As someone who’s been a recruiter and fundraiser in the nonprofit sector for a long time, I hear a lot. My conversations with candidates are always confidential, and unless I’m explicitly told to share something with an employer, it stays with me.
What I’m sharing here is anecdotal. I’m not running surveys, conducting focus groups, or crunching data. What I do have is years of experience and countless conversations that give me insight into what makes fundraisers, and employees in general, tick.
When people leave an organization, leaders are often left in the dark about the real reasons. Why? Many organizations lack effective processes like neutral, confidential exit interviews. Even when those processes exist, people are often hesitant to be completely honest. They don’t want to burn bridges or point fingers, especially in small industries where reputations travel fast.
Here’s the truth: while leaders might think they understand why people are leaving, the reasons they hear aren’t always the whole story. Based on my experience, here’s what’s really going on.
1. Money
We often hear that money isn’t the top reason people leave, and to an extent, that’s true. But let’s be honest: money matters. If your employees are unhappy and a better-paying opportunity comes along, that’s often enough to tip the scales. Compensation isn’t everything, but it’s foundational. If your salaries aren’t competitive, you’re leaving the door wide open for people to walk away. And it’s not just about salary, it’s about total compensation. Benefits, retirement plans, bonuses, vacations, and even perks like professional development budgets or wellness programs all add up. When people evaluate their options, they look at the full picture. If your total compensation package doesn’t stack up, you’re not just losing people, you’re giving them away.
2. Lack of Flexibility
The pandemic changed the way we work, but not all organizations have adapted. If you’re still insisting on an on-site-only format or rigid schedules, you’re falling behind. Flexibility isn’t just a perk, it’s an expectation in today’s job market. Organizations that refuse to embrace hybrid or remote work options will struggle to retain talent.
3. Toxic Culture and Co-Workers
Your workplace might be high-performing, but that doesn’t mean it’s healthy. Cliques, exclusion, or tolerance for toxic “superstars” can drive people away. I’ve seen cases where rainmakers or high-profile fundraisers behave poorly, but leadership won’t intervene because they don’t want to risk losing the revenue those individuals bring in. Here’s the reality: ignoring bad behaviour doesn’t make it go away, it pushes others out the door.
4. Lack of Career Advancement
Many employees leave because they feel stuck. If there’s no clear path for growth, whether through promotions, expanded responsibilities, or skill development, they’ll look elsewhere. Employees want to know that their hard work will lead somewhere. If your organization doesn’t invest in professional development or offer opportunities to advance, you’re sending a clear message: there’s no future here.
5. Lack of Recognition
Fundraising, like many roles, can be emotionally draining. When goals are constantly increasing and wins go unacknowledged, burnout follows. People want to feel valued for their work. If your team members aren’t recognized and appreciated, they’ll look for a place where they are.
6. The Competitive Job Market
It’s easier than ever for people to find new opportunities. If your organization offers little more than high expectations and low rewards, don’t be surprised when people leave. Talented employees won’t stick around just because you assume they should, they’ll find somewhere better.
The Takeaway
Organizations need to wake up to the realities of today’s workforce. People leave for various reasons, but most of them boil down to feeling undervalued, underpaid, and overlooked. If you’re losing good people, it’s time to reflect on what you’re offering, and what you’re not.
Stop being surprised when people leave. Instead, start building a workplace where they want to stay.