Much like the hospitality, manufacturing, retail, and construction industries right now, the social service nonprofit sector is facing a staffing shortage. Particularly for human services caregivers, the pay is low, the job is hard, and the coronavirus pandemic compounded an already strained situation.
Much like the hospitality, manufacturing, retail, and construction industries right now, the social service nonprofit sector is facing a staffing shortage. Particularly for human services caregivers, the pay is low, the job is hard, and the coronavirus pandemic compounded an already strained situation.
As WBJ Staff Writer Katherine Hamilton points out in her story “The human shortage” on page 6, these factors have left organizations like the Marlborough nonprofit Thrive Support & Advocacy hurting for workers. Nearly every business can relate in some fashion to this significant problem. The coronavirus pandemic has shifted employees’ priorities, finances, and schedules, and those toiling for lower wages under difficult conditions are rethinking where they want to rejoin the workforce.
The nonprofit industry is trying to innovate its way out of this problem, but it is already restricted in how much it can compensate its baseline workers, as the state agency providing reimbursement funding sets the pay rates. While nonprofits are lobbying for more money for salaries, the current situation robs the industry of the one quick fix employers can use to keep employees from walking out the door: offering more money. This solution, though, isn’t a long-term one, as an employee already thinking about leaving may only temporarily be satiated by increased salary.
Through innovation, though, the nonprofit sector has found keeping workers around isn’t some mysterious unbreakable code. The concept is rather simple, actually: Employees will stay in a job where they feel engaged and respected. Getting to that point isn’t so simple, as the shifting priorities can change the way people feel engaged and respected. Still, as the nonprofits in Hamilton’s story are doing, there are smart initiatives all industries can put to use. The promise of a promotion or even the more vague concept of career advancement helps keep people engaged with an organization, especially if the employer is offering training for the workers to level up their skills. Culture is important, too, as making sure people feel connected to the work they do, colleagues, and company goals enhances engagement.
The resurgence of the coronavirus pandemic in the last few weeks is creating renewed uncertainty for everyone, on top of what already has been a difficult 18 months. Making sure your team feels wanted and valued can help you avoid the worst of the labor headaches so many organizations are experiencing right now.
