In summer 2025, new development leadership implemented nationwide restructuring that resulted in layoffs of more than 100 employees, including the entire individual giving team and much of the broader development department. While restructuring can be necessary, the scale and pace of change significantly impacted morale, institutional knowledge, and organizational stability. Smaller rounds of layoffs have continued since, contributing to ongoing uncertainty.
Since the reorganization, morale has declined and voluntary turnover has increased — including among long-tenured and highly committed staff. Many employees report substantially increased workloads without commensurate acknowledgment, support, or compensation. There is also widespread lack of clarity around newly defined roles and expectations. Some employees report uncertainty about responsibilities and performance metrics but feel hesitant to seek clarification due to fear of criticism or negative repercussions. This dynamic has contributed to anxiety and decreased psychological safety across teams.
There is a perception of a growing hierarchical culture in which senior leadership compensation and authority have increased, while frontline fundraisers and constituent-facing staff are expected to manage expanded portfolios with fewer resources. Additionally, concerns raised about leadership behavior and team culture do not appear to be addressed consistently. Employees at lower levels report heightened scrutiny and performance pressure, while accountability at senior levels feels uneven. Titles have evolved, but in many cases responsibilities have grown faster than compensation or structural support.
Development work is inherently demanding, but without strong, visible leadership support, role clarity, and shared accountability, the environment can feel unsustainable.
