 Consultancy 3 Sales/Marketing/Advertising 24 Science and Technology 4 Civil Service 6 Education 2 Nursing 2 Hospitality 3 National Conference for Fundraising in Ireland 25 Straight from study 15 26 March 2009
  • 26. Key Challenges in Recruiting Top Fundraising Staff Today National Conference for Fundraising in Ireland 26 26 March 2009
  • 27. Key Challenges in Recruiting Fundraising Staff Today • Global shortage of successful experienced fundraisers • More competition from new NGOs and INGOs entering markets • Increased focus on work/life/family balance reducing mobility National Conference for Fundraising in Ireland 27 26 March 2009
  • 28. Key Challenges in Recruiting Fundraising Staff Today • Costs of relocating staff increasing • Reluctance to relocate do due major intenational city housing costs • Larger charities and especially INGOs and UN agencies willing to pay for the best staff...leaving others behind National Conference for Fundraising in Ireland 28 26 March 2009
  • 29. Challenges in Recruiting Fundraising Staff • Culture, arts and higher education in separate fundraising ghettos from main charity fundraising sector • Little movement of staff between arts, culture and higher education and vitually none with the charity sector • Big gap between experience of senior staff and next level • Market oversupply of direct marketing trained fundraisers as the tool declines National Conference for Fundraising in Ireland 29 26 March 2009
  • 30. Key shortages in fundraising staff • Major donor/capital campaign fundraisers at all levels • Senior experienced consultants with proven track record especially in major gifts • Development Directors with international track record • Higher education and cultural sector senior fundraisers in Europe National Conference for Fundraising in Ireland 30 26 March 2009
  • 31. What about the money? ...I mean salaries! National Conference for Fundraising in Ireland 31 26 March 2009
  • 32. Salary Levels • Do you know what the market is paying? • Are your salaries competitive enough to get the right staff ? • Can you offer a bonus or other incentives such as training, international work experience? • What are you doing to make a job in your organisation especially attractive • Have you looked for corporate seconded staff (esp. in a economic crisis) National Conference for Fundraising in Ireland 32 26 March 2009
  • 33. So what are fundraisers earning? National Conference for Fundraising in Ireland 33 26 March 2009
  • 34. Median Salary by Years Experience - Job: Program Coordinator, Non-Profit Organization (Ireland) National Conference for Fundraising in Ireland 34 26 March 2009
  • 35. Median Salary by City - Job: Program Coordinator, Non-Profit Organization (Ireland) National Conference for Fundraising in Ireland 35 26 March 2009
  • 36. Salaries in Irish Non-profit Sector • The first survey of pay and benefits in Ireland’s community, voluntary and charitable organisations reveals a picture of a growing third sector with a high demand for professional skills. • • Over 300 organisations participated in a survey commissioned by The Wheel National Conference for Fundraising in Ireland 36 26 March 2009
  • 37. High demand for skilled professionals in charity organisations in Ireland • Ireland’s community, voluntary and charitable organisations currently employ over 40,000 full-time and 23,000 part-time staff, • Volunteers provide equivalent of a further 31,000 staff. • Sector contributes more than €2.5 billion to the economy (8.4% of GDP) • Employs 8.8% of the work force. • 82% of the workers surveyed were female • 85% part-time workers. • 50% employees covered worked in the health sector • 30% in the survey are involved in development (including overseas development) and housing activities. National Conference for Fundraising in Ireland 37 26 March 2009
  • 38. High demand for skilled professionals in charity organisations in Ireland • 23% of the organisations have experienced recruitment difficulties over the past 12 months. • Main reasons stated are that they could not find the right people, or could not find the right skills. • quot;The research also suggests that there is strong competition to recruit and retain staff not just within the non-profit sector but also with the commercial sector. sectors of the economy,” said Deirdre Garvey, CEO of The Wheel.” National Conference for Fundraising in Ireland 38 26 March 2009
  • 39. Scottish Salary Survey 2008 What Scottish Fundraisers earn compared to other parts of the UK Occupation Scottish Salary UK (outside London) level Director of Fundraising £56,500 £54,000 Deputy Director of Fundraising £42,500 £40,110 Head of Fundraising £38,850 £39,480 Fundraising Manager £32,200 £35,441 Major Gift Fundraiser £29,800 £31,000 Corporate Fundraiser £29,200 £33,261 Alumni Fundraiser £27,500 £28,000 Regional/Community Fundraiser £27,100 £28,566 Events Fundraiser £26,500 £28,000 Trust Fundraiser £26,400 £26,700 Donor Development Fundraiser £24,100 £26,483 Fundraising Officer £24,000 £25,746 Fundraising Administrator £19,200 £20,180 National Conference for Fundraising in Ireland 39 26 March 2009
