Recognition retention


Published on

  • Be the first to comment

  • Be the first to like this

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

Recognition retention

  1. 1. VolunteerRecognition & RetentionThe presentation will begin momentarily.Please be certain that you have speakersconnected or dial in using the phone numberprovided then enter the access code followedby the # sign.
  2. 2. Presenter: Sandra MillerConsultant/Trainer,Volunteer Centers of Michigansaltzmiller@gmail.comAdministrator: Chelsea MartinProgram Manager, Volunteer Centers of
  3. 3. Michigan Community Service Commission, MichiganNonprofit Association, Volunteer Centers of Michigan,Michigan Campus Compact, and the LEAGUE Michiganwith support from the Connect Michigan AllianceEndowment Fund and the Corporation for National andCommunity Service, are proud to support the ENGAGEVolunteer Management training
  4. 4. Handsonnetwork.orgNational Volunteer Resource Guide 6-13, 2014
  5. 5. OBJECTIVES• Identify how retention relates toother principles of effectivemanagement• Identify basic principles of effectiveretention and recognition
  6. 6. CREATE THE CONNECTIONStart with a good match
  8. 8. Why They Leave Not matching volunteers’ skills withassignments Failing to train and invest in volunteers andstaff Failing to provide strong leadership Not measuring the value of volunteers Failing to recognize volunteer contributions8
  9. 9. POLLWhat’s your motivation? Why do you volunteer? To make a difference For social interaction To learn or experience new things To build a resume Personal growth9
  10. 10. Volunteer Motivations Making a difference/To giveback Impact change Help others Social needs To meet new people Learn about the community Interact with others Fun Skill development/Career skills Personal growth Use skills Feel a sense of purpose & selfworthPlacement Characteristics• Direct work with clients• Consistently communicate outcomes &impact• Tell the stories!• Placement in teams or paired withothers• Visible and active staff and supervision• Introductions! Warmups!• Shared lunches, breaks, etc.• Ask what they want to learn/do• Opportunities for advancement• Letters of recommendation• Opportunities to provide input• Opportunities to participate in training,conferences, planning.
  11. 11. You Won’t Keep Them AllNor Would You Want To!Recruit,Advocate,Connect!11
  12. 12. KEEP THEM COMING BACKPractices, Policies, and Procedures that
  13. 13. Offer a Variety of Opportunities• Different skills• Flexibility– Scheduling– Location• Episodic, Short-Term, Ongoing• Group vs. Individual13
  14. 14. Provide Opportunities for Input• Collaboration• Feedback• Evaluation• Recognize and overcome barriers14
  15. 15. Communication, Interaction• Foster the feeling of being a “part of” theorganization• Keep the volunteer “in the loop”15
  16. 16. Communicate Successes• Measure & Communicate Impact Data Stories16
  17. 17. Recognize and AppreciateConsider volunteers’ expectations17
  18. 18. RECOGNITIONMake it personal
  19. 19. When feeling discouraged. . .Would you prefer. . .A. Encouragement from your supervisor including apositive comment about the work you’re doing.B. A hand on the shoulder or hug forencouragement.C. Help from a coworker who takes on some of thework.D. Tickets to your favorite eventE. An invitation for coffee with a colleague whoencourages you to talk about what’s going on.19
  20. 20. After doing something for someone else; would you preferthat they. . .A. Write you a note of thanks and appreciationB. Give you a high five, hug, or handshakeC. Return the favor and help you when neededD. Give you a gift such as a gift card to your favorite store orrestaurant as “thanks”.E. Just spend time with you to share what’s going on in yourlives20
  21. 21. • Words of affirmation (A)• Appropriate physical touch(b)• Acts of service (C)• Tangible gifts (D)• Quality time (E)21
  22. 22. Volunteer recognition must. . .• Be consistent and equitable• Measure, recognize and communicate impact• Include informal and formal strategies• Be sincerely communicated by all staff andboard members22
  23. 23. Learn the volunteer’s name(s) andsome facts about their lives.Give additional responsibilities.Enable the volunteer to “grow” in theorganization.Ask for their input.Provide food and drink, hats, t-shirts,even special name tags.Train staff and volunteer leaders totake time to say “thanks” beforevolunteers leave (reflection)
  24. 24. Offer scholarships to seminars andconferences.Invite individuals to participate inorganizational strategic planning.Provide plaques and recognition forspecific milestones.Publish volunteer names, picturesand stories in newsletters, youtubepromos, etc.Color code name tags or special colorhats/tshirts for specific milestones.
  25. 25. Celebrate & Inspire
  26. 26. Sincere Thanks• Focus on actions andaccomplishments• Make it personal– one-on-one, usetheir name, handwritten• Think how the organization canserve the volunteer• Make use of social media• Send a “thank-you” totheir family or
  27. 27. Allocate resources
  28. 28. THANKYOUThe work you’re doing is valuable andrecognized.Please respond to the evaluation that you willreceive by email.Your input is valuable29