attracting and retaining volunteers
DESCRIPTION
How to attract and retain volunteers to your non-profit organization. Practical, 'how-to' tips from a veteran organization manager and consultant.TRANSCRIPT
Attracting and Retaining Volunteers
Judith LindenauCertified Association Executive
JWL Consulting and Executive Coaching
JWL Consulting [email protected]
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Who are your volunteers?• Feel compassion for those in
need 86%• Have an interest in the
activity or work 72%• Gaining a new perspective
on things 70%• The importance of the
activity to people the volunteer respects
63%
Independent Sector, National Survey
2/2/2014
JWL Consulting [email protected]
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Profile of the Volunteer
• Boomers are looking to contribute meaningfully to the community.
• Donors want to contribute more than money.
• Increasing pool of younger volunteers.
• Some are looking for job experience, training, re-entry to employment.
2/2/2014
JWL Consulting [email protected]
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Attracting Northern Michigan Volunteers
• The population is increasing:
10% in Benzie8% in Grand Traverse6% in Antrim • Retirement
communities• Seasonal residents• Rural culture/ sense of
community
2/2/2014
JWL Consulting [email protected]
5
National Trends in Volunteering
• Baby boomers have highest rate of volunteering and lowest volunteer retention rate.
• While overall volunteer hours are down slightly, more individuals and younger people are volunteering.
• Volunteers are younger and more skilled then in the past.
• Family and group volunteering are popular.
• More people with professional skills available to nonprofit organizations.
2/2/2014
JWL Consulting [email protected]
6
National Trends in Volunteering• Many volunteers are employed,
students, or have young families.• Desire for freedom, ability to act
quickly.• Volunteers want challenging,
interesting assignments.• Volunteers come from a broader
cross-section of society.• Volunteers expect to be treated
professionally.• Volunteers need flexibility in
hours.
2/2/2014
JWL Consulting [email protected]
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How do we best respond to these trends?
• Design episodic, short-term positions.• Provide group volunteer opportunities.• Target recruitment to professionals, youth,
retired people, ethnic groups, etc.• Offer flexible hours and locations.• Organize a substitute system of volunteers.
2/2/2014
JWL Consulting [email protected]
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Instead of Committees:
• Design short term positions—work groups, task forces, board advisory groups for specific projects
• Online forums and discussion groups• Start with the work that needs to be
accomplished and design a structure to do only that
2/2/2014
JWL Consulting [email protected]
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Death By Meeting
Our meetings are held to discuss many problems which would never arise if we held fewer meetings”—Ashleigh Brilliant
2/2/2014
JWL Consulting [email protected]
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Maintain a Superior Data Base
• Current members and contact information
• Skills and interests• Demographic data• History of Involvement• Likes, dislikes • Individual and overall
volunteer hours• Results• Evaluations and progress
reports
• Tips:– Use a good Data Base
program• Microsoft Excel • Volunteer Works• Database software
» Filemaker Pro» AccessVolunteer» VolunteerSpot.com» Tech Soup.org
– Periodic Updates (online, response card, phone, email)
– Active Communication s program (social media, annual meeting, events)
2/2/2014
JWL Consulting [email protected]
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Assign Volunteers Wisely
• Clear role description• Strong fit: interests, experience, ability• Authority to accomplish the role– Budget– Span of control- when must they check-in before making a
decision-making– Reporting & communication requirements– Communicate role to others in organization
2/2/2014
JWL Consulting [email protected]
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Authority for Volunteers
• Authority to accomplish the role– Budget– Span of control- when must they check-in before making a
decision-making– Reporting & communication requirements– Communicate role to others in organization
2/2/2014
JWL Consulting [email protected]
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Define All Responsibilities Clearly
• Position Descriptions for individuals
• Task descriptions for Committees and Work Groups
• Clear Description of expected results and time frames
• Always appoint a single person responsible
• “To Do” list at the end of the meeting minutes
• Responsibility Flow Chart
• Process, not results
2/2/2014
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Flow Chart
Board Reviews and Recommends Action
Budget Implementation
Committee Reviews and Recommends Action to Board
Public RequestIn Writing Staff Receives
2/2/2014
JWL Consulting [email protected]
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Train Volunteers
• History• Language of your
organization• Values and Mission• Expectations for the
position• Annual Calendar of
organization
2/2/2014
JWL Consulting [email protected]
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Volunteer Accountability
• Performance Reviews• Evaluation of the Work
Plan• Personal Conversation• Reward and Recognition
for Excellence• Clear, regular
Communication
2/2/2014
