6 Ways Cultural Organizations Attract and Retain Talented Staff
In the competitive world of cultural organizations, attracting and retaining top talent is paramount. This article delves into tried-and-true strategies recommended by leading industry experts, designed to help institutions stand out and maintain a dynamic workforce. From mission-centric job advertisements to fostering agile and blended teams, learn how to create an environment where creativity thrives and talent stays.
- Include Mission and Values in Job Ads
- Implement Agile Team Structuring
- Build Blended Teams
- Develop a Strong, Active Board
- Offer Flexible Work Arrangements
- Provide Comprehensive Mentorship Programs
Include Mission and Values in Job Ads
To attract passionate staff who are likely to stay with your organization long-term, ensure that your job ads include information about your organization's mission and values. Be sure to also screen for fit by asking each candidate what they know about the organization and how its mission aligns with their personal values.
Implement Agile Team Structuring
In today's hyper-competitive job market, cultural organizations often struggle to attract and retain top talent, not because of a lack of mission-driven work, but because their talent structures are too rigid to support growth, adaptability, and long-term engagement. One of the most effective strategies I've used to help clients solve this challenge is Agile Team Structuring, an approach that transforms talent management by replacing static roles with dynamic, project-based teams.
Rather than locking employees into fixed job descriptions, agile team structuring allows organizations to align talent fluidly with evolving strategic needs. High-performing employees thrive when given opportunities to contribute across disciplines, take on leadership in new contexts, and develop skill sets that keep them engaged and invested. In my work advising executive teams, organizations that implemented this approach saw a measurable increase in retention, with employees citing greater career mobility, deeper organizational commitment, and a stronger sense of purpose.
This strategy is reinforced by research on the Strategic Talent & Agility Ecosystem Model, which found that organizations that integrate agile talent management principles significantly outperform those that rely on traditional hierarchical structures.
The takeaway is clear, talent retention isn't about offering more perks-it's about designing work in a way that keeps top performers challenged, valued, and continuously evolving. Organizations that embed agility into their talent strategies don't just keep employees longer; they build a workforce that thrives in the face of change.
Build Blended Teams
Building a blended team of employees and non-employees is an innovative strategy to attract the very best talent, while meeting them on their terms. Blended teams aren't new - 29% of the work in Enterprise organizations is already completed by non-employees. However, building these agile teams in the nonprofit sector is a newer practice.
For the Women in Tech Network, supporting tens of thousands of members worldwide, our consultant blends with their marketing team to take on writing and production of their monthly newsletter. This simple outsourced setup means the WIT Network leadership team is freed to focus on the work they do best. In this way, we unlock everyone to achieve their full potential.
By creating economic access for independent talent that is nearing 50% of our workforce, nonprofits can fill their skills gaps while also keeping critical voices in the labor force.
Develop a Strong, Active Board
Many boards sit on their asses and do too little to advance an organization. Avoiding a "board that sucks" and moving to a board that "rocks" - it requires a group of diverse people who seek accomplishment. A good board will:
1) Reinforce vital connections with the executive in the talent pipeline - e.g. represent connections, insights, diversity - translate to improved opportunity to engage new talent.
2) Have a "Talent Committee" - not to manage personnel, but to ensure that the organization is competitive with wages and benefits, recognizes the value of the employees and volunteers, reinforces positive culture and has policies that are current and complementary to quality performance.
3) Help to ensure that the entity has the resources to secure the financial health.
The executive cannot do it all! And should not do it all! Move to a board that "rocks!" It takes dedicated energy, but the benefits exponentially help!
Offer Flexible Work Arrangements
One effective strategy we've used to attract and retain talented staff in our cultural organization is offering flexible work arrangements combined with a clear path for professional growth.
In a competitive job market, top talent is often looking for more than just a paycheck—they want a work environment that allows them to thrive both professionally and personally. By providing flexible hours, remote work options, and the ability to work on creative projects that align with their personal passions, we've been able to offer a unique value proposition. We also make it a priority to invest in employee development—providing opportunities for skill-building workshops, mentorship programs, and career advancement within the organization.
As a result, our staff feels not only supported but also empowered to grow within the organization, which has improved both retention and the quality of work. This strategy helps us stay competitive by creating an environment where people are excited to contribute their talents long-term.
Provide Comprehensive Mentorship Programs
Ah, attracting the right folks to work at cultural organizations can be quite the challenge, especially with so many options out there vying for the best talents! One effective strategy that's been a real game-changer is offering comprehensive mentorship and professional development programs. When people feel like they're growing and learning in their roles, they’re not only more likely to stick around but also to bring their A-game every day. For example, a museum might partner up with a university to provide courses on art history or curatorship to its staff. This not only enhances their skills but also makes them feel valued and invested in. Offering these opportunities for career advancement can make your organization stand out as a place that genuinely cares about its employees' growth and well-being. Plus, when these individuals advance in their careers, they'll also help elevate your organization with the new skills and passions they've developed. It’s a win-win really!
