The Human Factor Behind an NGO

The main purpose of a non-governmental organization (NGO) is to serve. That’s why a nonprofit’s human resources are undoubtedly its main asset. Anyone who becomes part of the team, whether permanent associates, interns, or volunteers, has a significant role in fulfilling the mission and reaching the entity's objectives. From my perspective, human talent is a key aspect in any type of organization. They are the driving force and a defining factor of an organization’s success or failure.  Effective people management should be at the top of priorities for progressive improvement. People are essential for achieving the organization's objectives, but in the case of nonprofit organizations, they take on an even greater relevance and a leading role; they are the whole heart and soul of the entity.

Within the construction of any human team, and therefore also of an NGO, I have seen that human resources have a recognized importance; however, it is still common to find organizations whose human talent management shows areas of opportunity. It’s not only about attracting a person who believes in the cause, but also who has the heart, empathy, and the right values to perform the tasks that the organization needs to be able to function. People who are willing to work tirelessly toward the cause, address challenges and strive for social progress will gain more than work experience, they will contribute to building a better society.

A recruitment process should be implemented to choose the team that will carry out the work of the nonprofit organization, but also consider that these members will become spokespersons of the cause. It is important to pay attention to experience, personality, motivation, and values. An NGO needs to be integrated, cohesive, trained and formed by a team committed to the goals and activities of the organization.

It is crucial that the people identify with the same values as the organization. They must be involved beyond their tasks because the structure of an NGO requires a great deal of commitment. There is no end to talent management in nonprofit organizations. 

But how is human talent retained in nonprofit organizations? Talent management does not end after recruitment; talent enrollment is only the first step of a long road ahead. Talent management requires a solid attraction strategy and dedication. In this sense, I have seen two types of structures: the normal functioning is to have at least an assembly of members and a board of directors, which will be the decision-making bodies of the organization, including personnel recruitment. The executive structure would be formed by those responsible for each of the areas of work (not only those related to management but also those responsible for defining strategies, fundraising, executing activities, among others) and by volunteers who will also have a vital role within the organization.

The executive team should be formed by visionary leaders with expertise that enhances the operations so we, as an NGO, can best serve our community. They need to have management skills, democratic decision-making capabilities, and the capacity to create a work environment that also promotes the development of people, including volunteers, as this allows them to jointly contribute to the growth and achievement of the entity's goals and activities. Our mission does not end with attracting talent because once the right person joins the organization, we must strive to maintain and exploit that talent. 

As part of a nonprofit organization, I know that talent management involves more than just leading people, we need to give them visibility and make them part of all aspects of our functioning, so that they have all the tools they need to help them expand the reach of our messages within their work field. 

Now let’s talk about the applicant’s perspective. The main motivation for choosing an NGO as a workplace should always be the connection you have to the cause they support and the values they proclaim. That doesn’t mean that other factors, such as building a work network or gaining experience, are not relevant; they are, but when you work for an NGO, you gain something else: it gives you a life-changing experience, and, in some cases, the possibility to even save a life in life. Is there anything more rewarding?

Meaningfulness is one of the main drivers of daily happiness in your job. I believe that working toward a bigger cause gives you exactly that meaning. It does not matter if the cause you believe in is contributing to a healthy environment, providing humanitarian support to those in need, women empowerment, or healthcare. Just know that in an NGO, you can also build a career, strengthen your skills, and grow, while contributing to making the world a better place.