SNL – Business Meeting
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2007 ADRP Conference Page 1
SNL – Business Meeting
Making the Most Out of Your Most Valuable Asset:
The Recruitment, Retention and Development of Volunteers
2007 ADRP Conference
Baltimore, Maryland
May 4, 2007
2007 ADRP Conference Page 3
JaLae Wilson-Thompson
Regional Volunteer Supervisor
American Red Cross
Lewis and Clark Blood Services Region
Salt Lake City, Utah
2007 ADRP Conference Page 4
Making the Most Out of Your Most Valuable Asset
Identify external trends that impact volunteer recruitment and retention
List significant causes of volunteer turnover
List specific strategies to retain high performing volunteers
Objectives
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Making the Most Out of Your Most Valuable Asset
List your most significant barriers to recruiting and
retaining volunteer staff. List up to a total of four (4).
Individual Activity (2 minutes)
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22 Minutes Remaining
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11 Minute Remaining
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Making the Most Out of Your Most Valuable Asset
Let’s Get Started…
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Making the Most Out of Your Most Valuable Asset
2007 ADRP Conference Page 10
Making the Most Out of Your Most Valuable Asset
Right Person...Right Time...Right Job!
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Making the Most Out of Your Most Valuable Asset
Generational issues & motivations
Volunteer trends
External Trends Impacting Volunteer Recruitment and Retention
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Making the Most Out of Your Most Valuable Asset
Before 1922 – community oriented
1922 -1943 – stability and security oriented
1945 – 1963 – baby-boom generation tends to be “change” oriented; want respect and success
Generational Issues
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Making the Most Out of Your Most Valuable Asset
1964 – 1977 –want enjoyable experiences, multiple options, freedom; result oriented and not interested in leadership roles. They just want to get something done.
1978 - 1995 – instant gratifications, truth and team players; stimulation and stability oriented. (similar to 1922-1943 generation)
Generational Issues (cont.)
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Making the Most Out of Your Most Valuable Asset
Time poverty – short term projects and flexible schedules are more desirable
Increasing competition
Aging volunteer workforce
Changing definition of volunteering
Synergies between giving and volunteering
Volunteer Trends
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Making the Most Out of Your Most Valuable Asset
Dollars and Sense
People are the product
Turnover costs
Hourly volunteer value - $18.77
Social value of volunteers - enhanced community image
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Making the Most Out of Your Most Valuable Asset
Our perceptions of the predominant reasons for turnover are...
Turnover Assumptions
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Making the Most Out of Your Most Valuable Asset
Major reasons
-Benefits (tangible or psychological)
-Training
We want to believe that turnover is caused by something in the system rather than a relationship
Turnover Assumptions (cont.)
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Making the Most Out of Your Most Valuable Asset
Ineffective supervision or management
No opportunities for advancement
Need to balance volunteerism with other life priorities
Job content – meaningful work
What Does Research Suggest About Turnover?
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Making the Most Out of Your Most Valuable Asset
Honest, frequent two-way communication
Challenging and exciting work
Continual opportunities to grow and learn
Recognition and rewards for performance
Research Also Suggests That Volunteers Have Expectations From Management....
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Making the Most Out of Your Most Valuable Asset
Some degree of control over job/life
Knowing their work makes a difference
Research Also Suggests That Volunteers Have Expectations From Management....(cont.)
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Making the Most Out of Your Most Valuable Asset
Improving retention is more about how you treat people rather than gimmicks, games, or prizes. True solutions require behavior and attitude change.
The Real Solution
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Making the Most Out of Our Most Valuable Asset
How Do We Find and Keep Good People?
“What is in it for me?” – have something to offer
Leverage the brand – affiliation must be an advantage
The environment must be interesting with quality services provided
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Making the Most Out of Our Most Valuable Asset
What Good People Want
Promotion & Growth
Inclusion - Feeling “In”
Respect & Good Working Conditions
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Making the Most Out of Your Most Valuable Asset
Right Person...Right Time...Right Job!
Consider environmental needs
-Ethics, values and policies
-Physical surrounding
Ensure ongoing volunteer motivation and appreciation
Responses to Retention Challenges
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Making the Most Out of Your Most Valuable Asset
Ensure personal growth
Develop “career ladders” for volunteers
Relationships
- “Golden rule”
-Make staff satisfaction an important part of management work
Responses to Retention Challenges (cont.)
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Making the Most Out of Your Most Valuable Asset
- Provide coaching and feedback on work performance
- Equip staff to understand each others role – internal relationship building
- Increase recognition – develop a strategy, linked to results, providing specific self and peer recognition
Responses to Retention Challenges (cont.)
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Making the Most Out of Your Most Valuable Asset
Sustaining Volunteer Engagement will be enhanced when volunteer recruitment, retention and development is focused on knowing your volunteers and giving them what they need to be successful and fulfilled in the work they are performing for your organization.
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For copies or more information:
thompsonjb@usa.redcross.org
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