Every summer, we conduct our Nonprofit Salary & Satisfaction Survey, and this summer is no different. (Click HERE to fill it out.) Over the years, we have learned a few things about what motivates nonprofit professionals in general – and fundraisers in particular – to stay with their organizations or search for employment elsewhere.

The two most commonly cited reasons fundraisers leave their jobs are:

  1. Unrealistic fundraising goals; and
  2. Toxic work environments.

In 2024, the nonprofit sector experienced a high fundraising staff turnover rate, with an average fundraiser’s tenure being only 18 months, according to the Orr Group. Unfortunately, this has not changed in many years. This turnover is significantly higher than in other industries, with one report identifying a 19% turnover rate for nonprofits, almost 60% higher than other sectors. Further, the Orr Group’s research found that a considerable percentage of fundraisers, over half, are planning to leave their positions soon, with a third of those considering leaving the fundraising field entirely.

Obviously, this high turnover rate can negatively impact fundraising efforts, donor retention, and overall organizational stability. So, we know what drives them away, but what about retaining them?

The good news is that this doesn’t have to be the norm at your organization! Over our 13 years in business, fundraisers placed by Our Fundraising Search stay with their organization, on average, 42 months. Here are our recommendations to build strong retention at your organization.

1. Invest in Onboarding and Professional Development.

Successful retention starts at the beginning. Provide a thorough orientation to the mission, strategy, vision, and key players. Offer training in donor management tools, communication and story-telling, and support the candidate’s professional development through conferences, workshops and certifications.

2. Set Clear, Realistic, Expectations and Metrics.

The leadership and fundraising team should set realistic goals collaboratively. (That means the Chief Fundraising Officer is included in ALL budgeting and fundraising-affected conversations.) Use KPIs that reflect relationship-building, not just dollars raised. Avoid “stretch goals” that often set unattainable goals and are more likely to lead to decreased moral and motivation. And, importantly, avoid “last minute pressure” fundraising actions or cultures.

3. Foster Open Communication and Feedback.

Have regular, one-on-one check-ins to review challenges and celebrate wins. Involve the fundraisers in strategic planning and major decisions. And, create a space to share ideas and frustrations without fear.

4. Recognize and Reward Their Contributions.

Publicly acknowledge success and milestones. Celebrate donor retention and stewardship wins, not just new gifts. And offer rewards in the form of bonuses or extra time off when possible.

5. Create a Path for Growth.

The third most commonly cited reason for leaving an organization is limited growth potential. Create a clear advancement track. e.g., Senior Gift Officer, Director of Development, etc. Assign special projects or leadership roles to expand the fundraiser’s skills. And encourage mentorship, either peer-to-peer or cross-functional.

6. Build an Organizational Culture that Emphasizes Respect and Mission Alignment.

Ensure that fundraisers feel connected to the impact of their work. Avoid unrealistic workloads or expectations. Prioritize wellness and work-life balance.

7. Offer Competitive Compensation and Benefits.

Regularly benchmark salaries against local and sector standards. (OFS can help you with this!) Include healthcare, professional development stipends and flexible schedules in your compensation package. Consider retention bonuses after key campaigns or fiscal milestones.

Lastly, avoid the pitfalls that drive fundraisers away. Don’t isolate them from the program staff, leadership or board of directors. Avoid moving goalposts or creating a “sales culture.” And, address performance issues and misconduct in the organization safely, quickly and effectively.