Nonprofit Tips for Effective People Management

Cersai Stark

Cersai Stark

Effective people management can impact organizational success. Hence, it is an aspect that shouldn’t be overlooked. In this article, we will provide guidelines that can be used by HR specialists to improve people management within a nonprofit organization.


People management
People management


  • Teams and individuals can be rewarded in a variety of ways, such as non-monetary incentives, bonuses, and base pay.
  • Much like everything else, people management efforts need to be well-governed.


Effective People Management Tips for Nonprofits 

Employee productivity is a key factor in determining an organization’s success. Essentially, the secret is to steer staff members in the right direction and toward maximum productivity. Likewise, to get the most out of team members and support the expansion of the organization, managers must take on mentorship responsibility. 

Subsequently, line managers who are patient and empathetic will be able to connect with their staff, recognize their emotional needs, and respond accordingly. This will encourage staff members to perform at their highest level. 

However, there are critical processes that nonprofits should take into account for effective people management. To begin with, here are some of the most beneficial people management practices by PMI that nonprofits can adopt for employee sustainability.

a. Create an agile culture

Developing your organization’s agile culture is a key goal for your people management initiatives. 

b. Support growth 

Secondly, nonprofits should encourage employees to pursue their career ambitions by providing them with good opportunities and supporting their endeavors. 

c. Reward employees

Teams and individuals can be rewarded in a variety of ways, such as non-monetary incentives, bonuses, and base pay. While most remuneration strategies are private, for certain persons in some organizations, it is public. For instance, in Canada, public employees who make over a certain amount have their wages disclosed annually. 

d. Handle personnel alterations

Also, basic operations including hiring (onboarding), firing (offboarding), promoting, demoting, and transferring employees are among the tasks that your nonprofit must undertake. In this aspect, it is best to embrace diversity as it welcomes a wider range of viewpoints, experiences, and skill sets to the table. In addition, diversity can improve your organization by opening doors to better ideas and procedures. 

To begin with, ensure everyone is included by incorporating a variety of viewpoints in your decision-making process. This will make an organization appear more ingenious and increase the likelihood that employees will be satisfied.

e. Form groupings

How do you plan to set up your IT department? Your division of marketing? Your division of Finance? For instance, how do you organize IT departments? Do you have program management groups, etc.?   

The staffing needs of your nonprofit must be determined and planned for. Also, this should cover senior leadership succession planning, crucial technical responsibilities, and other crucial roles like volunteering. 

f. Assemble groups 

To handle program functions, several team types can be formed. These teams can be (self) organized in different ways. More importantly, the goal is for teams to advance. As we all know, team composition and dynamics change. However, individuals can be placed on teams by assignment or voluntarily. Also, teams in certain organizations are self-organized and have established protocols for facilitating interteam cooperation and communication. 

g. Oversee management activities

Much like everything else, people management efforts need to be well-governed. Determining roles and responsibilities is a crucial part of people management governance. Also, your overall governance approach includes the handling of your people management initiatives.

h. Ensure inclusion and diversity 

Lastly, organizations that seek to get better must assess their level of inclusivity and diversity


It is the responsibility of a manager to foster an environment at work that enables workers to feel empowered, engaged, productive, and joyful. Even more, managers should ensure they maintain their team members’ productivity while fulfilling all end-to-end needs to ensure effective operation. 

If this article resonates with you, we welcome your thoughts, suggestions, and questions.

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