The Three R’s of Volunteer Management - SC Thrive · of Volunteer Management: Recruitment...
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The Three R’s of Volunteer Management Annual Statewide Conference September 18, 2014
Transcript of The Three R’s of Volunteer Management - SC Thrive · of Volunteer Management: Recruitment...
The Three R’s of Volunteer Management
Annual Statewide Conference
September 18, 2014
The Three R’s
Good programs depend on developing a strategy that focuses on:of Volunteer Management:
Recruitment
Retention
RecognitionRecruitment, Retention R’s of Volunteer
Management:Recruitment, Retention & Recognition
"Volunteers are somebody! Somebody who cares, Somebody who devotes time without pay, Somebody who praises all, large or small and somebody who has a common bond with others to make things better."
Before you start recruiting
- …
Defining Philosophy and Goals
Preparing the Environment
Identifying Roles and Division of Labor
Building Program Infrastructure
Recruitment
Simple Truth
How You recruit---
Determines Who Will
Respond
Use the Four W’s
Take time to think and plan your recruitment process:
What are your needs? Who is your target populations? Where do you find these people? When do I need volunteers?
Last W—why do people volunteer
Give back to their community
Make a difference
Utilize their talents
Meet people
Now start recruitingUtilize your current volunteersThey are the best advertisement or your worse
resource
Talk about your program and needsNever miss an opportunity
Think outside the “box”
Develop Team approachEncourage a few volunteers to be your recruiters
Highlight your volunteers and their storiesLocal newsletters, papers and other resources
Now you have your volunteersShort attention span
Want to get started
Interview potential volunteers
They get to know you and you them
Complete an application and do background check
Be specific on what you expect
Define roles and expectations
Provide appropriate training
Give them the tools to be successful
Retention
Begins at Recruitment!
Why Do Volunteer Leave?
Did not feel needed
When they came to work—nothing to do
Did not utilize their skills
Given tasks not appropriate—either too easy or too difficult
Did not feel appreciated
Thank you goes a long way
Did not have the tools to be successful
Tools for Volunteers
Specific roles and responsibilities
Clear expectations
TrainingThere is only one thing worse than training your
volunteers and having them leave - and that's not training them, and having them stay.
Open, honest and continuing communication
Appreciation
Basic Rules of Retention
Don’t waste volunteers time
Nothing to do
Staff not available or prepared
No equipment or necessary resources
Client scheduled was unavailable
Spend time waiting for assignments or instructions
Basic Rules for Retention
Match the volunteer skills with assignments
Develop the work plan with their input
Think outside the box on assigning job
Observe the volunteer and reassign as you see their strengths
Basic Rules for Retention
Make the volunteer feel appreciated
Simple and often
Best words—Thank You!
Recognition
How Do You Recognize Volunteers
Validate
Think about your volunteers
Vary your approach
Validation
Show that you are aware of their workI admire your work ethicI am impressed at how pleasant you are after a hard
dayI love your sense of humorYou are a great problem solverI like your calm manner in difficult situationsI love your caring personality"No act of kindness, no matter how small, is ever wasted"--Aesop
Matching Recognition
3 categories of recognition
Varying levels of intensity (daily, intermediate and major)
Motivation of the volunteers
Achievement, affiliation or power
Type of volunteering
Level of Intensity
Daily recognition
Using the everlasting two words—Thank You!
Recognizing a good job
Inviting volunteer for coffee or soda
Asking their opinion/input
Using it if possible
Greeting volunteers
Bragging about them when they can hear
Level of Intensity
Intermediate recognition
Taking volunteer to lunch
Putting volunteers on important committees/task forces
Having volunteers help train new volunteers
Distributing certificates of appreciation
Including volunteer work in newsletters, bulletins, emails, etc.
Level of Intensity
Major recognition
Giving special items: mugs, T shirts, pins, notebooks
Providing a special section of publications for volunteer contributions
Hosting an Annual Volunteer recognition event—April is Volunteer Month
Purchasing advertisement in local media recognizing volunteers
Motivational Orientation
Power-oriented volunteers
Recognition announced in broad-based coverage
Volunteers are recognized by the organization’s leadership
Include volunteers in higher level decision making opportunities
Type of Volunteering
Long-term
Recognition through increased involvement and responsibilities
Recognition of annual anniversary of service
Recognition by upper management of organization
Type of Volunteering
Short Term
Recognition given immediately for individuals and work groups
On the bulletin board, marquee or banner welcoming volunteers
Recognition with a simple take-away
Certificate of appreciation, photograph, etc.
Recognition of volunteer effort through letter to boss, home agency or others
Final Thoughts on Recognition
An “ideal” recognition system is one that may include a mixture of different elements to have something for every volunteer
Do not rely solely on the standard “annual” volunteer breakfast/luncheon/reception recognition program
Consult volunteers when planning your year-round calendar of recognition events
Don't ever question the value of volunteers. Noah's Ark was built by volunteers; the Titanic was built by
professionals.
