How to Prevent Burnout: 5 Strategies for Your Nonprofit Team

Working in the nonprofit world can be deeply meaningful, but also exhausting. Whether it’s planning events, writing grant applications, supporting clients, or juggling multiple roles, the pressure can add up fast. For those working closely with beneficiaries, especially in emotionally intense environments, burnout is a real risk. 

Burnout doesn’t just affect morale. It leads to turnover, lost productivity, and added stress for the rest of the team. In fact, healthcare nonprofits alone lose billions every year due to burnout-related staffing issues. 

There are practical steps your organization can take to create a healthier, more sustainable work environment. These five strategies can help your team stay energized, focused, and ready to make an impact. 

1. Offer Flexible Work Options 

Remote or hybrid work has become one of the most sought-after job benefits. For nonprofit teams, it can also help reduce stress and prevent burnout. 

Here’s how: 

• No commute. Cutting out the daily drive (or crowded bus ride) gives employees more time for rest or family.  

• Comfort and focus. A home office lets staff set up a space that suits their working style.  

• More flexibility. Remote work makes it easier to structure a schedule around energy levels and deadlines.  

If your organization values in-person collaboration, consider a hybrid model. A few days in the office and a few days remote can give staff the best of both worlds. 

2. Hire With Burnout in Mind 

When hiring, it’s important to look beyond technical skills. Consider how candidates respond to pressure and what support systems they already have in place. 

Things to look for: 

• Past experiences managing stress or navigating difficult roles  

• Strong time management habits  

• Hobbies, community involvement, or outside support that can buffer work stress  

• A clear connection to your mission  

You can explore these topics during interviews or with open-ended application questions. This helps you find team members who not only believe in the cause but also have what they need to thrive long term. 

3. Support Self-Care 

Self-care looks different for everyone. Instead of assuming what staff need, offer a range of support options and ask for their input. 

Ideas that often resonate: 

• Access to mental health care. Ensure your benefits include coverage for counseling or therapy.  

• Wellness perks. Offer gym discounts, healthy snacks, or gift cards for local grocery stores.  

• Low-cost stress relief. Small touches like stress balls, candles, or even fuzzy socks can help brighten someone’s day.  

A short, anonymous survey can reveal what kind of support would make the biggest difference. 

4. Make Room for Fun and Connection 

Burnout isn’t just about heavy workloads. It’s also about feeling isolated or unsupported. Giving staff space to relax and connect with each other can boost morale and build stronger teams. 

Here are a few event ideas: 

During the workday: 

• New hire lunch to welcome new team members  

• A “bring your pet to work” day (with everyone’s consent!)  

• Flex-out afternoons with optional social time like an ice cream break or casual walk  

Outside the office: 

• A group trip to a local art exhibit or concert  

• A relaxed game night with board games or trivia  

• Occasional team spa days or wellness outings as a reward for major milestones  

If planning is a hurdle, create a small event fund and let team members take turns organizing simple gatherings based on shared interests. 

5. Encourage People to Actually Use Their PTO 

It’s not enough to offer paid time off. You need to actively encourage staff to take it—and remove the pressure to always be “on.” 

Here’s how to make PTO more accessible: 

• Offer different categories. Separate sick days, vacation days, and personal time to make it easier to take what’s needed.  

• Talk about time off openly. Normalize using vacation time during onboarding and in team meetings.  

• Support new staff. Let employees go into a negative PTO balance during their first year so they don’t feel like they have to “earn” rest.  

Consider also adding floating holidays so people can take off on culturally important or personally significant days. 

 

Final Thoughts: Listen, Adjust, and Support 

There’s no one-size-fits-all solution to burnout. Life happens. Workloads change. Personal challenges arise. That’s why it’s so important to build a culture that prioritizes well-being and checks in often. 

Regularly ask your team how they’re doing and what would help them feel more supported. Then act on what you learn. 

Healthy teams are better for your mission. When people feel cared for, they stay longer, do better work, and bring more heart to everything they do.