The document discusses trends in attracting and retaining volunteers, highlighting the motivations and characteristics of various volunteer demographics, particularly boomers and younger individuals. It suggests organizational strategies such as designing short-term positions, providing flexible hours, and emphasizing professional treatment to respond to changing volunteer expectations. Additionally, it emphasizes the importance of clear communication, defined roles, and volunteer training to foster engagement and accountability.

1. Attracting and Retaining
Volunteers
Judith Lindenau
Certified Association Executive
JWL Consulting and Executive Coaching

2. 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
judith@judithlindenau.com
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3. 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, reentry to employment.
2/2/2014
JWL Consulting
judith@judithlindenau.com
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4. Attracting Northern Michigan
Volunteers
•
•
•
•
2/2/2014
The population is
increasing:
10% in Benzie
8% in Grand Traverse
6% in Antrim
Retirement
communities
Seasonal residents
Rural culture/ sense of
community
JWL Consulting
judith@judithlindenau.com
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5. 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.
2/2/2014
• 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.
JWL Consulting
judith@judithlindenau.com
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6. 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
judith@judithlindenau.com
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7. 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
judith@judithlindenau.com
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8. Eliminate Committees
2/2/2014
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9. 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
judith@judithlindenau.com
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10. 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
judith@judithlindenau.com
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11. 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
2/2/2014
• 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)
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judith@judithlindenau.com
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12. 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
judith@judithlindenau.com
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13. Give volunteers authority
2/2/2014
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14. 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
judith@judithlindenau.com
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15. 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
2/2/2014
• “To Do” list at the end
of the meeting minutes
• Responsibility Flow
Chart
• Process, not results
JWL Consulting
judith@judithlindenau.com
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16. Flow Chart
Public Request
In Writing
Staff Receives
Committee Reviews and Recommends Action to Board
Board Reviews and Recommends Action
Budget
2/2/2014
Implementation
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judith@judithlindenau.com
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17. Train Volunteers
• History
• Language of your
organization
• Values and Mission
• Expectations for the
position
• Annual Calendar of
organization
2/2/2014
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judith@judithlindenau.com
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18. Volunteer Accountability
• Performance Reviews
• Evaluation of the Work
Plan
• Personal Conversation
• Reward and Recognition
for Excellence
• Clear, regular
Communication
2/2/2014
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judith@judithlindenau.com
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19. There’s an App for That….
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judith@judithlindenau.com
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20. ….and a book!
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judith@judithlindenau.com
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21. CREATE A CULTURE OF MISSION AND GRATITUDE
2/2/2014
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judith@judithlindenau.com
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