creating a thriving volunteer community in your club · 2019-02-08 · % of clubs who say lack of...

Creating a Thriving Volunteer Community in Your Club

Susie Moore

Regional Development Officer - South

Objectives

• Discover what’s going on in the world of volunteering

• Explore some theories which attempt to explain why the world of volunteering might be changing

• Think through how we can change our methods to cater for the ‘new breed’ of volunteer

• Give you some tools to help you develop your volunteer management practices

What’s going on in the world of volunteering…?

% of clubs who say lack of volunteers is an issue (2017 RYA Census)

0

10

20

30

40

50

60

70

80

90

100

% of clubs who considered the ‘number of people willing to volunteer to run the club and activities’ as a factor which most limits the capacity of the club or size of club membership

Is this an issue…?

Satisfaction Drivers (importance & impact)

By combining the importance and impact scores into one matrix, it is possible to define four broad categories of customer requirements.

Approachability of people running the club

The club has a welcoming atmosphere

The club meeting your needs as a member

The clubs attitude to safeguarding children and vulnerable people

The clubs attitude to health and safety

The club making you feel like a valued member

Access to water, mooring and launching facilities

The way the club communicates with you

The opening hours of availability or access

The water-based activities provided

by the clubThe club’s reputation

Level of membership fees Being able to get

advice from other club members if you

need it The interaction informal chatter with other members

The effort the club puts into attracting new members

Food and beverage facilities at the club

Changing facilities at the club

The club provides opportunities for you to

improve your boating skills

Other charges (e.g. Mooring, berthing, boat hire, boat parking

etc.)

The social activities provided by the clubThe facilities for storing your own

equipment The equipment at the club for members to use

7.0

7.5

8.0

8.5

9.0

0.40 0.50 0.60 0.70 0.80

Stat

ed Im

po

rtan

ce

Impact on overall satisfaction

GIVENS/SATISFACTION MAINTAINERS SATISFACTION DRIVERS/ENHANCERS

HIDDEN OPPORTUNITIESMARGINALS

How is this likely to affect member satisfaction…?

What’s your perception of volunteering?

• V - Vague or Valuable?

• O – Obligation or opportunity?

• L – Loath or Learning?

• U – Unpleasant or upskill?

• N – Necessity or Nourished?

• T – Tiresome or Thrive?

• E – Expectation or Engaging?

• E – Evasive or Excellent?

• R – Relentless or Rewarding?

“Most young people nowadays want everything given to them on a plate, which means always taking something out and not putting anything back in”

“It’s the same old people, time and time again. So much so, they inevitably burn out and get bitter!”

“People just don’t have the time or enthusiasm that they used to. I just can’t seem to get people motivated to take on any duties!”

“People don’t turn up to committee meetings anymore. How can anything now get done or agreed?”

If negative, what’s driving it?

Or something else??

What can we do about it?

Step 1 – Identify the problem

Dave. Experienced Rear commodore. Member of the club for 20 years

Karen. New into the club. Recently appointed Youth Co-ordinator

Two different approaches..

Societal seismic shifts• Family Dynamics: From ‘Happy and whole’ to

‘Fragmented and fraught’

• Isolation: From community to individualism

• Flexibility: From rigid scheduling to volunteer availability

• Generations: From experienced veterans to novice Gen Y

• Technology: From face-to-face to cyberspace

• Professionalism: From skilled workers to knowledge workers

• Episodic Volunteering: From long-term commitments to short-term projects

• Slacktivism: From hard work to easy, “feel-good” tasks

• Micro-Volunteering: From big-time commitments to bite-sized projects

• Speed: From slow movements to fast responses to change

Less ownershipNew experiences

On demand accessQuick and easy

Do / try many activities

Multiple generationsCaring for elders

Young children + late teensMultiple demands on time

Doing many activities

Living longerStaying active

Disposable incomeTravel

Health & welfare

Active 3rd AgeExtended familiesGen Y and Z

What’s in it for me?Opportunity cost

Fear of commitmentReliance on technology

Time & flexibilityOpportunities to

participate with familyOther commitments

Away moreParticipation vs

volunteeringMore selective

Impact on volunteering

Factors, needs & wants

The ‘new breed’ of volunteer

• Is very busy, has many obligations, and often volunteers for multiple organisations

