Management Annual Statewide Conference September 18, 2014 The - - PowerPoint PPT Presentation
The Three Rs of Volunteer Management Annual Statewide Conference September 18, 2014 The Three Rs Good programs depend on developing a strategy that focuses on: of Volunteer Management: Recruitment Retention Recognition
Annual Statewide Conference September 18, 2014
Good programs depend on developing a strategy that focuses on:
Recruitment Retention Recognition Recruitment, 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
Before you start recruiting
Defining Philosophy and Goals Preparing the Environment Identifying Roles and Division of Labor Building Program Infrastructure
Determines Who Will Respond
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?
Give back to their community Make a difference Utilize their talents Meet people
Utilize your current volunteers
They are the best advertisement or your worse resource
Talk about your program and needs
Never miss an opportunity Think outside the “box”
Develop Team approach
Encourage a few volunteers to be your recruiters
Highlight your volunteers and their stories
Local newsletters, papers and other resources
Short 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
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
Specific roles and responsibilities Clear expectations Training
There 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
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
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
Make the volunteer feel appreciated
Simple and often
Validate Think about your volunteers Vary your approach
Show that you are aware of their work
I admire your work ethic I am impressed at how pleasant you are after a hard day I love your sense of humor You are a great problem solver I like your calm manner in difficult situations I love your caring personality "No act of kindness, no matter how small, is ever wasted"
3 categories of recognition
Varying levels of intensity (daily, intermediate and major) Motivation of the volunteers
Achievement, affiliation or power
Type of volunteering
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
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.
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
Power-oriented volunteers
Recognition announced in broad-based coverage Volunteers are recognized by the organization’s leadership Include volunteers in higher level decision making
Long-term
Recognition through increased involvement and responsibilities Recognition of annual anniversary of service Recognition by upper management of
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
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; the Titanic was built by professionals.
Questions? Contact Pat Robson pvr0417@aol.com 843-237-8859