Well, here are just a few reasons to start:
- A nonprofit’s services and programs rely on a corps of individuals to deliver them.
- Donors give to people, not organizations.
- Our organizations are led by men and women who generously dedicate their time and energy to volunteer as Directors and need to feel their hard and important work is rewarding.
- Staff turnover is costly; positive culture instills loyalty.
- The “Ys” and “millennials,” our next generation of donors, board members and staff, are attracted by inclusive and collaborative cultures unlike any of the previous generations.
In an opinion piece written by Rachel Mosher-Williams, Sara Brenner and Amy Celep for the Chronicle of Philanthropy titled, “It’s Not Foundation Money but Culture and Talent that Can Change the World” the value of organizational culture is defined as follows:
“At a basic level, culture is the ways people work together, the rules — often unspoken — on what is acceptable and unacceptable behavior; the expectations people have about managing others and being managed; and the values that employees are supposed to embody every day. The reason this matters so much is that people — not institutions and not checkbooks — solve problems. That’s why the most successful organizations make conscientious efforts to attract, retain, and develop team members who are capable of guiding large-scale change to advance the common good. By the same token, an organization’s culture can either attract or repel the people with that kind of talent.”