The nonprofit sector is full of passion and pressure—passion for changing the world for the better and pressure to tackle complex issues with limited resources. Because of this duality, nonprofit employees are particularly vulnerable to burnout. In fact, half of the organizations surveyed by the National Council of Nonprofits reported workforce shortages due to burnout.

By staying vigilant for signs of burnout in your nonprofit, you can identify issues early and provide employees with the support they need to thrive. Then, as your organization grows and takes on new challenges, you will have a healthy, motivated team you can depend on.

In this blog, we’ll cover five tell-tale signs of workplace burnout and effective employee engagement strategies for addressing them.

1. They aren’t actively participating or taking initiative.

New ideas and perspectives allow your nonprofit to hone its strategies and improve how it meets community needs.

However, employees who feel burned out may fall silent in meetings and stop sharing their ideas. Whether they’re overwhelmed with their workload or emotionally drained from dealing with heavy social issues, these employees are no longer up for taking on new projects or responsibilities.

Next Steps

To reinspire employees and improve active participation, consider implementing these strategies:

  • Build a safe space for sharing ideas. Ask managers to practice active listening and acknowledge employees who share their thoughts, no matter how small. Organize dedicated brainstorming or mind-mapping sessions to give employees a chance to generate and communicate ideas in an open, judgment-free zone.
  • Open several methods of communication. Your employees have varying communication preferences. Some may enjoy speaking up during informal meetings, while others prefer sharing ideas through written methods. Leverage informal and formal communication channels such as instant messaging and virtual meetings to boost engagement. This can be especially helpful for organizations with remote employees.
  • Encourage two-way feedback. Invite employees to share their experiences in two-way conversations. It’s better to learn upfront that an employee feels overwhelmed by their workload than to have the issue go unaddressed and worsen over time.

2. They withdraw from their peers.

Fulfilling your nonprofit’s mission is a team effort. If employees feel disconnected or isolated from their peers, their productivity, willingness to collaborate, and job satisfaction may suffer. Employees who feel burned out may be too frustrated or exhausted to engage in work-focused or even informal conversations with colleagues.

Next Steps

When burned-out employees withdraw from their peers, they lose out on the essential support they need to thrive in their roles. Provide low-pressure ways for them to rekindle these social connections by:

  • Launching a mentorship or buddy program. Employees who feel overwhelmed or exhausted may benefit from one-on-one support from another team member. Provide opportunities for employees to pair up with a mentor or buddy who will meet with them regularly to chat about their experiences, challenges, and career aspirations.
  • Encouraging employees to volunteer for other causes. According to Uncommon Giving, many companies offer volunteer grants and volunteer time off (VTO) to motivate employees to give back to their community together. By supporting their interests in volunteering, you allow employees to unwind from the pressure of pushing your mission forward and bond over other causes close to their hearts.

3. They miss deadlines and lose productivity.

Nonprofit work is fast-paced. While your employees may feel strongly about making an impact in the community, persistent stress or fatigue can lead to a drop in productivity and efficiency. Previously reliable employees may begin completing their tasks late, and their work may appear rushed or of lower quality.

Next Steps

Since delays and incomplete work can hinder your programs, services, and initiatives, it’s important to address employee productivity issues early. Managers should start by:

  • Meeting one-on-one with impacted employees to hear about their roadblocks or challenges.
  • Clarifying deadline expectations.
  • Helping the employee adjust their schedule to work when they’re most productive.
  • Working with the employee to adopt tools or systems that make staying organized and on track easier.

4. They are increasingly absent or late.

Every staff member and volunteer is a key contributor to your nonprofit. However, employees who feel burned out may call in sick more often, and when they do show up, they may arrive late or leave early. This pattern can disrupt operations and place extra stress on other team members.

Next Steps

Absenteeism is a clear sign that employees aren’t enjoying their roles or responsibilities. Since physical health issues and emotional stress commonly contribute to burnout, look for opportunities to build a healthy and sustainable work culture. Consider:

  • Encouraging days off. Allow employees to take mental health days to rest, pursue their interests, or even volunteer. After all, Double the Donation points out that volunteers experience 38% fewer nights in the hospital, indicating that getting active in the community can help employees improve their mental and physical health.
  • Implementing a four-day workweek. When the Montana Nonprofit Association tried out a four-day workweek for the first time, it experienced an increase in revenue, and staff members took fewer sick days. If this option seems viable for your nonprofit, consider running a trial period to test it out.

5. They are more irritable and reactive to pressure.

Carrying out your nonprofit’s mission is no easy feat. When employees begin feeling overburdened by the weight of their work, they’re more likely to treat their peers with frustration and react defensively when receiving feedback. This behavior can lead to low morale and weaker collaboration within teams.

Next Steps

When dealing with frustrated or defensive employees, remember to act with empathy. Take steps to make these individuals feel valued and heard by:

  • Providing opportunities for intergenerational collaboration so team members can appreciate one another’s strengths and experiences.
  • Hosting interactive workshops on stress management and mindfulness.
  • Using recognition tools that make it easy for team members to celebrate one another for their hard work.

If you’re not sure which strategies to focus on, from promoting volunteerism to creating an open dialogue, don’t hesitate to ask your employees directly. They’ll know firsthand how you can best support them in their roles, so use their input as a starting point!

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