by Lauren Steiner
Every time a grant writer walks out the door, your organization loses more than just a resume. You lose relationships with funders, institutional knowledge, writing style consistency, and the strategy behind your grants program. And replacing that person? It’s costly, time-consuming, and disruptive.
This is a sector-wide problem – and it’s pervasive.
A recent study by the Center for Effective Philanthropy found that the average tenure of development professionals is just 16 months. Other reports suggest that grant writer roles are among the most difficult to fill and keep filled, often resulting in vacancy periods of six months or more.
In our work at Grants Plus, we hear it all the time: “We had a great grant writer, and then… they left.” And often, organizations scramble to patch the gap. But what if we focused less on replacing talent—and more on retaining it?
Don’t just recruit great writers. Keep them.
While turnover is common across the field, we’ve managed to retain a seasoned and stable grant writing team over many years. Our average tenure for writers is around 4 years—nearly triple the national average. Here’s what we’ve learned:
Make grant writers feel seen. Grant writing can be invisible work—quietly strategic, behind the scenes. At Grants Plus, we elevate writers as central to mission impact. We regularly share client wins in company-wide meetings, publicly recognize individual contributions, and connect their efforts directly to outcomes.
Balance is not optional. Our writers have strict boundaries around workload and are empowered to say no when capacity is at risk. We’ve added wellness days, sabbaticals, and flexible schedules to protect their energy—and their creativity.
Invest in their growth. Every writer has professional development opportunities and a plan. From conferences to certifications, we encourage our team to deepen their craft—and bring these new ideas back to our clients.
Build a writing community, not a writing assembly line. Peer review, collaboration opportunities, and dedicated time for team brainstorming ensure that no grant professional is on an island. We’ve created a culture where quality and camaraderie reinforce each other.
If You Only Have One Grant Writer… Here’s What You Can Do
We know not every organization has a full writing team. If you have just one grant writer, these simple changes can make a meaningful difference:
Pair them with a program lead or finance ally: Many writers are siloed. Help them build bridges so they can access stories, data, and strategy faster—and feel like they’re part of something bigger.
Make professional development a line item: A modest budget for membership in Association of Fundraising Professionals (AFP Global) or Grant Professionals Association, a writing course, or conference access sends a powerful message: We’re investing in you.
Join a network: Encourage your grant writer to join the Grant Professionals Association or AFP’s grantwriting affinity groups. These peer communities offer support, learning, and relief from the isolation many solo grant writers feel.
Give credit visibly: Did a program just get funded? Say thank you by name—in your board report, your newsletter, your team huddle. Let them hear the applause.
Be honest about capacity: If they’re managing a pipeline of 50-60+ grants a year, ask if the volume is realistic. Even a short-term contractor or consultant can provide relief during high-pressure periods.
Use turnover as a wake-up call: If your grant writer leaves, don’t just replace them. Ask why they left, what systems or supports were missing, and how you can redesign the role for greater sustainability.
What you can do today:
- Start by asking: What would make this a place your grant writer wants to stay?
- Reduce isolation: Pair them with internal allies or external consultants for collaboration.
- Track capacity: Overloading your writer won’t save time—it will send them packing.
- Celebrate progress: Don’t wait for the award letter. Wins happen at every stage
Grants are about relationships. So is retention. Just like with your funders, the relationship with your grant writer takes intention. It’s time to recognize that your grant writer is one of your organization’s most strategic assets.
Let’s not just fill seats. Let’s keep the right people in them.
This blog has been re-purposed from Lauren Steiner’s LinkedIn newsletter. For more insights from Lauren, subscribe to her newsletter, Grant Seeker’s Edge.
