In this blog post for NonProfitPRO, Shaby T. Rosales presents the moderate (and even positive) side of turnover, a reality for many nonprofits today. Shaby T. Rosales is partner and chief human resources officer for Orr Group.
Turnover is often seen as evidence of a problematic organizational culture. If letters of resignation are swirling about, the assumption is something must be broken. The leadership must be doing something wrong. It’s time for a retreat, a consultant, a policy change, or some other intervention to fix the culture.
Turnover is usually regarded as a problem to be fixed, and the conventional response to a high turnover rate is a retention strategy. It makes sense — up to a point. Just as nonprofits should strive to retain supporters rather than going in search of new ones, doing what we can to keep high-performing team members engaged and satisfied is always a worthwhile investment.
In that replacing a staff member can be expensive, the conventional thinking is correct, but there’s a bigger picture to consider. Organizations that become proficient at adapting to change will always come out on top. Turnover will always be a factor, and it may be a growing aspect of the new normal, due to circumstances beyond our control. Here are five observations about turnover to consider before you implement that retention strategy.
Read more at: https://www.nonprofitpro.com/post/why-nonprofits-must-make-peace-with-turnover/
