How to Cope With Nonprofit Burnout

Nonprofit work is often fueled by passion and a drive to make a difference, but the demands of the sector can sometimes leave even the most dedicated team members feeling overwhelmed. In fact, 45% of nonprofit employees are considering leaving their jobs within the next year, taking with them critical skills, knowledge, and relationships. 

This turnover costs organizations not just time and resources but also impacts their ability to fulfill their mission effectively. By understanding nonprofit burnout—what it is, why it happens, and how to prevent it—you can support your team’s well-being and improve employee retention, ensuring your organization continues to thrive with the right talent in place.

What is Nonprofit Burnout?

Nonprofit burnout is a state of chronic physical, mental, and emotional exhaustion that occurs when individuals working in the nonprofit sector feel overwhelmed, undervalued, or unsupported in their roles. It often stems from the unique challenges associated with nonprofit work, such as limited resources, high workloads, and the pressure to do more with less. 

Employees in this sector are frequently driven by a strong commitment to their organization's mission, which can lead them to overextend themselves in the pursuit of positive change. However, without adequate support, boundaries, and resources, this dedication can turn into fatigue, disillusionment, and even resentment. Left unaddressed, burnout can erode team morale, decrease productivity, and lead to high turnover, making it crucial for organizations to recognize and address the early signs of burnout.

Why Does Nonprofit Burnout Happen?

Nonprofit burnout happens for several interconnected reasons, many of which stem from the unique demands of the sector:

• Unbalanced workload: Nonprofit employees are often responsible for managing multiple duties and initiatives, leading to high levels of stress and exhaustion.
• Limited resources: Many nonprofits are underfunded and understaffed, forcing employees to work harder with fewer resources.
• Compassion fatigue: Employees who regularly interact with people facing difficult life situations can experience compassion fatigue, making it hard to maintain emotional resilience.
• Not enough support: Without sufficient support from management, colleagues, or the community, employees may struggle to manage their workloads and stay motivated.  
• All-consuming work demands: Nonprofit roles often feel all-encompassing, leading employees to prioritize work over personal life, resulting in stress and eventual burnout.
• Organizational change: Transitions in leadership, mission, or organizational structure can create uncertainty and stress for employees, further contributing to burnout risks.

These factors, combined, make burnout a real risk for many dedicated nonprofit professionals.

Nonprofit Burnout Statistics You Need to Know

Nonprofit burnout is a pressing issue, with statistics shedding light on the extent of the challenge. In DickersonBakker’s 2024 Nonprofit Leader Study, 78% of respondents cited limited staffing as the top challenge facing their organizations. 

This understaffing issue contributes to a 19% voluntary turnover rate in nonprofits—well above the overall labor market average of 12%. High turnover not only disrupts the workforce but also costs the sector significantly in time, resources, and lost knowledge. 

Given that 1 in 10 employees in the U.S. works for a nonprofit, a substantial portion of the workforce is feeling the impact of being overworked, under-resourced, and disengaged. Addressing nonprofit burnout is therefore essential, not just for individual organizations but for the health and sustainability of the sector as a whole.

Signs of Nonprofit Burnout

Recognizing the signs of nonprofit burnout early on can help organizations take steps to support their employees before burnout becomes overwhelming. Here are some common symptoms that may indicate a team member is experiencing burnout:

• Feelings of apathy or hopelessness: Losing motivation and feeling as though efforts are ineffective or unappreciated.
• Insomnia: Difficulty falling or staying asleep, often related to stress and overwork.
• Irritability: Heightened frustration or anger, even with small inconveniences.
• Forgetfulness: Increased difficulty with memory and concentration due to mental fatigue.
• Increased illness: Higher susceptibility to colds, flu, or other illnesses as stress weakens the immune system.
• Fatigue: Persistent exhaustion that doesn’t improve with rest.
• Loss of enjoyment: A decline in passion or enthusiasm for tasks that were once fulfilling.
• Isolation: Withdrawing from coworkers, friends, or family as stress takes its toll.
• Pessimism: A tendency to view situations negatively, leading to a more cynical outlook.
• Lack of productivity or poor performance: Struggling to meet goals or complete tasks due to decreased focus and energy.

These signs, when noticed together, often point to burnout. Identifying them early and helping employees to identify these signs for themselves is crucial for organizations that want to protect the well-being of their teams and maintain a productive, engaged workforce.

How to Manage Nonprofit Burnout

To help employees manage and mitigate nonprofit burnout, organizations can implement several concrete strategies aimed at fostering a supportive and sustainable work environment. 

First, setting realistic expectations and prioritizing tasks can help employees feel less overwhelmed. Encourage regular breaks and time off to allow for rest and recovery, and promote a healthy work-life balance by discouraging after-hours work. Providing access to mental health resources, such as counseling or stress management workshops, can also make a significant difference. 

Nonprofits should focus on building a supportive culture where employees feel comfortable discussing challenges and asking for help, which may include establishing peer support groups or mentorship programs. Additionally, offering professional development opportunities allows employees to feel valued and invested in, reducing feelings of stagnation. 

Finally, leadership can ensure open, transparent communication, especially during times of organizational change, to help reduce uncertainty and build trust. By taking these steps, nonprofits can create a workplace that supports the well-being and longevity of their dedicated staff.

Take the First Steps Toward Combating Nonprofit Burnout

Addressing nonprofit burnout is essential for retaining skilled, passionate employees and ensuring the longevity of your organization’s mission. By recognizing the signs of burnout, understanding its root causes, and implementing strategies to support your team’s well-being, nonprofits can foster a more resilient and engaged workforce. From prioritizing realistic workloads to creating a supportive culture and promoting work-life balance, each step contributes to reducing burnout and building a healthier, more sustainable workplace. 

For nonprofits looking to improve their talent strategy and retain top-notch staff, DickersonBakker is here to help. With a deep understanding of the unique challenges faced by nonprofit organizations, DickersonBakker offers talent solutions tailored to address burnout, boost retention, and build a thriving team. Let us partner with you to support your organization’s greatest asset—its people.