  • 40. Scottish Salary Survey 2008 Do you think your salary is competitive in comparison to other people doing similar work in the sector? Answer % of survey respondents Yes 57.1% No 20.2% Don’t know 19.0% National Conference for Fundraising in Ireland 40 26 March 2009
  • 41. UK survey shows charity chief executive salaries are bucking the recession • UK charity chief executives are now earning a median salary of nearly £60,000 • Over 8% more than in 2007 • Salaries for those heading the UK's largest charities remain firmly over the £100,000 mark Association of Chief Executives of Voluntary Organisations (ACEVO). 12 November 2008 National Conference for Fundraising in Ireland 41 26 March 2009
  • 42. UK growing gap in pay between women and men in CEO positions • ACEVO 2008 Pay Survey shows that the median salary for female charity CEOs is £11,000 lower than the equivalent for their male counterparts. • The gap appears to be widening, with salaries for men rising faster than for women. • With the exception of women employed in organisations with an income of £150,000 - £250,000, the salaries of men in all organisation income bands are higher, • Women less likely to hold chief executive positions in larger charities. Association of Chief Executives of Voluntary Organisations (ACEVO). 12 November 2008 National Conference for Fundraising in Ireland 42 26 March 2009
  • 43. The Professional Fundraising Directors of Fundraising survey - July 2008 • 127 respondents were directors of fundraising for a wide variety of charity organisations, universities, schools and arts and cultural organisations. • The overall income of the organisations responding was £2.3bn, of which the respondents had raised £725m. • The average salary bracket was between £40,000 and £50,000 • For every £1 they earned, they raised about £130. National Conference for Fundraising in Ireland 43 26 March 2009
  • 44. Size Matters Charity Pulse - July 2008 Size Annual income less than £1m Micro between £1m and 4.9m Small between £5m and £19.9m Medium between £20m and £99.9m Large over £100m Super National Conference for Fundraising in Ireland 44 26 March 2009
  • 45. Size Matters Charity Pulse - July 2008 National Conference for Fundraising in Ireland 45 26 March 2009
  • 46. UK –Salary and Benefits... ...what´s expected • Market rate salary 95% • Holidays 85% • Flexible hours 80% • Pension 76% National Conference for Fundraising in Ireland 46 26 March 2009
  • 47. UK - Good Cause versus the Good Life? • 50% suggested more holidays, a sabbatical after 5 years • more flexible hours and working less days per week National Conference for Fundraising in Ireland 47 26 March 2009
  • 48. IFC High Achievers? How would they like to be rewarded? Bonus 22% More base pay 32% “Thank you” 32% National Conference for Fundraising in Ireland 48 26 March 2009
  • 49. How to recruit great staff National Conference for Fundraising in Ireland 49 26 March 2009
  • 50. Organizational readiness • Is your human resources department up to the job? • Are your internal documents up to date such e.g. job descriptions, organigram, key vision and strategy papers? • Do you have a recruitment panel with the right skills and dates blocked for the process? • Do you have internal recruitment procedures that need to be followed? • Have you surveyed the marketplace relating to the post? • Do you need external help from a headhunting agency? National Conference for Fundraising in Ireland 50 26 March 2009
  • 51. Internal stakeholders and decision makers • Who is involved in deciding to create or replace a post? Does the Board need to be involved? • Is there a union or works council role? • Are there gender/race priorities to be met? • Is the budget for the hire costs and salary/benefits approved? • What about the team they are to manage? • Who makes the final decision? Is here or at the national/international HQ? National Conference for Fundraising in Ireland 51 26 March 2009
  • 52. Job Design First questions: 1. Why is the job or role being set up? 2. What is it intended to achieve? 3. How does it contribute to the organisations goals? National Conference for Fundraising in Ireland 52 26 March 2009
  • 53. Job reality check • It makes sense • Has a purpose and makes a clear contribution to the organisation • Requires complementary skills so can be done by a flawed human being • Gives scope for growth and skill enhancement • Will give holder satisfaction and a sense of achievement National Conference for Fundraising in Ireland 53 26 March 2009
  • 54. Considerations in Salary Setting • Non-profit sector salaries within the country (or within international) and market supply and demand • Sector within non profit e.g. health, advocacy, overseas development, education • Location of post (e.g. in capital city or depressed rural area, length of commute) • Size of organisation (staff and income) • Size of challenge – expectation of staff National Conference for Fundraising in Ireland 54 26 March 2009
