Chances are your staff and volunteer corps is packed with creative, curious, interesting people with a strong idealist streak.  They’re dedicated to your cause—after all, they’re likely not in the nonprofit world for the big salaries—and they’re able to innovate and grow programs with few resources beyond ingenuity and enthusiasm.

Despite this positive energy, nonprofits still have a high rate of turnover, particularly in their entry-level and front-line positions.  Burn-out is a major factor, as is the reality that as young employees age and acquire spouses, homes, pets, children, and perhaps a desire to travel or further their education, they seek better-paying opportunities.

Most nonprofits can’t offer generous raises to reward and retain the employees they’ve just spent (typical) one to three years training.  Yet bright, intellectually curious employees with youthful energy and outside-the-box thinking are the ones you want to nurture, as they can help your organization grow in unexpected ways.  You don’t want them to leave, but such departures have come to seem inevitable.

So–what do you do?  Call Eager Mondays.

We work with your employees to discover their knowledge, strengths, and desires—and what inspires them.  We talk with you and with them about what kinds of alternative methods of recognition might be appreciated as employees increase their seniority and competence.

We find the intersection of your organizational hopes and their professional dreams, and work with you to make it a reality.  The result?  Increased engagement.  Greater innovation.  Growth all around.

Of course, it’s a lot more complicated than we can describe here.  So drop us a line to discuss your vision and your needs: leslie – at- EagerMondays -dot- com.

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(Do you work for a museum?  We have a newsletter just for you.)