7 secrets of volunteer recognition

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7 Secrets of Volunteer Recognition

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Why do people volunteer?

This is what they say:

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Make a contribution 93% • Use skills/experiences 78%• Previously supported 59% • To be with friends 50% • Discover strengths 48% • Meet new people 46%• Improve job opportunities 22%• To meet religious beliefs 21%.

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EngagementHeightened emotional and intellectual connection for the cause (values), organization, role, or specific people which influences extra effort and commitment.

Adapted from Gibbons workon Employee Engagement

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#1: Support Meaningful Contribution

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Volunteer Strengths Define

=talent, knowledge & skill

AdaptabilityAmbitious CautiousCompassionConfidence CreativityDecisivenessDisciplineEnthusiasmFairnessFocus

FriendlinessHelpfulnessImaginationLogicMethodical Organization PersistenceSociabilityToleranceTactfulness Understanding

Acknowledge volunteer strengths:

• Thank you for demonstrating your . . .

• Please help us with your . . .

• Your . . . makes a positive difference by . . .

# 2: Minimize Poison WordsMaximize Power Words

WOW

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When we use affirmative and appropriate words and phrases we are more likely to evoke POSITIVE reactions from people.

Decrease Increase1. You 2. good/bad3. right/wrong4. should, must

5. but

1. I2. useful, helpful3. appropriate4. want to,

choose to5. and 12

Emphasize the PositiveLosada ZoneLosada concluded for every one negative comment between 2.9013 to 11.634 positives are required to maintain a stable relationship.

#3. Deepen What Goes Well

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Martin Seligman describes 4 waysWe respond to accomplishments:1. Active and Destructive2. Passive and Destructive3. Passive and Constructive

4. Active and Constructive

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Active and Constructive1. Tell me more?

2. Who taught you that?

3. How did you develop that . . .?

4. How do you feel when you . . .?

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#4. Acknowledge Good Intentions

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1. I know you wanted this to work.

2. I see you did your best.

3. You put a lot of energy into this.

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#5: Listen Attentively

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Apathy Sympathy

NOT

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. . . seeking to understand

#6. Offer Useful Feedback

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A) Acknowledge when all is going well.

B) Make a Request when almost all is

going well and you want change.

C) Use Seven-Step Feedback Model

when there is a serious problem.

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Acknowledge1. Express appreciation for what was said or done that supported or helped you.Example: I appreciate your position. Thank you for telling me you agree.

2. Describe any helpful or notable strengths, skills or attitudes.Example: I like your ability to stay calm when I’m feeling worried.

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Make a Request

1. Make a suggestion.2. Give two reasons for the suggestion:• what it will accomplish (the benefit).• what it will solve (prevent).3. Make an encouraging statement.

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Make a Request Example

Example: I suggest when you listen say

something like ‘Right’ (suggestion).Then the speaker will know you’re

paying attention (benefit). It will also

help you not miss any important points.

(prevent). You already demonstrate

wonderful care and support to others.

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Seven-Step Feedback Model 1. State the problem2. State situation-related consequences3. Probe to identify the cause of the problem4. Listen actively5. Ask the volunteer for solutions6. Develop a concise action plan with the volunteer7. Summarize and set a time for follow-up

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7. Randomly Appreciate

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Meaningful Appreciation

1.Action that made a difference.2.Your desire/need that was met.3.The pleasing emotion. M. Rosenberg

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Meaningful Appreciation Example

1. Action: Thank you for getting that summary to me as soon as you did.2. Your need: I needed it as soon as possible.3. Emotion: I felt so relieved and grateful when you managed to meet my request

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Patricia Morgan lightens your load, brightens your outlook and strengthens your resilience.

Contact her for your next event at

403—242-7796 or patricia@SolutionsForResilience.com