People power is the new competitive edge. Is your membership organisation ready?

The membership sector is in transition. As member expectations grow, talent competition intensifies and organisational models evolve, staffing and people strategy have become mission-critical for trade associations, institutes,  and professional bodies. Below are the key talent issues to tackle in 2026,  and what to do about them.

1. The “War for Top Talent” is still on

Even as economic uncertainty looms, the UK labour market remains tight and skills shortages are persistent. For membership organisations this means:

  • Attracting professionals who understand both membership dynamics and organisation operations (marketing, digital engagement, membership services).
  • Retaining talent when they may be lured by private-sector pay or tech-driven roles.
  • Designing roles that offer purpose, progression, and flexibility.

2. Role-definition and modernising support teams

Historically, many membership organisations relied on volunteer leaders, traditional clerical positions, or dedicated in-house staff. 

As functions like digital engagement, data analytics, member insight, and community building become vital, the support team needs to evolve.

For example: rethinking roles that power operations, marketing, membership services, partnerships, and digital strategy.

3.  Values-led talent, culture, and purpose alignment

Members expect more than benefits now. They look for alignment with values, community, authenticity and relevance.

For staff too, the value proposition is shifting: they want to contribute to meaningful outcomes, not just fulfil tasks. Research shows that in membership organisations, purpose and values are becoming central to culture and retention.

Our Tip: Use behavioural interview questions that test values alignment, and build in metrics for culture and engagement alongside performance. Our proven and tailored recruitment solutions can support you here.

4.  Flexibility, hybrid models and evolving work norms

Membership organisations are not immune to the shifting norms of how and where work gets done. Hybrid working, asynchronous collaboration, and digital engagement are now part of the expectation.

Our Tip: Clearly communicate remote and onsite expectations in job adverts,  transparency here is key to attracting the right talent.

5.  Succession, leadership continuity and capability gaps 

As senior staff retire or move on, membership organisations increasingly face capability gaps,  both in leadership and specialist roles such as digital, insight, member experience etc.

The question is: Do you have the talent pipeline to plug gaps effectively?

Our Tip: With our support and to ensure impartiality, undertake a comprehensive capability audit to assess your organisation’s talent, pinpoint critical positions, and evaluate readiness for change. Access our complimentary Succession Planning Guide to support this essential process.

6.  Digital and data skills - a must for your organisation 

Members now expect seamless digital experiences, personalised content, and communities they can engage with virtually or in-person.

Membership organisations must recruit and develop people who understand digital platforms, data analytics, engagement metrics and member-centric models. 

In your recruitment and workforce planning, prioritise roles where this is core rather than ancillary.

Our Tip: When we support your hiring for these skills, we would highlight “data and digital skills” as non-negotiables, even in membership operations or events roles.

7.  Retention and the hidden cost of turnover

Losing talent is costly, not just financially, but in lost institutional knowledge, disruption, and lowered morale. Membership organisations rely heavily on relationships with members, volunteers, and stakeholders, so staff turnover can be especially damaging.

That’s why it’s crucial to partner with a membership-specialist recruitment firm like ours. We understand the unique culture, pace, and purpose of membership bodies , and that insight helps us find people who truly fit and stay.

Working with specialists lessens the risk of a poor hire and ensures you have expert support if challenges arise (which, with the right process, is rare). We’re as motivated as you are to get it right - because when the match works, everyone succeeds.