  • 55. Salaries, benefits and contracts • Salary meets the market expectation for the post • Number of years experience in fundraising required • In line with internal salary structures or an agreement to go outside them • Are your employment contracts and salary/benefits, relocation package etc up to date? National Conference for Fundraising in Ireland 55 26 March 2009
  • 56. Considerations in Salary Setting • Reputation/status of organisation • Other perceived benefits (e.g. international travel opportunities) • Internal culture & stakeholder roadblocks (from staff, management, Board, members, clients , funders) • Expectation of post-holder to make a big life change (eg change country/move family) • Public relations and communications impact of being seen to pay “excessive salaries” National Conference for Fundraising in Ireland 56 26 March 2009
  • 57. The value and reward of training ‘An investment in knowledge always pays the best interest.’ Benjamin Franklin National Conference for Fundraising in Ireland 57 26 March 2009
  • 58. Recruitment Methods • Internal Promotion • Internal Announcement • Press Advertising • Internet – recruitment sites/NGO sites • Email – recruitment/list serves/viral marketing • Networking • Headhunting National Conference for Fundraising in Ireland 58 26 March 2009
  • 59. Reduce the volume - increase the quality • ONLY accept applications via email • Many non-profits are proud that they receive 200-300 applicants….not! it’s a sign of failure • A well focused search using some or all of the tools should generate no more that 20 “real candidates” • From this you should find 6 for full interview and testing National Conference for Fundraising in Ireland 59 26 March 2009
  • 60. Decision making criteria at each stage • Always work from an agreed job description and person specification • Be clear at all times that successful candidates MUST meet the criteria • Use scoring system with points and make sure all the panel use it in short-listing and interviews National Conference for Fundraising in Ireland 60 26 March 2009
  • 61. Longlisting • Create a matrix • Work via email with the longlisting panel • Only include those that that meet ALL the essential criteria • Try to rank order them using a matrix National Conference for Fundraising in Ireland 61 26 March 2009
  • 62. Shortlisting • Interview EVERY candidate on the long-list in person or to save resources by phone. • Verify the seriousness of their application • Make sure that there are no personal, legal or family problems with moving/relocating • Verify their claims regarding previous career • Find out what their concerns are National Conference for Fundraising in Ireland 62 26 March 2009
  • 63. Interviews – Different Types • One to one • Panel interviews • Structured interviews • Competency based interviews • Focused interviews • Behavioural event interviews • Situational interviews • Informal interviews • Final interviews National Conference for Fundraising in Ireland 63 26 March 2009
  • 64. “The interview”, tests, presentations… Final Interview – Tests and Presentations • In tray exercise • Group role play • Presentation on organisation related theme • Decide on use of PowerPoint or not • Psychometric tests National Conference for Fundraising in Ireland 64 26 March 2009
  • 65. To test or not to test • Psychometric tests – useful if complex relationships, change or conflict are involved • In tray exercises – good for time management • 10 mins presentation – good for measuring communication and some strategic skills National Conference for Fundraising in Ireland 65 26 March 2009
  • 66. Background Refences – Why take them? • To make sure that you are making the right hire • To verify interview claims • To check out potential areas of weakness National Conference for Fundraising in Ireland 66 26 March 2009
  • 67. Follow up • Be sure to make sure the candidate (and panel) know the post interview decision making process and timetable • Make decision with panel on time • Inform the unsuccessful candidates and let them have some feedback • Take up formal references National Conference for Fundraising in Ireland 67 26 March 2009
  • 68. Follow up and the offer • Make formal offer –subject to contract • Clarify all outstanding issues before signing formal contract • Inform staff, key stakeholders and where appropriate agree media strategy with candidate to announce the appointment National Conference for Fundraising in Ireland 68 26 March 2009
  • 69. Motivating and Keeping Your Staff National Conference for Fundraising in Ireland 69 26 March 2009
  • 70. These INGOs are looking for the best staff In Ireland too! National Conference for Fundraising in Ireland 70 26 March 2009
  • 71. Once you’ve got brilliant staff – keep them! • Involve them in all aspects of the organisation • Let them know how they are doing • Offer training/development • Play to strengths National Conference for Fundraising in Ireland 71 26 March 2009
