Recruiting great people is hard. But keeping them? That’s the real challenge – especially in the third sector where salaries just can’t match those being offered in the private sector.
The good news? You don’t always need a big budget to keep your best people. What you do need is a mission, a purpose, and a space for people to grow.
Here’s our tips on building that kind of workplace, and how we’ve seen other organisations like yours make it work.
People join purpose-led sectors for a reason. They genuinely care and want to make a difference in their roles. But just saying you have a purpose doesn’t cut it, you have to actively connect it to your team.
When you make the right hires, and find people that fit your culture, it’s important that you build that connection to the day-to-day. Once they feel this, they’re more likely to stay – even if the salary doesn’t compete with the private sector.
In fact, analysis from Deloitte shows that purpose-driven organisations see up to 40% higher levels of workforce retention, proving that connection to mission isn’t just meaningful - it’s measurable.
As Necia Lewis from Stori Cymru explains:
We are a values-led organisation and most of our staff hold the same values - this really helps us in our work. We therefore make our recruitment values-based via interview questions.
Retention isn’t solely a HR issue – it’s a branding issue. And no, we’re not on about the colours in your logo.
We’re talking about your employer brand. The experience your team has working with you.
It’s important to remember that your people are your biggest advocates. If they feel respected, seen and supported, they will shout about you from the rooftops. That’s how recruitment becomes easier and your retention gets stronger.
If you want to become an organisation people don’t just join, but stay with, you need to start with how you treat your employees today.
Let people share what they love about their roles on LinkedIn, share their quotes, get them involved in videos. Some studies show that it can get 8 times more engagement and shared up to 24 times more!
Do your values show up in the everyday? Do new starters feel what you’ve promised?
Check your careers page, your socials, your emails – do they work together and reflect who you are?
Did you know? 75% of job seekers consider an employer’s brand before applying.
When budgets are tight, clever benefits can close the gap and help you stand out amongst the crowd. And with 65% of candidates considering employee benefits as a crucial factor when evaluating jobs – it’s essential that you have them mapped out. In fact:
In England and Wales, 83% of organisations now offer hybrid working and 38% of them report that it has increased efficiency and productivity.
Flexibility is just as important with 71% of jobseekers saying flexible working is important for their next career move.
Companies offering mental health support programmes report a 30% lower turnover rate. In frontline services, this additional benefit becomes even more important.
Healthcare cash plans offer a more affordable alternative to private healthcare, but still have tangible benefits for the employee.
You don’t need a huge budget to offer benefits that matter. Even low-cost options send a big message to your team: We value you!
You don’t need a bottomless pit of resources to keep your team thriving. But you do need to be consistent and people focussed. It’s the small, human moments that make the biggest difference in showing your team that you care.
Regular feedback is great, but acting on it is important. Teams need to feel heard and see action. Whether that’s through quick wins or longer-term changes, closing that loop builds trust. It tells your team that you value their input and you’re willing to evolve as an organisation.
Necia shares:
“Staff surveys and engagement days give staff a voice to feed into our future planning and for us as a business to continuously improve.”
“We keep the business informed via an all-staff virtual meeting monthly where they can raise questions to the Executive team – either by asking or anonymously via Menti. This enables transparency in our decision-making."
Celebrate your wins, big or small! Create simple ways to say thank you – shoutouts in team meetings, a notice board or even peer nominated awards. It reinforces positive behaviours, boosts team morale and creates a culture where effort it valued and rewarded. Small ways of consistent recognition go a long way in motivating teams.
In fact, well-recognised employees are 45% less likely to leave the company after two years, and 47% less likely to be searching for another job.
Invest in development
When you offer mentoring, encourage job shadowing and keep having those conversations about career progression and growth, it sends a strong message that you believe on growing the team from within. It helps to prevent stagnation and reduces the risk of good people leaving just to advance somewhere else.
Studies show that a whopping 94% of employees would stay longer with a company that invests in their development!
Get to know your staff and what their career plans look like. There are lots of free resources online and I always advise my teams to take at least an hour a week for personal development – whether this is doing an online course, attending a webinar related to their field, or study time. It’s super important to support your team in this way.
Necia Lewis also shared their approach at Stori Cymru:
“We are in the process of developing a buddying system to support peer mentoring and coaching. We have a 3-tier training system – Mandatory, Core and Enhanced – and we work closely with training providers to access accredited learning, often funded by Welsh Government.”
And remember - not all development is formal.
“Look at ways of adding value to their role even when there is no budget for a salary increase. For instance, start upskilling them by exposing them to tasks outside their immediate role. This shows support, builds confidence, and strengthens your team’s skillset.”
Emma Bryant | M&D Care
Hire good people and trust them to do their job. Micromanagement is a huge demotivator and 68% of employees say it decreases their morale.
As Emma puts it:
“Always trust your team unless they give you a reason not to. Allow them autonomy over their day and tasks, so that they feel empowered in their role and not stifled. I hate being micromanaged and would never do it to my team!”
When people feel respected and empowered, they’re far more likely to stay loyal to your mission.
At Moxie, we work with purpose-led organisations to help them hire smarter, retain talent and build stronger teams – even when budgets are tight.
Do you want to talk about what works or where to start? Or are you just curious about what recruitment for good could look like for you?
Drop us a message or give us a call – we’re here to help you build a workplace where people thrive.
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