As our world becomes more and more fast paced, the role of stress in our lives is increasing. We are expected to get better results, faster, and more easily. This expectation carries over into the nonprofit sector. Funders, donors, and clients are expecting quality services to be readily available, effective, and easy to use. Nonprofit employees would want nothing less, and have similar lofty expectations and goals for their own work and themselves. They are passionate about their work and the people they serve, so naturally they want to deliver their services in the most efficient way possible and help as many people as they can. They work hard to achieve success and they take a lot of pride in their work. Unfortunately, when expectations get out of control, there’s a very bad consequence: stress.
I recently took a course in Nonprofit Human Resource Management for my Masters in Nonprofit Administration program at University of San Francisco and did my final paper on the ways that Human Resources departments can address the problem of the role of stress in the lives of nonprofit employees. I first administered an informal survey (to my delight, I received 158 responses!), and the paper reviews some of my very interesting findings from this.
At the end of the paper there’s an addendum that is a short takeaway for Human Resources departments to take.
I wanted to share this paper and addendum on this blog because I see you all, my readers, as my community, supporters, and champions of the sector. You have seen that this is a topic I care deeply about, not just for my personal sanity but also for the health and sustainability of the nonprofit sector. We need to address this problem!
Click here to see my paper, and please let me know if anything great comes of it!