  • 72. Induction and training • Arrange a full induction across the organisation esp. in the program area • Make sure that there are key criteria for the probation period and these are followed through on • Develop a training program tailored to their and your needs • Ensure that they have a clear annual review and performance assessment program in place National Conference for Fundraising in Ireland 72 26 March 2009
  • 73. International Fundraising Congress - Why Fundraisers Leave Their Jobs? First choice: More challenge 45% Second choice: More pay 30% Third choice: Bad management 23% Fourth choice: No training 24% National Conference for Fundraising in Ireland 73 26 March 2009
  • 74. AFP Compensation Study – Reasons for leaving job • To earn a higher salary (37 % for U.S. and 39 % for Canada) • Frustration with the work environment (27 % for U.S. and 26% for Canada) • Greater opportunities for career advancement elsewhere (24% U.S. and 28% of Canada) National Conference for Fundraising in Ireland 74 26 March 2009
  • 75. Main causes of dissatisfaction for professional fundraisers • “Insufficient staff personnel in team” • “Leadership unappreciative of fundraising” • “Competition from other assigned duties” Sounds familiar in Ireland? Source: AFP Compensation Study 2006 Summary Highlights National Conference for Fundraising in Ireland 75 26 March 2009
  • 76. Size matters National Conference for Fundraising in Ireland 76 26 March 2009
  • 77. Charity Pulse annual voluntary sector-wide staff satisfaction survey • Small charities: with under 50 staff • Medium-sized charities: with 51 - 200 staff • Large charities: with over 201 staff With this new data to hand, where should charity leaders be focussing their attention to improve their staff satisfaction, motivation and retention? National Conference for Fundraising in Ireland 77 26 March 2009
  • 78. Charity Pulse annual voluntary sector-wide staff satisfaction survey The aim of the research is to build up a picture of working life in charities and help to raise the standard of people management in the sector. Survey asks charity workers questions about: • work/life balance • quality of internal communications in their organisation • effectiveness of their management • their views on development, reward and loyalty • over 1000 charity people taking part, representing 181 charities. • 2008 report focuses on the effect of a charity’s size on staff satisfaction National Conference for Fundraising in Ireland 78 26 March 2009
  • 79. Charity Pulse annual voluntary sector-wide staff satisfaction survey • People working for medium-sized charities responded more favourably to virtually every oneof the 42 questions we asked in the Charity Pulse survey. • Small can be beautiful, fleet of foot and full of passion - but poor systems and a lack of resources can increase workplace stress. • Medium sized charities are the best ones to work for. National Conference for Fundraising in Ireland 79 26 March 2009
  • 80. Charity Pulse annual voluntary sector-wide staff satisfaction survey • Large charities have the brand reputation to attract plenty of funding and the ability to recruit and reward the best staff. • But bureaucracy and the politics that can drive staff crazy • Medium-sized charities have the best of both worlds, combining good working relationships with effective policies and systems. National Conference for Fundraising in Ireland 80 26 March 2009
  • 81. Workload Small charity staff feel under the most pressure with their workload National Conference for Fundraising in Ireland 81 26 March 2009
  • 82. Work/life balance medium-sized charity workers still fared the best National Conference for Fundraising in Ireland 82 26 March 2009
  • 83. Work Flexibility Larger charities failing to offer the same levels of flexibility as small and medium ones National Conference for Fundraising in Ireland 83 26 March 2009
  • 84. Small charities – staff retention and motivation Small charities have the most pressure on resources, but also have the opportunity to capitalise on close and effective working relationships. Priorities for action: • Ensure that work objectives are not achieved at the expense of manager-staff relationships • Explore cost-effective ways to support staff training and development • Review the effectiveness of the senior management team (or equivalent) • Uncover any management or organisational issues are that are hastening staff departures National Conference for Fundraising in Ireland 84 26 March 2009
  • 85. Medium-sized charities Medium sized charities have the best of both worlds - the challenge is to maintain effective working practices as their organisations grow. Priorities for action: • Ensure that managers are rewarded for good people management • Establish - or reinforce - good internal communication systems • Monitor staff satisfaction to pick up any early signs of discontent National Conference for Fundraising in Ireland 85 26 March 2009
