recruiting, nurturing & retaining volunteers

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Recruiting, Nurturing & Retaining Volunteers Don C. Bramlett, PE, SMIEEE IEEE Region 4 Director 2009- 2010 Southeastern Michigan Section DTE Energy – Project Engineer

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Recruiting, Nurturing & Retaining Volunteers. Don C. Bramlett, PE, SMIEEE IEEE Region 4 Director 2009-2010 Southeastern Michigan Section DTE Energy – Project Engineer. Who is Volunteering. 49% of American adults volunteered 1995 Over 50% of American between 25 and 54 years old - PowerPoint PPT Presentation

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Page 1: Recruiting, Nurturing  &  Retaining Volunteers

Recruiting, Nurturing &

Retaining VolunteersDon C. Bramlett, PE, SMIEEE

IEEE Region 4 Director 2009-2010Southeastern Michigan SectionDTE Energy – Project Engineer

Page 2: Recruiting, Nurturing  &  Retaining Volunteers

Who is Volunteering• 49% of American adults volunteered 1995• Over 50% of American between 25 and 54

years old• 45% of all American men and 52% of all

American women• Increases with education attained, over 70%

of college graduates volunteered an average of 4.8 hours a week

• Increases with household income, 69% with income over $100,000

Page 3: Recruiting, Nurturing  &  Retaining Volunteers

Type of Organizations• People are most likely to volunteer for

charitable and community service projects; many people want to “make a difference” or help to solve a problem

• Many trade and professional organizations, like IEEE, are finding it difficult to compete for their members’ volunteer time; numbers diminishing

Page 4: Recruiting, Nurturing  &  Retaining Volunteers

Reference Resource“Volunteers: How to Get

Them, How to Keep Them”

By Helen LittlePanacea Press, Inc.Naperville, IL 1999

Page 5: Recruiting, Nurturing  &  Retaining Volunteers

Needs of a Volunteer• A specific manageable task with a

beginning and an end• A task that matches the interests and

reasons for volunteering• A good reason for doing the task• Written instructions• A reasonable deadline for doing the

task

Page 6: Recruiting, Nurturing  &  Retaining Volunteers

Needs of a Volunteer• Freedom to complete the task when and

where it is most convenient for the volunteer

• Everything necessary to complete the task without interruption

• Adequate training• A safe, comfortable and friendly

working environment

Page 7: Recruiting, Nurturing  &  Retaining Volunteers

Needs of a Volunteer• Follow-up to see that the task is

completed• An opportunity to provide feedback when

the task is finished• Appreciation, recognition and rewards

that match the reasons for volunteering• Value added to encourage employer

support of volunteer efforts

Page 8: Recruiting, Nurturing  &  Retaining Volunteers

A specific manageable task with a beginning and an end• Position/Job/Task Specification: Specific Roles - Written Job Descriptions,

Instructions and/or Work Directions– Skills – Knowledge – Experience– Responsibilities - Duties– Time Commitment - Schedule

• Making the Appeal– Ask for help personally– Personal contacts, Meeting attendees, etc

Page 9: Recruiting, Nurturing  &  Retaining Volunteers

A task that matches interests and reasons for volunteering• Volunteer motivations– Affiliation – Power - Recognition– Professional Growth - Networking

• Determine volunteer interest– Polls – Surveys– Interview volunteers

Page 10: Recruiting, Nurturing  &  Retaining Volunteers

A good reason for doing the task

• Work or task should be important to the functioning of the organization

• Volunteer must feel he/she is making a meaningful contribution

• TEAM – Together Each Achieves More• Will lead to a greater level of

commitment to the task

Page 11: Recruiting, Nurturing  &  Retaining Volunteers

Written Instructions

• Job Description• Work Directions• Detailed Instructions• Letters of appreciation and thanks

Page 12: Recruiting, Nurturing  &  Retaining Volunteers

A reasonable deadline for doing the task

• Establish a schedule, interim milestones and deadline for completion of a task

• Mentor and follow-up with the volunteer on progress to completion of a task

Page 13: Recruiting, Nurturing  &  Retaining Volunteers

Freedom to complete the task when and where it is most convenient for the

volunteer

• Avoid inefficient, time-consuming and wasteful face-to-face meetings

• Make use of conference calls and communication technologies

• Provide the volunteer flexibility• Monitor progress of the volunteer

Page 14: Recruiting, Nurturing  &  Retaining Volunteers

Needs everything necessary to complete the task without interruption

• Plan the work and work the plan• The 5Ps – Proper Planning Prevents

Poor Performance• Provide the needed materials and info

early in the process• Increase the probability of success• Mentoring and support needed

Page 15: Recruiting, Nurturing  &  Retaining Volunteers

Adequate Training

• Match training to the experience, needs and duties of the volunteer

• Offer alternatives for training• Mentor and monitor volunteers• Annual Section & Chapter training

Page 16: Recruiting, Nurturing  &  Retaining Volunteers

A safe, comfortable and friendly working environment

• Meeting locations need to be well identified, safe, secure and convenient

• Volunteers need to feel welcome and be treated as valuable members of the team

• Mentor and monitor volunteers• Provide for special needs• Volunteers will have a more positive image of

the organization

Page 17: Recruiting, Nurturing  &  Retaining Volunteers

Follow-up to see that the task is completed

• Volunteers are colleagues & partners, not subordinates or employees

• Give opportunity to perform• Monitor and provide feedback• Be a coach and cheerleader• Mentor and counsel, as needed• Fire a volunteer, if necessary

Page 18: Recruiting, Nurturing  &  Retaining Volunteers

Opportunity to provide feedback when the task is completed

• Solicit feedback from volunteers• Volunteers value the opportunity• After Action Review (AAR) process• Lessons learned opportunity• Learn about problems encountered• Prevent potential problems in the future

and loss of volunteers

Page 19: Recruiting, Nurturing  &  Retaining Volunteers

Appreciation, recognition and rewards that match the reasons for

volunteering

• One of the easiest and least expensive needs of a volunteer

• Thank each volunteer personally• Publicly recognize volunteers, as

appropriate, in a timely manner• Provide a position with more authority

and responsibility

Page 20: Recruiting, Nurturing  &  Retaining Volunteers

Value added to encourage employer support of volunteer efforts

• Professional Development of Employee:Leadership, Project Management,Oral Presentation, Communication,Team Building, & Management Skills

• Technical Development of Employee in training and educational forums

• Exposure to state-of-the-art technology• Potential Impact on Industry Standards

Page 21: Recruiting, Nurturing  &  Retaining Volunteers

Long Term Benefits

• Meeting volunteer needs creates a win–win situation

• Volunteers benefit when you understand and meet their needs

• The organization benefits too• A more successful organization • More long-term productive volunteers &

more active members