Executive professionals are a necessity for any organization, they provide leadership, are key decision makers and budget overseers. Non-profit executives deliver these skills through a charitable lens.
Hiring and Recruitment
Executives are not usually directly involved in the hiring process for most of the employees in an organization, their impact takes place before the interviews begin. Chief operating officers (COO) will provide analysis of the needed headcount for optimal performance, growth, and program development. In nonprofits, the COO possesses a deep understanding of the organization’s vision, which impacts employee hiring decisions and identifying the employee base needed to achieve organizational goals. This requires knowledge of the needed employee types and the ability to provide leadership and coaching to the managers tasked with direct hiring responsibilities. In nonprofits, the COO should also have knowledge of how to incorporate volunteers and interns into the operational needs.
Strategic Approach to Financial Stability
Nonprofits often have revenue considerations not experienced by for-profit organizations as they will have varying reliance on donations and charitable gifts. Chief marketing officers ( CMOs) in non-profits are tasked with increasing awareness of the organization to reach the identified client base and will also need to present the organization as a good choice for donations or a volunteer option. The CMO will also play an important role in fundraising campaigns, ensuring events are broadcast to the most viable audience.
The chief operating officer (CFO) is responsible for the organization’s financial planning and ensures wise spending to promote a healthy cash flow. There are some additional considerations for the CFO working for a nonprofit. They will ideally have knowledge of grants and ensure applicable federal, state, city, and local compliance, along with experience in projecting donation expectations.
Employee Retention Programs
Retaining high performing employees is imperative for all organizations; in nonprofits, the importance is often increased as staff turnover can negatively impact services. Developing effective working relationships between direct service professionals and clients requires time investment. Re-starting with a new service provider can interrupt a client’s progress and motivation to continue treatment. While it is impossible to retain all of an organization’s employees, it is possible to take action to prevent widespread workforce exits. This will include partnership between the COO and the HR director to identify factors contributing to workplace burnout, which can be high in employees in direct care roles. Programs can be implemented to decrease controllable burnout causes along with the development of employee appreciation programs. The CFO’s role may include ensuring the programs fit within the budget along with providing insight regarding the financial impact of employee turnover.
If your organization requires assistance with recruiting interim or permanent c-suite executives, please contact us.