How to Get and Keep Volunteers
1. There is ALWAYS a WIIFM in every experience, and volunteering is now different. People volunteer for many reasons BESIDES “being a good person. They may have had some special personal experience with which volunteering resonates , they may have the desire to meet new people for personal or business reasons, and lots of OTHER reasons, BUT, whatever reason or combination of them--EVERY volunteer must feel that she is a winner by having provided a valuable contribution to NAWBO.
2. It is IMPERATIVE to be organized to use volunteers properly. In order to attract volunteers, you must plan appropriately You should know the five W’s--Which kind of volunteers you want, What you want them to do, Where they will do it, When they will do it, and Why you want them to do what you are asking them to do. When you do that, you are using volunteers to their full potential--and they will be happy. If you don’t – don’t expect to get many more.
3. You have to TRAIN volunteers. Plan on taking a substantial amount of time to coordinate volunteer hours and train them properly. You should really have “preceptors” or mentors to help train them and to be available to help them with questions, concerns or just to listen to their issues.
4. Motivating volunteers is critical to keeping them. You should have a clear and positive MISSION that they will undertake. Since money is not involved, the motivation to freely give their precious time needs to be very strong. Remember – there is ALWAYS a WIIFM in addition to being altruistic. Recognizing and satisfying volunteer needs is the key to acquiring and keeping them. Equally important is making them feel important, as if what they are doing has real worth.
5. THANK volunteers. Even the most resolute Samaritan likes to be thanked; most of us would like a bit more than that. Be sure to distribute thank-you letters, certificates of appreciation or small plaques or gifts at an awards ceremony. Some inexpensive options include coupons or vouchers for free meals, products, services, and discounts from a variety of local businesses. Make sure that everyone involved receives something. The least expensive recognition--and the most often forgotten--is the sincere acknowledgment of an individual's work. Acknowledging and rewarding individual accomplishments are powerful incentives in motivation and retention.
6. Don’t think of volunteers as “less than” people! Volunteers are not second-rate employees. They must be treated with kindness and gratitude. Not only do they deserve it, but chances are they don't need you as much as you need them. Like most of us, volunteers often have other commitments--jobs, families and friends--and their time is a precious commodity. Be sure that you use it wisely.
7. As in number 6, DON’T be a Leona Helmsley! Treat volunteers with understanding and flexibility. Do not angrily insist on their punctuality; instead let them want to be reliable by letting them know how important their work is and how much is dependent on it. (You should be doing all of this already with your employees, but that is another story) Do not be afraid to delegate responsibility. Responsibility and trust are high motivators.
By developing and using common sense guidelines and management practices, the majority of problems that are sometimes associated with managing volunteers--short-term commitments, high turnover, potential liabilities, poor work--will be eliminated. A properly managed group of volunteers provided with clear cut goals, instructions and training present a veritable treasure for project planners. Pay volunteers with that which they seek, and you and your projects will be rewarded immeasurably.