  • 86. Large charities Large charities have the most complex organisational issues, but also have more options for how they use their resources. Priorities for action: • Be open to new ideas on flexible working • Explore new ways of helping senior managers keep in touch with staff views and work • Review the effectiveness of the senior management team • Uncover any management or organisational issues are that are hastening staff departures National Conference for Fundraising in Ireland 86 26 March 2009
  • 87. Keeping good staff in a downturn – Institute of Directors (UK) Talk with your staff • People join organisations but leave managers, so the relationship between managers and staff is extremely important,“ • Make sure you speak regularly about each employee's workload and give constructive assistance, especially if they feel demotivated. • Staff are also likely to appreciate being invited to contribute towards plans to survive the downturn. • Have meetings where people can voice concerns or make suggestions • Communication is crucial. Unless you talk to your staff, you won't know what they think or want National Conference for Fundraising in Ireland 87 26 March 2009
  • 88. The value and reward of training ‘An investment in knowledge always pays the best interest.’ Benjamin Franklin National Conference for Fundraising in Ireland 88 26 March 2009
  • 89. Keeping good staff in a downturn – Institute of Directors (UK) Career development • A major reason people leave their jobs is to move into a more prestigious role elsewhere. • Offering ambitious people challenging, interesting roles with clear career development will increase the likelihood that they will stay. • quot;Involve people in different areas of the organisation and include them in key projects. • Whether people stay at an organisation is not always based on salary - variety and job satisfaction are equally important National Conference for Fundraising in Ireland 89 26 March 2009
  • 90. Training and Support is Key to Retaining Staff National Conference for Fundraising in Ireland 90 26 March 2009
  • 91. Professional development • Professional development opportunities are critical to staff motivation and retention • Charities are shown to be lacking is in internal support networks, with many respondents disagreeing that they have access to such networks than on any other question. • Few directors of fundraising had access to a mentor. • Charities would be advised to consider introducing a mentoring scheme to senior fundraising staff National Conference for Fundraising in Ireland 91 26 March 2009
  • 92. More Mentoring is needed National Conference for Fundraising in Ireland 92 26 March 2009
  • 93. Greater Networking National Conference for Fundraising in Ireland 93 26 March 2009
  • 94. Keeping good staff in a downturn – Institute of Directors (UK) A range of perks • Reward is critical, however. You may not be able to offer pay rises, but there are ways to give employees a reason to stay. • Flexible working arrangements can be a powerful incentive to stay, not least because it can save your employee travel costs. • But flexible working can also enable you to keep staff you might otherwise have to make redundant. • If you want to survive the recession and hang on to your best staff, you need to take their needs into account without compromising your organisations long-term financial health. National Conference for Fundraising in Ireland 94 26 March 2009
  • 95. Scottish Salary Survey 2008 What additional benefits are included in your salary package? Answer % of survey respondents Employer pension 30.8% Private health care 2.7% Dental care and/or eye tests 2.7% Life Insurance 5.0% Extra holiday in addition to the usual 20/25 days 12.9% Company car or car allowance 7.8% Cycle2Work scheme 4.1% National Conference for Fundraising in Ireland 95 26 March 2009
  • 96. Conclusion • People work best when they feel good about themselves • When they are enjoying their work, feeling motivated and appreciated. • They don’t work best when they feel stressed over-worked and over-looked. • Healthy people create healthy organisations National Conference for Fundraising in Ireland 96 26 March 2009
  • 97. Expert advice for your team “Create and maintain an environment where creativity and innovation can flourish, where inspiration and aspiration are normal and where excellence is recognised and rewarded.” Ken Burnett, International Fundraising Guru, and former International Chair of ActionAid International National Conference for Fundraising in Ireland 97 26 March 2009
  • 98. Thank you Any questions? National Conference for Fundraising in Ireland 98 26 March 2009
  • 99. Gracias National Conference for Fundraising in Ireland 99 26 March 2009
  • 100. Calle Caleruega 67 Piso 2 Madrid 28033 Spain Tel: +34 91 829 0772 Mob: +34 647 450 194 Fax: +34 91 302 0214 Email: daryl@darylupsall.com Web: www.darylupsall.com National Conference for Fundraising in Ireland 100 26 March 2009

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