Attracting and Retaining Volunteers Judith Lindenau Certified Association Executive JWL Consulting and Executive Coaching
May 17, 2015
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]
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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]
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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
JWL Consulting [email protected]
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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