Elite athletes train hard to perfect their performance in a specific discipline, but they also cross-train. For example, a sprinter might lift weights, swim, and cycle in addition to running. By strengthening all major muscle groups, athletes can reduce the risk of injury and enhance their primary sport's performance.
Cross-training nonprofit employees can yield similar results. By having staff temporarily rotate jobs or learn the responsibilities of other positions, they can build new skills and become prepared to fill in for colleagues when necessary. This strengthens your entire organization, making it less vulnerable to unexpected events, workload fluctuations, and even fraud.
When personnel are cross-trained, they learn how to perform each other’s jobs. This means if one staffer is unavailable — whether due to sudden resignation, disability leave, or vacation — another team member can step in seamlessly. This flexibility enhances your organization’s resilience and ensures continuity of operations.
Cross-training can also boost productivity. During peak times or in areas experiencing heavy workloads, employees can be redeployed to where they are needed most, ensuring smooth workflow and efficiency.
A cross-trained staff member brings a fresh pair of eyes to daily tasks, potentially identifying improvements and innovations that those who routinely perform these tasks might overlook.
Cross-training is crucial for robust internal controls. By segregating sensitive duties, such as accounting functions, you make it harder for potential fraudsters to conceal illicit activities. This practice signals that activities are subject to review, thereby deterring fraud.
Employees also stand to gain from cross-training. Learning tasks that require more responsibility or skill can make employees feel more valuable and engaged. Even lateral moves, which involve tasks at the same responsibility level, enhance employees' understanding of the organization and foster a supportive work environment.
Select employees who show an interest in learning different aspects of your operation and demonstrate adaptability. For instance, a program coordinator interested in fundraising could be a valuable backup for the development team. This process can help identify potential leaders and areas for career development.
Choose candidates for cross-training who exhibit flexibility and curiosity. During the hiring process, inform them that they may need to learn how to perform the duties of other employees, promoting a culture of adaptability from the start.
Not every job or employee is suitable for cross-training. For example, positions requiring specific skills, training, or certification — such as registered nurses in a nonprofit health clinic — should be cross-trained only with equally qualified professionals. Develop tailored training programs that respect these limitations.
Cross-training isn't a new concept, but it remains a powerful strategy for enhancing organizational resilience. By implementing cross-training initiatives, you can build a flexible, skilled, and more robust team, better equipped to handle the uncertainties and challenges of the nonprofit sector.
The HoganTaylor Nonprofit team of business advisors and CPAs is comprised of former CFOs, controllers, and industry experts with extensive experience providing the guidance organizations need to lean forward again in their leadership. If you have any questions about this content, or if you would like more information about HoganTaylor’s Nonprofit practice, please contact Jack Murray, CPA, Nonprofit Practice Lead.
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