When is Nonprofit Fundraising Season? Some Important Pointers for Nonprofits
Most nonprofits want to know the answer to this question:
When is the best time of year for fundraising?
Several studies claim that there is a certain time frame where donations spike due to the spirit of giving and tax benefits. Can you guess which time of year we are talking about?
According to experts, around 30% of donations happen between Giving Tuesday (December 3rd)—the Tuesday after American Thanksgiving—and December 31st.
In this article, we will answer these questions:
- What is fundraising season?
- Why is the nonprofit fundraising season at the end of the year?
- When should I start preparing for the upcoming fundraising season?
- What should I do to prepare?
Read on to learn more about the upcoming nonprofit fundraising season and how to prepare for it!
What is fundraising season?
It’s the time of year where nonprofits hustle to reach out to donors by launching creative campaigns in hopes of drawing in more donations.
For most nonprofits, fundraising season begins after Labor Day (September 3rd) and continues until the snowy depths of December. However, research reveals that donations tend to spike between Giving Tuesday and New Year’s Eve.
Why is the nonprofit fundraising season at the end of the year?
Interestingly, the giving season parallels the time of year where consumerism skyrockets, but there’s a reason behind the increase in donations at the end of the year.
Some experts note that the spirit of giving goes hand-in-hand with personal consumerism. How? The holidays represent a time of giving and taking—you receive gifts, and you give gifts.
Therefore, some people who’ve purchased or invested in a lot of personal items may garner a greater desire to give to nonprofits or charities! It’s the time of giving, after all.
Others state that it’s the time of year where people write checks to charities or nonprofits for tax benefit purposes.
With this in mind, it’s vital to develop a creative fundraising strategy before the nonprofit fundraising season begins.
When should you start preparing for the upcoming fundraising season?
It’s important to start preparing your campaign while backyard BBQs, sunscreen, and summertime heat fill the air (or before, if you can).
A comprehensive plan can help you to gain more funds, attract donors, and draw attention to the story of your fundraiser. Sometimes a well-thought-out plan can take a while to prepare, so if you want to stand out, it’s essential to develop a fundraising strategy in advance.
What should you do to prepare?
When you’re developing a campaign for your end-of-year fundraiser, it’s important to pay attention to these factors when formulating your strategy:
1. Establish your goals
While you develop your strategy, it’s essential to figure out your goals. Why?
Having a goal will help you to understand which donors to target and which fundraising strategies to use.
Do you have a set amount of money you’d like to raise by a certain date? Or would you prefer to find donors willing to pay a monthly fee? Which donors would you like to target? How will you communicate with your donors?
For example, you may feel like you want to target donors who will attend a Casino Night where you raise $10,000. After you confirm this is your goal, you will understand which donors to target, which leads us to the next point…
2. Research your donor base
It’s important to segment your donors, which can help you to distinguish who is most likely to donate to your fundraiser and who won’t.
For example, someone may have sent a major donation recently, so if you send them an email asking for a lot of money, they may refuse. Therefore, it’s vital to segment your donor base, so you can see which type of email to send to each group.
Segmenting can also help you to determine which donors will respond to your Casino Night fundraiser—you can create an alternate strategy for the donors who have no desire to attend a Casino Night.
You can use the RFM strategy to segment your donor base—recency, frequency, and monetary—which enables you to find out when the donor last gave, how often they give, and how much money they’ve donated.
Once you’ve researched your donor base, you can focus on how to communicate with them.
3. Figure out how to communicate with your donors
Which form of communication do your donors respond to?
How will you ensure that your most reliable donors know of your campaign? Will you write a newsletter, compose personal and direct emails, or send the information via snail mail? Will you call your donors?
Once you’ve segmented your base, it will be easy to tell which form of communication certain donors prefer.
How can you find out this information? You can look through communication records. Seek out how they responded to direct emails, newsletters, snail mail, or phone calls in the past.
4. Tell a story
What story are you trying to tell? Will it attract donations?
People want to know who they will be helping. They want to know that their donations can help to change a life. Plus, most people feel that everyone deserves happiness at the end of the year, so they want to give to fundraisers where their donation will make a difference.
Involve your donors in the narratives of the people your nonprofit supports.
Once you’ve pinpointed the story you want to tell, you can move on to creating an online strategy.
5. Develop an intriguing online strategy
It’s so important to create User Generated Content (UGC) when creating your online marketing strategy—and in general. If you want to learn more about UGC for nonprofits, follow this link for more information.
When you develop an online strategy, it’s vital to think of a way to make your story stand out. But keep in mind that, in general, followers don’t like spammy posts.
For example, people enjoyed the Ice Bucket Challenge, which was fun, involved the public, and raised awareness.
It helps to think of creative ideas that talk about your fundraiser online in a way that’s intriguing but not overwhelming.
It can be tough for fundraisers to understand when to launch their campaign.
Some may believe that it doesn’t matter when they unravel their campaign to the public, but if nonprofits want to experience a successful fundraiser, it’s important to plan it for a time when people want to give.
For example, February can be stressful for numerous reasons (middle of winter, new responsibilities), so giving won’t be at the forefront of minds. However, during the holiday season, people want to give—the tax benefits may also propel donations to spike around this time of year.
