Keeping your Nonprofit’s Remote Workers Connected
February 22, 2022

Many employees have embraced the opportunity to work from home during the pandemic — but not all of them. Some workers have experienced feelings of disconnection and isolation. So if your nonprofit plans to make remote working a longer-term proposition, you should look for ways to make everyone feel connected to the job and their colleagues.

Make Regular Contact

Perhaps the most important step is to maintain regular contact through both formal meetings and informal check-ins. Managers should tailor these check-ins to the staffers’ particular needs. Some employees are more comfortable working independently, while others require more coaching and encouragement.

Of course, not all office interaction is business-related. “Watercooler talk” can help cultivate cohesion and teamwork. To provide such opportunities, plan virtual coffee breaks, birthday celebrations or trivia contests. Another idea is to schedule group wellness activities, such as yoga or guided meditation.

Also remember that recognition and rewards can help build a loyal and enthusiastic staff. Some of these programs may have fallen by the wayside when your organization moved to remote work. If so, return to acknowledging and rewarding employee efforts publicly.

Accommodate Schedules

Managers and employees need to respect one another’s schedules. For example, meeting times should consider whether attendees are in different time zones. Remember, too, that employees working from home often must juggle family responsibilities such as child or elder care. Don’t expect people to drop everything to make themselves available for impromptu meetings.

To avoid burnout, discourage employees from becoming 24/7 workers. Cloud computing and mobile devices make that all too easy. Tell employees that they aren’t expected to work outside regular hours or respond to off-hours emails.

Be a Leader

As always, you and your managers must remember that the staff takes cues from those in leadership positions. Their behavior and attitudes reinforce and propel your organizational culture. So set an inspiring example: Demonstrate compassion and empathy in your interactions, communicate clearly, and show flexibility and an openness to ongoing change.

To ensure you know how staffers are feeling and whether they believe their needs are being met while working remotely, conduct occasional surveys. Also communicate often that your (virtual) door is always open should a staffer want to discuss any issues or recommend ideas.

© 2022

You might also like

Help Donors Help Your Nonprofit with a Planned Gift

Help Donors Help Your Nonprofit with a Planned Gift

Most established nonprofits are already equipped to solicit and accept planned gifts. But if your nonprofit is new to planned giving and doesn’t yet understand the long-term advantages of deferred gifts, it’s a good time to get up to speed. You’ll likely need to...

read more
Want to Boost Income? Consider a For-Profit Subsidiary

Want to Boost Income? Consider a For-Profit Subsidiary

Just because you run a nonprofit organization doesn’t mean you can function on low or no income. Although your nonprofit’s tax-exempt status prohibits certain money-making activities, you may be able to create a for-profit subsidiary that isn’t hampered by such...

read more
Don’t Let IRS Compliance Issues Drag Down Your Nonprofit

Don’t Let IRS Compliance Issues Drag Down Your Nonprofit

In recent years, the IRS has increased its scrutiny of tax-exempt organizations. Most nonprofits that fail to file Form 990 for three consecutive years will have their exempt status revoked automatically. The IRS is also cracking down on nonprofits that don’t properly...

read more