• Dave

    Are we able to read the survey results in full?

  • Kathy Stutzman

    Great role-modeling for the industry. I would love to see a series of articles on how “Millenials” and those of us who have been in the industry for 30+ years (sometimes referred to as non-contemporaries) can and do collaborate and share wisdom, hopes and dreams around shared values and a stronger non-profit sector.

    Passion and mission-driven individuals regardless of age and experience have a common value and this collaboration demonstrates so many of the strengths of visionary leadership – I am excited to read more and see this collaboration inspire similar “in-the-field” and “on-the-ground” opportunities.

    Kathleen A. Stutzman, M.A., M.A.
    Austin, Minnesota
    @KathyStutzman http://www.KathyStutzman.blogspot.com [email protected]

  • Andrea Costa Egan, CFRE

    Although I have almost twenty-five years in the nonprofit arena, I must be young at heart. I could not agree more with the views of the young professionals in the field. Related to these issues and also what I would like to see discussed more are: 1) autonomy and authority to do one’s job and within their management purview (delegation of tasks, use of budget dollars, for example) which speaks to both efficient use of staff time as well as respect for professional expertise; and 2) appropriate division of roles between staff and governing board and the critical partnership between these two factions.

  • Joleen Ong

    Great article and survey. It’s definitely representative of those I’ve met that fit into this age range at nonprofit, and as I’m in this category myself, I’d definitely confirm that leadership, professional development, and low wages are definitely the main factors that I’ve seen make a huge impact on staff retention. The high cost of higher education and cost of living in cities change the degree of expectation for Generation Y staff. For nonprofits that require their staff to have a Masters degree, I rarely see too much adjustment in salary level (not always possible!) but it’s a huge debt that they have to carry. I would love to learn more about how nonprofits (especially those with HR departments) are adjusting their hiring practices and benefits package in response to these changing demands.