A new report from Momentive Software finds that career advancement opportunities and technology effectiveness are a determining factor in employee retention in nonprofits and associations, more so than compensation. The 2026 State of the Mission-Driven Workforce report is a study of the shifting values of mission-driven professionals and what they are prioritizing in their careers. It finds a strong level of belonging among mission-driven workers, as well as a high level of turnover.
While 85% of mission-driven workers surveyed say they feel a strong level of belonging in their workplace, almost six in ten are considering a new opportunity. It seems that having a mission is not enough; having a career path is what matters most in employee retention. The report finds that 65% of employees in mission-driven workplaces who have a career path ahead of them choose to stay in their role, compared to 27% of those without a career path ahead of them. Almost two-thirds of mission-driven workers say they do not have a defined career path ahead of them.
The report also points out the influence of technology inefficiencies on workforce stability. A significant cause of burnout is technology inefficiencies, and 63% of those experiencing this are actively exploring alternative roles. The majority of those experiencing this have expressed frustration over the inefficiencies of the technology systems in place and the need for a unified technology solution to improve workflows and minimize administrative burdens.
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Despite these challenges, mission alignment is a key differentiator for these professionals. A majority of them are willing to take a pay cut for a mission-driven role.
“This research reinforces how deeply mission-driven professionals care about their work and where leaders can take meaningful action,” said Tirrah Switzer, VP of Product Marketing at Momentive Software. “Passion alone does not sustain a workforce. Nonprofit and association leaders, in partnership with their boards, have an opportunity to prioritize competitive compensation, invest in technology that reduces burnout, and create visible career pathways. When organizations invest in their people, they strengthen retention, resilience, and long-term revenue stability.”
The report identifies three key areas for leaders to prioritize: clear career paths, technology as a retention strategy, and workplace belonging. All these aspects can help organizations develop more resilient workforces in a more competitive environment.
