People are the biggest asset to your nonprofit or social enterprise. Volunteers, employees, partners, customers, and donors all help build your organization, and supporting those people in growing personally and professionally will further extend your mission into your community. When you allow talent to prosper, it benefits you, them, and the world at large.

And because our world is undergoing rapid change, the workforce has become highly competitive, multi-generational, and international. Retaining a positive, well-rounded team is vital for your organization's success. Investing in your people and letting them know they are valuable team members is crucial for your longevity, even if they are dedicated yet unpaid volunteers.

But how do you do this? Keep reading for seven ways to foster team growth that will make your organization thrive.

7 Ways to Foster Team Growth That Will Make Your Organization Thrive

What Does It Mean to Grow People?

When you plant something, it must be nurtured, watered, and pruned. People respond well to similar methods. You’re bringing people into your organization to teach them about your mission so they can become the best advocates they can be. But no plant can grow without a little help!

And since good people are in short supply, one of the best ways to keep them motivated is by creating a happy work environment. Nonprofit and social enterprise leaders must keep their fingers on the pulse of their people. Hiring new staff is an investment of time, stress, and money, so it’s better to ensure your team is well taken care of and foster an environment of growth and contentment.

Give your team a sense of belonging in your organization. Water them by providing encouragement and fostering healthy workplace boundaries. Prune them by sharing lessons and educating them on your goals, expectations, and methods. Then watch them grow!

Happy team members will want to stay. Pew Research alludes to the great resignation of 2022 and explains why people are leaving their jobs. Since the impact of the pandemic, more and more people have realized they weren’t fulfilled and that life is too short to work in an unhappy environment.

To be clear, a less than desirable workplace often looks like little to no advancement opportunities, working long hours, and low pay, so take stock of what you offer from both your perspective and your team’s perspective.

People spend over 50% of their lives working—especially when the work is mission based. It can be extremely gratifying but also very exhausting at times. Why not make the workplace a happy, growing, advancing environment? When employees and volunteers know leaders are “for” them and want the best for them, it breeds loyalty to the leadership, the workplace, and the cause.

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Make Your People Feel Important

People are multi-gifted, and sometimes it takes giving someone a new task to reveal a new talent. Leaders make a huge mistake by trying to do everything themselves and only delegating small tasks to other team members.

You don’t have to do it all! Trust people by delegating the best tasks and not micro-managing. Allow your volunteers and employees to learn new things. Giving people important tasks makes them feel valued, trusted, and gives them autonomy. And it helps alleviate your workload, too. You no doubt want to grow your nonprofit or social enterprise, and it will take a diligent team to do so.

Also, take a look at your turnover rate. A high turnover rate is a sure indication that people are not happy. And those that stay will then find it difficult to establish connections and see their role as more than a job.

When a social impact organization is able to keep the right people, it enhances the culture, the brand, and therefore, the mission. A happy staff creates a happy organization which gives the organization a quality reputation and allows you to reach even more people.

