recognition retention

VolunteerRecognition & Retention

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Presenter: Sandra MillerConsultant/Trainer, Volunteer Centers of Michigansaltzmiller@gmail.com

Administrator: Chelsea Martin Program Manager, Volunteer Centers of Michigancmartin@mivolunteers.org

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.333www.mnaonline.org www.mivolunteers.org

Handsonnetwork.orgNational Volunteer Resource Guidehttp://www.handsonnetwork.org/files/resources/nvw_resourceguide_2013.pdf

April 6-13, 2014

OBJECTIVES

• Identify how retention relates to other principles of effective management

• Identify basic principles of effective retention and recognition

CREATE THE CONNECTION

Start with a good match

Recruitment

SCREENING

ORIENTATION & TRAINING

SUPERVISION &

EVALUATION

RECOGNITION

BUILD A STRONG FOUNDATION

Planning

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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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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 growth

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.

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You Won’t Keep Them AllNor Would You Want To!

Recruit,

Advocate,

Connect!

KEEP THEM COMING BACK

Practices, Policies, and Procedures that

Offer a Variety of Opportunities

• Different skills• Flexibility

– Scheduling– Location

• Episodic, Short-Term, Ongoing• Group vs. Individual

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Provide Opportunities for Input

• Collaboration• Feedback• Evaluation• Recognize and overcome barriers

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Communication, Interaction

• Foster the feeling of being a “part of” the organization

• Keep the volunteer “in the loop”

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Communicate Successes

• Measure & Communicate Impact Data Stories

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Recognize and Appreciate

Consider volunteers’ expectations

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RECOGNITION

Make it personal

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 eventE. An invitation for coffee with a colleague who encourages you to talk about what’s going on.

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After doing something for someone else; would you prefer that 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 or

restaurant as “thanks”.E. Just spend time with you to share what’s going on in your lives

• Words of affirmation (A)

• Appropriate physical touch (b)

• Acts of service (C)

• Tangible gifts (D)

• Quality time (E)

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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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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)

INFO

RMAL

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.

FORM

AL

Celebrate & Inspire

Reco

gnize

Indi

vidu

al C

ontr

ibuti

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Shar

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eir s

torie

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succ

esse

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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

Allocate resources

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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