The Volunteer Leadership Training Series is a peer-to-peer program researched, complied and created through an initiative of KAVCO members. This series of training is focused on sharing the vital elements of leading volunteers.
KAVCO Volunteer Leadership TrainingVolunteer Retention How do you say…please stay November 2011 Module 2 of 4 Created by C.Piggott
What is a volunteer? A volunteer is someone who enters into, or offers for, any service of his own free will. (Websters Revised Unabridged Dictionary)Volunteers are a special type of worker, with heart, vision, andthe desire to do something good without expecting anything in return.
Understand this…Everything you do as a Volunteer Coordinator is either… an invitation for the volunteer to stay Or and an invitation to go
What are the benefits? Loyal volunteers can help you to get your product (programs or services) to market. Engaged volunteers bring diverse points-of-view to your organization.Greater cost-effectiveness allow more dollars to be mission- related.
What are the benefits?Valued volunteers improve the reputation of your organization.You can demonstrate to funders that your organization receives public support in the form of volunteer hours. Dedicated volunteers become passionate ambassadors of the organization.
Key FindingsOne out of three volunteers that volunteer in year one, do not volunteer in year two. Why ?Volunteer retention rates, similar to volunteer rates increase with age. How can this benefit your organization ?The higher the education level, the longer volunteers tend to volunteer. Are you utilizing this talent ?
Key FindingsVolunteer retention is related to the type of organization and activities that the volunteers performs.Are you attracting the right people and putting them into the right positions ? Retention is only successful if all other elements of a fully functional volunteer management program are in position. Are all the steps in place to manage your volunteer workforce effectively ?
Retention Factors• Expectations • Reward• Rules • Climate• Systems • Setting• People • Success and Impact• Communication • Individualism
Volunteer Management Cycle 1. How will the work of the volunteers help you reach your vision? Recruiting 2. How often will they work, what time and where? Volunteers 3. Who will train them and supervise or monitor their work? 4. Would current volunteers be interested in this new role? 5. Where will you announce your need for volunteers? 6. How and when will you review the volunteer and the position ?The best way to get the right person in the right job is to be crystal clear about what the job is and what is expected of the volunteer.
Volunteer Management Cycle 1. Have all prospective volunteers attend a Tour. 2. Introduction and overview of your work and goals. Placing 3. Create a standard orientation for all volunteers as a Volunteers substitute for or addition to your Tour. 4. Offer a position-specific orientation and training. This will be necessary for roles that require extensive training. 5. If the volunteer role is very specific and/or important, you may do a one-on-one orientation.When you are placing volunteers take as much time to get to know them asyou can. You should be looking at the immediate need and the longer term
Volunteer Management Cycle 1. Be flexible. Volunteers are busy people. Find ways to accommodate schedules, family commitments and limitations. Make it easy for them to be there. Motivating 2. Keep a bulletin board with information for volunteers Volunteers so they have a regular place to check-in for news and updates. Post some pictures too. 3. Keep birthdates in your volunteer files and prepare cards at the beginning of each month so you are ready to send them a couple days before the event. 4. Ask and listen. Take the opportunity to get feedback, to identify opportunities and to discover more about the interests and talents of the volunteer.Once you’ve got good volunteers, you want to keep them! Motivating Volunteers requires relationship building. Right from the start make sure communication is good – very good.
Volunteer Management Cycle Once you have motivated, committed volunteers you can begin to look for opportunities for Advancing Volunteers - to involve them further or give themAdvancing more challenging roles. Someone who started out asVolunteers a volunteer may be a candidate for your board. Or you may want to ask someone to serve on a committee. 1.Ask them to take on additional responsibility, start small. 2.When appropriate, consider a transition from volunteer to staff. 3.Honour them.
Supervision and Evaluation For your benefit and the volunteers! You need to know that the volunteer is fulfilling their role effectively and the volunteer needs affirmation too. Regular evaluation provides you and the volunteertime to assess how the volunteer placement is going and if changes could be made to improve the volunteer’s satisfaction or performance.
Keys to retention of volunteers1. Address motivational needs2. Address sense of belonging3. Treat volunteers as equals4. Seek and promote opportunities for interaction5. Respect and utilize diversity6. Celebrate and recognize accomplishment
In conclusion• Dont waste the volunteers time.• Let volunteers do the work they want to do.• Thank volunteers for their efforts.• Dont automatically assume that you have lost a volunteer• By practicing good sound management practices you will motivate volunteers to continue.
AssignmentMake a list of 5 action items you will take to improve you retention efforts. Include due dates. You have now completed Module 2 of the KAVCO Volunteer Leadership Training. Please follow this linkhttp://www.surveymonkey.com/s/GHM5DWZ to complete the quiz.