Remote and hybrid non-profit workers report better work-life balance. They feel happier and healthier. Yet they are twice as likely to consider quitting as staff working on-site.

The data shows why: when remote workers feel lonely or disconnected, they leave. Mission matters. Connection matters. Teams need more than flexibility. They need belonging.

Key highlights:

• Remote work is widespread. 58% of staff—and 65% in community-based organizations—work from home at least some of the time. This is well above the 42% reported for public and private sector workers in another recent survey.
• A paradox emerges. Remote and hybrid staff often report stronger wellbeing than their on-site peers, but are about twice as likely to plan to leave within six months.
• Loneliness drives turnover. Remote workers aren’t more likely to feel lonely, but when they do, it has a far greater impact on quitting intentions.
• Caregivers face added strain. Parents and those caring for aging relatives or people with disabilities rely heavily on remote work—and are most likely to consider leaving.
• Connection is the opportunity. Nearly half of all staff feel lonely at least sometimes, and one in three lacks belonging or supervisor support. Strengthening connections is essential for retention.

This report offers practical steps to address retention, improve onboarding, strengthen mentoring, and invest in moments to connect face-to-face.

Built on data from the Changemaker Wellbeing Index, this deep dive looks at turnover, loneliness, caregiver pressures, and gaps in support. You will get practical steps to strengthen retention, culture, and connection.

This report is part of the Changemaker Wellbeing Series, a Future of Good member-exclusive experience with editorial stories, reports, and two virtual symposia to help teams build healthier workplaces.

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Download now and learn what remote work means for your people and your impact.