How To Retain High-Quality Talent for Your Nonprofit or Social Enterprise

Value People
The whole organization must be involved in the process of valuing each other. Reward service by telling stories of the amazing work people have done. If encouragement isn’t your first instinct, work at it. Leave post-it notes on computers with nice messages, or put a small gift of snacks in a communal area at the beginning of a long day.
This can be done virtually, too! Send quick messages or emails of gratitude every now and then, encourage team members to share something fun about their evening/weekend at the beginning of meetings, or send e-gift cards to show appreciation.
Inspire your team with a story of accomplishment from a volunteer or staff member, and remember to give everyone a turn. Allow your leadership tone to highlight each person’s worth.
Understand Your People
Every person has unique motivations. Some are motivated by affirmation, others are inspired by feeling needed or providing for their family. As leaders, understanding each person's objectives, driving forces, anxieties, and potential roadblocks will earn a deep and mutual appreciation. When people feel understood, they are far more inclined to share their struggles.
Understand that everyone you work with has a life outside of work. Their job may be their calling, but it is also a means to be paid to support themselves or their family. Volunteer work may be something they’re passionate about, but they’re also taking time out of their likely busy schedule to do so.
Providing a balanced work-life environment in your organization is paramount. When people work for a calling, they become more driven, which can also wear them out. Mental health days are now a significant part of life and work, so take a look to see if this is something you can provide..
Cultivate Managers Who Understand People
People grow when you invest in them by cultivating strong leadership qualities. The development of everyone inside the organization should be a priority. Offer leadership programs and mentorship opportunities. These foster a culture of openness and transparency and enable your people to succeed.
Talking openly and regularly is a great first line of defense if you’re feeling an undercurrent of dissatisfaction.
Offer Enough Opportunities for Growth
At some point, people will have to retire. Invest in the younger people in your company to be competent fundraisers, salespeople, administrators, marketers, and talented people growers no matter their role. By the time the older staff are ready to pass on the baton, the younger generation will be prepared to take it.
Look out for people who make the best leaders early on. Teach them all they need to know to run the organization and trust them with challenging tasks that promote personal growth. Remember: Leaders also need a vacation!
There are plenty of resources you can offer your team members (and take advantage of yourself) that can help foster growth. Check out courses on LinkedIn Learning, Udemy, or Coursera to start. You can search through hundreds of different courses and filter by subject, such as nonprofit management, social enterprise success tips, and leadership skills. Skye Learning also specializes in online courses and credentialing catered towards nonprofits, and nonprofitready.org offers more, too—and for free!
You may also want to consider developing a mentor program within your social impact organization. This can be a great way to connect C-suite leaders with junior staff so they can learn more from someone who has worked in your organization longer, is more familiar with your mission, and has a wealth of career experience to share.
Offering a continuing education program to your team is a great idea as well. Even if you don’t have much room in your budget, baking in a small amount for continued education can really motivate your team to continue developing their skills. This allows them to become more proficient in their role and more valuable to you!
Recognize Outstanding Work
People feel appreciated when their efforts are valued and recognized. Acknowledgment of employee or volunteer effort sparks discussions about building on their achievements and using their abilities for future tasks.
According to statistics by Deloitte, companies with very effective recognition programs experience just over a 30% decrease in voluntary turnover. Meaningful work maintains a high level of staff engagement.
Recognition is part of valuing your team members, but creating and implementing an official, formal recognition program takes it a step beyond just a note on a desk or an extra snack in the break room. You can outsource to a company like Motivosity or Rewardian to help you create a network for your team to recognize each other, and allow you to send cash rewards, spot bonuses, and personalized notes to individuals.
Your recognition program can also simply be what you make it. Providing raises and promotions where due, offering semi-regular perks such as free lunches, product discounts, or reimbursements, and hosting team building trips, conferences, and outings can all fall into this category.
Recognition is important for morale. It leads to more engaged teams, happier workplaces, and higher productivity. So make sure your employees, volunteers, donors, and partners know you recognize their hard work!
Encourage Teamwork and Connection
Outstanding managers create collaborative teams. People who experience working in a connected team environment are less inclined to explore other job possibilities. Volunteers who connect with other volunteers and feel appreciated are more likely to continue advocating for your organization and attract others.
A happy work environment is also creative, where people are not afraid to put forward ideas. And an atmosphere that encourages critical thinking will add to an organization's problem-solving identity.
Encourage teamwork, cooperation, and decision-making. Develop a reputation for dealing with problems swiftly and effectively without judgment. Create a light environment where people are playful and laugh often, even when you are advocating for a serious cause. Not only does it decrease stress, but it fosters connection with each other.
Build Organization Resilience
In an ever-changing world, change is here to stay, and the only way to succeed is to accept it. According to the World Economic Forum, organizations that build resilience in the face of change are the most successful. A change management plan can guide and support your team through any rough waters and ensure a smooth transition.
Leaders must build resilience within their teams by making the purpose of what they do clear and keeping open communication. When something happens, clearly define and explain it to your people. Determine what the effects are and communicate them, and then provide training and support to help your team adjust and adapt.
Leaders must have the ability to move quickly and easily in the face of change. Encourage your teams to take ownership and create an environment of open communication and you’re well on your way to honing that ability.

You work hard to spread your mission, and part of that work is creating a team of people to help you do it. Fostering a healthy environment that encourages growth allows your volunteers and employees to thrive and motivates them to keep your social impact organization moving forward.
When it comes down to it: The best way to keep great people is to want the best for them. Retaining people who believe in what you do and what they do creates longevity for your nonprofit or social enterprise. Purpose keeps the vision alive, so make sure your team knows that purpose and feels appreciated and empowered to let it shine.

Segba Eseoghene Keva Laya is a content writer with extensive experience in the field and with her own blog. In the future, she hopes to become a life coach and continue sharing ideas on her own website. She holds a Bachelor of Arts in History and International Studies from the University of Uyo.