When budgets are tight, the instinct is often to “do more with less.” But for many not-for-profits, the smarter move is to do more by investing in people.
PwC’s CEO survey reveals a striking paradox: while 77% of organisations provided training, 75% of CEOs still report skills shortages as a critical challenge. In other words, training is happening — but not always targeted at the right gaps.
For smaller NFPs, this gap is especially dangerous. They often lack the buffer of large teams or dedicated budgets, meaning one under-skilled role can create bottlenecks across the whole organisation.
Upskilling isn’t about expensive programs or endless workshops. It’s about pinpointing the high-leverage skills that allow staff to use technology better, streamline processes, and unlock capacity. For example:
- Training staff in digital literacy so they can confidently adopt new systems.
- Equipping managers with data analysis skills to make evidence-driven decisions.
- Supporting frontline staff to use digital tools that improve service delivery.
The return on investment is significant. Upskilling helps close capability gaps without adding headcount, reduces reliance on external contractors, and increases resilience when external shocks occur.
And there’s a morale factor too. Staff who are supported to learn feel more valued and are more likely to stay — reducing costly turnover.
For NFPs looking to grow impact without blowing budgets, upskilling is the leverage point. It’s not just a training cost — it’s an investment in sustainability, capacity, and mission.
Not sure where to start? Let Momentum help. Enquire now.