It’s essential to prepare for the upcoming nonprofit fundraising season! What are you doing to prepare?
The Ultimate Guide to the Essential Social Skills in Business
Effective communication and strong relationships are essential for success in the workplace. One factor that can greatly influence these qualities is emotional intelligence, often abbreviated as EQ. EQ refers to the ability to identify, understand, and manage one’s own emotions, as well as the emotions of others. Research has shown that individuals with high levels of EQ are better equipped to handle stress, communicate effectively, and work collaboratively with others (Chamorro-Premuzic & Sanger, 2016).
Research has consistently shown that emotional intelligence (EQ) is an important predictor of job performance and success in the workplace. EQ is comprised of a set of skills that allow individuals to recognize, understand, and regulate their own emotions, as well as the emotions of others. In addition, individuals with high EQ are better able to communicate effectively, build relationships, and navigate complex social situations. As a result, they are often viewed as effective leaders and collaborators, and are more likely to achieve their personal and professional goals.
In fact, a number of studies have demonstrated the significant impact that EQ has on job performance and success. For example, one study of 85 upper-level managers found that those with higher EQ scores were rated as more effective leaders by their subordinates (Law, Wong, & Song, 2004). Another study of 151 employees found that those with higher EQ were more likely to be promoted within their organization over a five-year period (Carmeli, Brueller, & Dutton, 2009). These findings highlight the importance of EQ in the workplace and suggest that developing these skills can lead to significant benefits for both individuals and organizations.
According to a study conducted by TalentSmart, a leading provider of EQ assessments, EQ is responsible for 58% of success in all job types (Bradberry & Greaves, 2009). In contrast, IQ only accounts for about 4% of success in the workplace. This suggests that EQ is a crucial skill set for individuals in any professional field. Fortunately, EQ is a skill that can be developed and honed over time with practice and awareness.
There are several key components of EQ that are particularly important for success in the workplace. These include:
Self-Regulation: This refers to your capacity to recognize and control your emotions. Sometimes treating them when they arise may be necessary. Understanding how to manage your anger is essential. However, it can also cover how to control the feelings you’ll experience.
Self-Awareness: This implies recognizing and understanding your own feelings. Do noisy places make you nervous? Do other people talking over you make you angry? Knowing these truths about yourself shows that you are working on your self-awareness. Being conscious of yourself is necessary for this phase, which can be more complex than it sounds.
Socialization: This category focuses on your capacity to manage social interactions and direct relationships. It doesn’t entail dominating others but knowing how to work with others to achieve your goals. This could entail presenting your ideas to coworkers, leading a team, or resolving a personal disagreement.
Motivation: Strong motivators include external forces like money, status, or suffering. Internal motivation, however, plays a significant role in Goleman’s concept. By doing so, you demonstrate your ability to control your cause and initiate or continue initiatives of your own volition rather than in response to external demands.
Empathy: It’s equally critical to be sensitive to others’ feelings. This may entail learning to identify different emotional states in individuals — for example, can you tell the difference between someone at ease and someone anxious? — but it also requires comprehension of how other people may react to their current situation. Empathy is one of the essential traits in business and business leadership.
A thought leader in this space, Michael Ventura has built a career advising organizations on the importance of emotional intelligence in the workplace. In his book, Applied Empathy, Ventura highlights the value of empathy in business and provides strategies for developing and applying this skill set. With two decades of experience as a leader, facilitator, and educator, Ventura’s work has made impact in with prestigious institutions such as Princeton University and the United Nations as well as corporate clients such as Google and Nike.
Through his work, Ventura advises leaders to focus on the development of EQ in order to help individuals improve their communication, collaboration, and leadership skills, ultimately leading to greater success in the workplace. Experts like Ventura continue to support the growing body of research on the value of EQ in business, and the evidence that organizations who invest in the EQ of their teams help to create a more empathetic and successful professional environment.
And it’s worth noting that EQ isn’t just important for individual success in the workplace, but also for overall organizational success. A study by the Center for Creative Leadership found that EQ was a better predictor of success than IQ or technical skills in the workplace, and that teams with higher levels of EQ tend to be more effective and productive (Boyatzis, Goleman, & Rhee, 1999). By cultivating a culture of empathy and emotional intelligence, organizations can improve their overall performance and create a more positive work environment for their employees.
In conclusion, emotional intelligence is a crucial component of success in the workplace, and individuals and organizations alike should prioritize the development of these skills. The ones that do not only develop a leading edge in their category, but also become a meaningful place to work for their teams. And in today’s rapidly changing talent landscape, the retention of highly capable, emotionally intelligent leaders is one of the greatest keys to unlocking success.
Boyatzis, R. E., Goleman, D., & Rhee, K. S. (1999). Clustering competence in emotional intelligence: Insights from the emotional competence inventory (ECI). In R. Bar-On & J. D. A. Parker (Eds.), Handbook of emotional intelligence (pp. 343-362). Jossey-Bass.
Bradberry, T., & Greaves, J. (2009). Emotional intelligence 2.0. TalentSmart.
Chamorro-Premuzic, T., & Sanger, M. N. (2016). Does employee happiness matter? Journal of Organizational Effectiveness: People and Performance, 3(2), 168-191.
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