1. Volunteer
Recognition & Retention
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2. Presenter: Sandra Miller
Consultant/Trainer,
Volunteer Centers of Michigan
saltzmiller@gmail.com
Administrator: Chelsea Martin
Program Manager, Volunteer Centers of Michigan
cmartin@mivolunteers.org

3. Michigan Community Service Commission, Michigan
Nonprofit Association, Volunteer Centers of Michigan,
Michigan Campus Compact, and the LEAGUE Michigan
with support from the Connect Michigan Alliance
Endowment Fund and the Corporation for National and
Community Service, are proud to support the ENGAGE
Volunteer Management training series.
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www.mnaonline.org www.mivolunteers.org

4. Handsonnetwork.org
National Volunteer Resource Guide
http://www.handsonnetwork.org/files/resources/nvw_resourceguide_2
013.pdf
April 6-13, 2014

5. OBJECTIVES
• Identify how retention relates to
other principles of effective
management
• Identify basic principles of effective
retention and recognition

6. CREATE THE CONNECTION
Start with a good match

7. Recruitment
SCREENING
ORIENTATION
& TRAINING
SUPERVISION
&
EVALUATION
RECOGNITION
BUILD A STRONG FOUNDATION
Planning
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8. Why They Leave
 Not matching volunteers’ skills with
assignments
 Failing to train and invest in volunteers and
staff
 Failing to provide strong leadership
 Not measuring the value of volunteers
 Failing to recognize volunteer contributions
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9. POLL
What’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 growth
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10. Volunteer Motivations
 Making a difference/To give
back
 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 & self
worth
Placement Characteristics
• Direct work with clients
• Consistently communicate outcomes &
impact
• Tell the stories!
• Placement in teams or paired with
others
• 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. You Won’t Keep Them All
Nor Would You Want To!
Recruit,
Advocate,
Connect!
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12. KEEP THEM COMING BACK
Practices, Policies, and Procedures that

13. Offer a Variety of Opportunities
• Different skills
• Flexibility
– Scheduling
– Location
• Episodic, Short-Term, Ongoing
• Group vs. Individual
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14. Provide Opportunities for Input
• Collaboration
• Feedback
• Evaluation
• Recognize and overcome barriers
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15. Communication, Interaction
• Foster the feeling of being a “part of” the
organization
• Keep the volunteer “in the loop”
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16. Communicate Successes
• Measure & Communicate Impact
 Data
 Stories
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17. Recognize and Appreciate
Consider volunteers’ expectations
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18. RECOGNITION
Make it personal

19. When feeling discouraged. . .
Would you prefer. . .
A. Encouragement from your supervisor including a
positive comment about the work you’re doing.
B. A hand on the shoulder or hug for
encouragement.
C. Help from a coworker who takes on some of the
work.
D. Tickets to your favorite event
E. An invitation for coffee with a colleague who
encourages you to talk about what’s going on.
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20. After doing something for someone else; would you prefer
that they. . .
A. Write you a note of thanks and appreciation
B. Give you a high five, hug, or handshake
C. Return the favor and help you when needed
D. Give you a gift such as a gift card to your favorite store or
restaurant as “thanks”.
E. Just spend time with you to share what’s going on in your
lives
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21. • Words of affirmation (A)
• Appropriate physical touch(b)
• Acts of service (C)
• Tangible gifts (D)
• Quality time (E)
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22. Volunteer recognition must. . .
• Be consistent and equitable
• Measure, recognize and communicate impact
• Include informal and formal strategies
• Be sincerely communicated by all staff and
board members
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23. Learn the volunteer’s name(s) and
some facts about their lives.
Give additional responsibilities.
Enable the volunteer to “grow” in the
organization.
Ask for their input.
Provide food and drink, hats, t-shirts,
even special name tags.
Train staff and volunteer leaders to
take time to say “thanks” before
volunteers leave (reflection)

24. Offer scholarships to seminars and
conferences.
Invite individuals to participate in
organizational strategic planning.
Provide plaques and recognition for
specific milestones.
Publish volunteer names, pictures
and stories in newsletters, youtube
promos, etc.
Color code name tags or special color
hats/tshirts for specific milestones.

25. Celebrate & Inspire

27. Sincere Thanks
• Focus on actions and
accomplishments
• Make it personal– one-on-one, use
their name, handwritten
• Think how the organization can
serve the volunteer
• Make use of social media
• Send a “thank-you” to
their family or employer.
www.americangreetings.com
www.baudville.com

28. Allocate resources

29. THANK
YOU
The work you’re doing is valuable and
recognized.
Please respond to the evaluation that you will
receive by email.
Your input is valuable
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