6 Needs to Reduce Turnover in F2F Fundraising

If you’re a team leader, manager, or project director, you already know that the success of your program rests on the shoulders of your fundraisers. And let’s be honest, our industry has a high turnover rate, people sometimes come and go faster than raindrops on a car window.

Fundraisers leave for many reasons, some driven by personal life changes, like relocating or shifting careers, while others stem from their experience in the role, such as compensation, team dynamics, or limited growth opportunities. When it comes to retention, you need to consider and focus actively on your people’s needs.

The simplest way to understand them is through Tony Robbins’ six human needs (https://bit.ly/4bF9ava). Let’s break them down and see how they apply to our world, and, more importantly, how you can use them to reduce turnover.

1. Certainty (Security)

Your people need to know they can count on a fair and stable income. If a fundraiser can’t cover their basic needs with their paycheck, they will actively look for another job, not just wait for a better offer to come along. Paying your people fair is one of the first things that reduces turnover.

2. Variety (Avoiding Monotony)

If every day looks the same, people will burn out or disengage. And disengaged fundraisers either leave or underperform until they’re let go. Keep things fresh! Rotate locations, introduce team challenges, escape rooms, creative meetings, and unexpected appreciation moments. Small shifts can make a big difference in keeping engagement high and people for the long run.

3. Significance (Feeling Valued)

In fundraising, significance comes from status, growth opportunities, and sometimes added responsibilities. If people feel invisible, they’ll leave - unless they find significance elsewhere in life. The best way to retain them? Offer meaningful training, certifications, leadership pathways, and a culture that celebrates authenticity. This requires inspiring leaders, clear values, and a strong people-first focus.

4. Connection (Belonging)

How many times have you seen one fundraiser leave, only for their close friends to follow? Relationships matter. Your team needs an environment of trust and transparency where relationships can thrive. A strong communication system, clear values, and leaders who set the tone can make all the difference.

5. Growth (Personal and Professional Development)

People feel alive when they’re growing. Offering opportunities to develop new skills and advance in their careers is one of the most effective ways to keep fundraisers engaged and performing at their best. When people grow, they not only stay longer, but they also become stronger assets to your organization.

6. Contribution (Making an Impact)

We’re already in a field that makes the world a better place, so this need is naturally partially covered. But you can take it further by creating mentorship opportunities and ways for senior fundraisers to help newcomers succeed. Be creative and actively care for your people.

So, there you have it: security, variety, significance, connection, growth, and contribution. The more of these needs you meet, the stronger your team culture, and the lower your turnover.

For me, growth is the most inspiring these days. Seeing people push their limits, light up with motivation, take initiative, and solve problems on their own is what keeps me going.

Face-to-face fundraising is a sales job, but one that changes the world for the better. Yes, the turnover is usually high, but it doesn’t have to be the norm. Take care of your people’s needs, and they’ll take care of yours, and your organization’s.

What works for you? Drop a comment or send me an email at alin@didof2f.com. I’d love to hear your thoughts.

Until next time, stay inspired and Trust The Process.