13. Why is Retention Important?
Brainstorm:
Why do we
want to
retain team
members?
14. Summary
Cut recruiting costs/time
Cut screening and placement costs/time
Cut training costs/time
Experienced volunteer force
Promotable people
People “own” the position and organization
Word-of-mouth recruiting
18. Let’s Look at the Numbers
Reasons People Leave Percentage
Other demands on time 65%
Poor management 26%
Poor use of time 23%
Talents not used 18%
Tasks/expectations not clear 16%
Not Thanked 9%
Abuse and neglect 5%
20. Let’s Look at the Numbers
Reasons People Stay Percentage
Good use of time 58%
Good reputation 52%
Use of talents 50%
Clear tasks 41%
Enhanced career skills 39%
Thanked 31%
Became “true believers” 25%
21. What are the Major Factors?
How welcome the
volunteer feels
The connection
the volunteer feels
to the program/
organisation
How useful the
volunteer feels
How valued the
volunteer feels
23. Brainstorm in 4 Groups
How welcome the
volunteer feels
The connection
the volunteer feels
to the program/
organisation
How useful the
volunteer feels
How valued the
volunteer feels
24. Welcome – Practical Tips
How welcome the volunteer feels
Recruitment, screening & orientation
Starts from moment of first contact
Best Practice Practical Tip
Understand the potential volunteer
Fit for their passion, not a
vacancy
Respond to enquiries as soon as
possible
Set a timed expectation
Make initial contact friendly and
welcoming
Template a welcome email
Clear expectations right from the
start
Reinforce the “rules”
25. Connection – Practical Tips
The connection the volunteer feels
During the duration of commitment
Best Practice Practical Tip
Develop a connection to the
role/work
Review the job description &
Project plan/long term plan
Develop a connection to
leadership
Individual time to know them
as a person
Develop a connection to the team Social gathering with team
Develop a connection to the larger
vision
“Impact” stories & Islamic
principles @ mtg start
Check in on the connection
Not just initial meeting, have
a debrief after few weeks
26. Usefulness – Practical Tips
How useful the volunteer feels
During the duration of commitment
Best Practice Practical Tip
Setout clear deliverables with
agreed upon timeframe
Review their tasks with them
regularly (not last minute)
Have things ready @ beginning Instructions and tools
Share the work
Don’t give into temptation to
do it yourself
Distribute the ownership
Provide the goal and let
them choose the direction
27. Valued – Practical Tips
How valued the volunteer feels
During the duration of commitment
Best Practice Practical Tip
Volunteers are our colleagues, not
our “staff”
Call them team members
Spend sufficient time training Tell, Show, Do
Recognition of work
Team Member of the Month
nominations
Seek out their feedback
Involve them in strategy &
decisions
29. Expansion on Appreciation
Sentences that Motivate
“You really made a difference by ….”
“I’m impressed with….”
“You got my attention with ….”
“You’re doing top quality work on….”
“One of the things I enjoy most about working with
you is ….”
“You can be proud of yourself for ….”
“You made my day because….”
37. Recruitment
Evaluate why someone should join your team
What is your vision? As an organization, project,
team?
What is the added value?
Know & evaluate your organizational needs
Where do you need resources?
Where can you have extra resources?
What are your intake methods
39. Screening
Two way street
Potential Screening the Organization
Clear role & expectations from the start
Organization Screening the Potential
Understand their skills, motivation, passion,
circumstances
Finding the right fit
42. Orientation
Key components
Program Vision & Benefits
Organizational Structure – Where do they fit?
General expectations & policies
Specifics about the Role
Evaluation/Performance review
Benefits for the Volunteer
