Volunteer Management
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Volunteer Management

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    Volunteer Management Volunteer Management Presentation Transcript

    • Volunteer Management Presented by Jonathan Poisner For the State Environment Leadership Program October 2011
    • A BOUT J ONATHAN P OISNER S TRATEGIC C ONSULTING Services:  Strategic and Campaign Planning  Facilitation  Coalition Development  Fundraising  Communications  Organizational Development  Executive Transitions  Executive Coaching
    • M Y EXPERIENCE WITH VOLUNTEERS Before I became an Executive Director, I was a grassroots organizer for the Sierra Club. When I became Executive Director at the Oregon League of Conservation Voters in 1997, we had maybe 50 volunteers, counting the board and others. By 2008, we had more than 1000 volunteers do some activity for OLCV in the calendar year.  This took a sustained commitment to a volunteer program and we learned some things along the way that I’ll be sharing in this webinar.
    • W HAT WE ’ RE GOING TO COVER Why Volunteers Recruiting Volunteers Managing Volunteers
    • W HY DO YOU WANT VOLUNTEERS ? Important to know why since can influence what type of program you set up. Two important questions:  What do you most want out of your volunteers?  What level of volunteer do you need?
    • W HAT DO YOU M OST WANT OUT OF YOUR V OLUNTEERS My top potential reasons:  To do the work staff just can’t get around to doing (either back-end or programmatic)  62.8 million adults volunteering almost 8.1 billion hours in local and national organizations in 2010, Source: VolunteeringinAmerica.gov.  To be authentic voices  As sources of local knowledge  As sources of specialized expertise
    • W HAT LEVEL VOLUNTEER DO YOU NEED ? Level 1: Participants Level 2: Activity Leaders Level 3: Organizational Leaders
    • R ECRUITING VOLUNTEERS  Trends in volunteerism  Why people volunteer  Where to find potential volunteers  Techniques for recruitment
    • T RENDS IN V OLUNTEERISM Participant volunteerism is up Organizational volunteerism is down Internships are up  Bookmark interns as a special class of volunteers and talk about it at the end of the webinar Source: volunteeringinamerica.gov
    • W HY PEOPLE VOLUNTEER Concern about the issue  Ideological or  More directly personal Social connection Learn a skill/network (technical or leadership) Personal connection to a staff member/other volunteer
    • W HERE DO YOU FIND POTENTIAL VOLUNTEERS ? People you meet and know List of supporters and donors Volunteer lists from allied or partner organizations or political campaigns Tabling or clip boarding at local community events or college campuses Online volunteer/community announcement web sites and email lists. Via partnerships (e.g. with a church social justice committee).
    • R ECRUITING PARTICIPANTS Personal asks are the #1 key. Supplement personal asks with online asks that stress social benefits combined with urgency.  The online is often priming the personal ask  Or getting people at the right moment. Be specific. Potential volunteers respond better to being asked to do a specific task at a specific time for a specific purpose than a general “can you volunteer.” Role play – have a script and practice it, but sound authentic.
    • R ECRUITING PARTICIPANTS continued Thank them right away – express gratitude. Ensure they understand what they need to. They should be able to answer the questions: What am I going to be doing? Where will I be doing it? When do I need to be there? How long will I be doing it for? Turn participants into recruiters – always ask them if they have two other friends who they can bring along. Do reminders. Day before at least an email. Better yet are reminder calls – which can also be a volunteer task. Plan for a flake factor – of up to half for large-scale volunteer activities, even with reminders.
    • R ECRUITING ACTIVITY LEADERS Personal asks from participants who show promise, preferably in-person Personal asks of those with specialized skills to be activity leaders. What happens in a leadership volunteer recruitment meeting  Form a personal relationship.  Find out the why Set clear expectations
    • R ECRUITINGORGANIZATIONAL LEADERS Definitely in-person meetings Even more detail on the expectations More of a mutual decision than pure recruitment Don’t limit this to just board members – think about whether there are other long-term organizational roles for which a leader can be recruited.
    • M ANAGING VOLUNTEERS Why do volunteers stay Best practices for managing volunteers Designing your volunteer program Systems that make volunteer management easier
    • W HY DO VOLUNTEERS STAY ?Statistics show around 1/3 of all volunteers stop volunteering for a specific group in the following year.Top two reasons people continue: They like you. They are getting what they most want out of the volunteering.
    • B EST PRACTICES FOR VOLUNTEER MANAGEMENT Recognition/Thanks Training Match to correct organizational activity Culture that welcomes new volunteers Allocate resources to support them Solicit their input sincerely Create opportunities for social networking
    • D ESIGNING YOUR P ROGRAM Don’t underestimate the staff time necessary Create a volunteer recruitment/management plan. Don’t do this ad hoc. Be conscious about moving people up to higher levels. Have opportunities at all three levels. Be creative in meeting organizational needs with activity leaders if you can’t find enough organizational volunteers.
    • Invest in Necessary Systems Databases matter  Track potential volunteers and volunteer interests  Track volunteer activity  Lists of past participants MUCH more valuable than list of those potentially interested  Link to online sign-up is a big plus.
    • S PECIAL TOPIC : INTERNSHIPS Increasingly accepted by young professionals Recruit through college career placement, through college departments, and through job search websites. Commit time for personnel management of interns.
    • TO CONTACT ME : www.poisner.com – for email newsletter signup Twitter.com/jpoisner Via phone: 503-490-1234 Via email: jonathan@poisner.com