Volunteer_Recruitment

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Recruiting, Nurturing & Retaining Volunteers : 

Recruiting, Nurturing & Retaining Volunteers Don C. Bramlett, PE, SMIEEE IEEE Region 4 East Area Chair Southeastern Michigan Section

Who is Volunteering : 

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

Type of Organizations : 

Type of Organizations People are most likely to volunteer Charitable and community service projects Want to “make a difference” Want to help to solve a problem Many trade and professional organizations find Difficult to compete for their members volunteer time Volunteer numbers diminishing

Reference Resource : 

Reference Resource “Volunteers: How to Get Them, How to Keep Them” By Helen Little Panacea Press, Inc. Naperville, IL 1999

Needs of a Volunteer : 

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

Needs of a Volunteer : 

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

Needs of a Volunteer : 

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

A Specific Manageable Task With a Beginning and an End : 

A Specific Manageable Task With a Beginning and an End 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

A Task That Matches Interests and Reasons for Volunteering : 

A Task That Matches Interests and Reasons for Volunteering Volunteer motivations Affiliation – Power - Recognition Professional Growth - Networking Determine volunteer interest Polls – Surveys Interview volunteers

A Good Reason For Doing the Task : 

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 Will lead to a greater level of commitment to the task

Written Instructions : 

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

A Reasonable Deadline for Doing the Task : 

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

Freedom to Complete the Task When & Where It Is Most Convenient for the Volunteer : 

Freedom to Complete the Task When & Where It Is Most Convenient for the Volunteer Avoid time-consuming and wasteful meetings Make use of conference calls and communication technologies Provide the volunteer flexibility Monitor progress of the volunteer

Needs Everything Necessary to Complete the Task Without Interruption : 

Needs Everything Necessary to Complete the Task Without Interruption Plan the work and work the plan Provide the materials and info Increase the probability of success Mentoring and support needed

Adequate Training : 

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

A Safe, Comfortable and Friendly Working Environment : 

A Safe, Comfortable and Friendly Working Environment Meeting locations need to be safe, secure and convenient Volunteers need to feel welcome and valuable members of the team Mentor and monitor volunteers Provide for special needs Volunteers will have a more positive image of the organization

Follow-up to See That the Task Is Completed : 

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

Opportunity to Provide Feedback When the Task Is Completed : 

Opportunity to Provide Feedback When the Task Is Completed Solicit feedback from volunteers Volunteers value the opportunity Lessons learned opportunity Learn about problems encountered Prevent potential problems in the future and loss of volunteers

Appreciation, Recognition and Rewards That Match the Reasons for Volunteering : 

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 Provide a position with more authority and responsibility

Long Term Benefits : 

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

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