Looking to Keep Your Staff Team? Here's What Association Professionals Need to Stay
Attracting and retaining skilled staff has become one of the most pressing concerns in the association space—not just for executives. MSAE's 2025 Association Staff Professionals Survey reveals valuable insights from those on the front lines of association work, painting a clear picture of what motivates professionals to stay—and what might drive them away.
Why Staff Stay
When asked about job satisfaction, most respondents indicated moderate to high levels of contentment in their roles. However, satisfaction is not accidental—it's driven by factors like:
- Manageable workloads
- Supportive teams and collaborative cultures
- Opportunities to make meaningful contributions to the mission
- Flexibility and autonomy in their work
Several respondents emphasized the importance of working in a well-run organization where staff are heard and appreciated. Others pointed to the impact of their work and the relationships they build with members as key motivators.
"I'm a part of a fantastic, well-run association that values transparency and support. That keeps me here."
"The people I work with and the members I serve make this job fulfilling."
These reflections point to a broader truth: culture, communication, and a shared sense of purpose matter just as much as paychecks.
What Makes the Job Challenging?
Open-text responses on the most significant workplace challenges reveal another side of the equation. Among the most common concerns:
- Time pressure and overwork
- Lack of clear priorities
- Wearing too many hats
- Poor internal communication
- Limited staff support or professional development opportunities
"Balancing the constant demand for my time against limited resources is overwhelming."
"We're short-staffed, and I do a little bit of everything."
Many association professionals manage diverse responsibilities without the tools or time to execute each task effectively. This multitasking burden leads to burnout, disengagement, and turnover—especially when paired with a lack of recognition or growth opportunities.
What Associations Can Do
Based on these insights, several actionable strategies emerge for attracting and retaining top association talent:
- Clarify Roles and Priorities
- Avoid burnout by ensuring clear responsibilities, workflows, and support systems.
- Invest in Staff Development
- Provide accessible, role-specific training and mentorship programs to build confidence and capability.
- Foster a Positive, Purpose-Driven Culture
- Reinforce the impact of each person's work. Celebrate contributions. Communicate openly.
- Right-Size Expectations to Capacity
- Ensure workloads align with staff resources and revisit expectations regularly.
- Provide Flexibility
- Flexibility in when, where, and how people work is no longer a perk—it's expected.
The Path Forward for MSAE
As MSAE continues to support Michigan's associations, these insights call for a renewed focus on staff support and development. From peer roundtables and training to practical toolkits and onboarding support, MSAE can play a vital role in empowering association professionals at every level.
Because when association staff thrives, so do the associations they serve.