1. Supervisor of Elections Leon County
Diana Mitchell-Fulford, C.E.R.A.
Tallahassee, Florida

2. It is hard work to find the great people
that become our Poll Workers.
It is harder to keep them.

3. What We Have Learned*
• What motivates a person to become a poll
worker determines whether they return.
• Your current, well-loved poll workers want to
be involved in active recruitment.
• They want to stay involved.
• They want the public to be better educated.
• They want to feel appreciated.
*Based on our April 2012 Poll Worker Focus Group discussions

4. What We have Learned:
Motives
Our most experienced poll workers stated
civic duty and a basic curiosity made them
become and stay Poll Workers.
They have a strong sense of social
belonging to the other Poll Workers.
Those Poll Workers who cite material
reasons for working were less likely to
return.
The biggest reason for our no-shows on
Election Day is not being assigned where
they wanted to be assigned.

5. What We have Learned about INCENTIVES:
Active in Recruitment creates Comradeship
Our Clerks (polling location manager) prefer to
recruit their own team with help from our office.
We require our Clerks to contact their team before
Election Day. Those that do not have a higher
number of no-shows on Election morning.
Food. Optional Pot Lucks are big team building
experiences!
Adopt-A-Precinct workers have stronger
allegiances to their group then to us.

6. What We have Learned about INCENTIVES:
Keep them In the Loop
Establish a poll worker committee to help
recruit, train and educate.
Keep them abreast of law changes and
other election related news--we use a
newsletter and email blast.
Poll Worker Appreciation events (we are
giving away free food to Poll Workers
during our National Voter Registration Day
event).

7. What We have Learned about INCENTIVES:
Public Perception and Education
What They See What We See
Why would you come back if the media portrays poll
workers as inefficient, lazy and too old to handle the
job?

8. Educating the Public
Our Poll Workers felt that people do not know
that Poll Workers exist, except on Election Day
when they come to vote.
Initiate a “Do You Know Your Local Poll Worker?”
Campaign.
• Have the news media cover equipment check-out and
training classes and have them interview Poll Workers

9. Appreciating you’re A-Team
They want PERSONAL
communication
• The Right Staff is vital
• Focus Group discussions, “Chat and Chews”
Rewards
• We’ve been doing lapel pins since 2002
• Certificates of Appreciation
• Door prizes

10. Some Fun Ideas
Poll Worker Tote Bag
Poll Worker Polo
Shirts. We charged
$5.00 each
Poll Worker Umbrella
Elections Specific Lapel
Pins
Keep the price down by
buying in bulk from close
out stock. Give each poll
worker a door prize ticket
at each training class.
Our Logo

11. Appreciating you’re A-Team
Very Public Appreciation
• Advertise Poll Worker
Appreciation Events
• Praise their hard work
to the media
Feedback

12. Disincentives?
Feedback—kidding, well, almost…
Ranking of Poll Workers was found to be highly unfavorable.
• Felt it could be unfair.
• Handle criticism carefully. I tell my staff, we need them a whole lot more then they need
us.
• Feedback should be constructive.
Use call center data to identify common
problems and address those in training.

13. Top Disincentive:
Not Meeting Their Needs
• Patiently work with them. They are human.
• #1 reason our Poll Workers leave
Polling Location
Choice
• Offer variety of scheduling options
• #2 reason our Poll Worker leave
Training
Availability
• They need human-to-human contact
Ease of
Communication
• Retire those that do not promote the TEAM
• Even on Election Day
Promote the
Team

14. They Work Hard. Help Them Work Together
A successful Election’s office knows that Poll Workers are the most vital
component in a successful election. They are extraordinary people that
deserve our support all year long.