• Wants flexibility

• Expects to be empowered

• Won’t tolerate working alongside incompetent volunteers

• Is tech-savvy

• Doesn’t want to simply make a contribution; they want to make a difference

• Doesn’t want to be micro-managed

Step 2 – Explore information and create ideas

The Task..

Recruit

Retain

Reward

Recognise

Groups – think through each stage

• Recruitment, Retain, Reward & Recognise

• What has worked for you & your club?

• How are these going to be impacted with the ‘new breed of volunteer?’

• Reduced time/increased commitments

• Tech-savvy

• A want to make a difference

• Autonomous

• 20 mins, present back to wider group

Recruit

Retain

Reward

Recognise

Recruitment

Seven skills of Recruitment1. Recruit a ‘Volunteer Manager’ - Utilise you most passionate volunteer

to help others be passionate too!

2. Ask personally rather than rely on announcements – remember that you’re not looking for someone to “volunteer”. You’re looking for someone to commit as a volunteer for your cause

3. Develop strategic recruiting partnerships – build you network or a recruiting team. Don’t go it alone!

4. Recruit short-term project teams – The more specific the time limit, the more people you’ll likely get to join you to help with a project. Shorter term commitments might open the door to longer commitments

5. Assume that a “no” means “not now”, or “not this position”. Think of a “no” as an open door to listen carefully to the reasons behind the “no”

6. Develop roles and responsibilities or a position charter for each position. Don’t fill any position until you find the person who matches what you’re looking for

7. Recruit specific people for specific roles. Ask professionals to be in charge of significant areas of your organisation that also represent what they love doing.

Recruiting Volunteers


‘First Date’

Get to know each other

Your opportunity to sell – through experience

Your opportunity to find out about them

‘Second Date’


‘Second Date’

Tell volunteers that you’d like their help it’s OK to present your need.

People want to be asked

Be specific

Take the information you gathered from your first data and talk about a possible job description. Share expectations roles and responsibilities don’t hide thing.

‘Oh, by the way…’

The Volunteer Management process

Recruit

Retain

Reward

Recognise

10 Top tips to Retain & Reward

1. Discover what motivates volunteers

Discover what motivates volunteers

• The Self-Serving Motivational Drive

• The Relational Drive

• The Core Motivational Drive – Their beliefs.



2. Give regular feedback

Line up by Birthday Date and Month

Step 1 - No communication - Did we achieve?

speaking

hand signals

written notes.

Step 2 - Now you can communicate. - Check – did we achieve?

How did step 1 feel compared to step 2?

Point:-

Make sure feedback is constructive and demonstrates the difference it has had on the task. – positive.




3. Offer special privileges or perks

4. Send volunteers to conferences

Affiliated Clubs Conference

17th November 2019






5. Provide On-the-job vocational training

Club Supported/ Regional Instructor Courses. Register interest form;

https://www.cognitoforms.com/RYA2/RegistrationOfInterestRYAQualificationCoursesClubSupportSessions

Use to register the club or a group of clubs to hold a closed course if the club or group can fill the numbers required.

Or ask individuals that you have ready for a course to compete the form for themselves so we can host the course regionally based on demand.

Please think in advance! – RCL2 courses currently have a 3 month waiting time.

This will also apply for all other courses wanted after April 2019

https://www.cognitoforms.com/RYA2/RegistrationOfInterestRYAQualificationCoursesClubSupportSessions







6. Be available for questions/concerns








7. Provide free food









8. Giving public affirmations










9. Provide tangible incentives










9. Provide tangible incentives

10. Have fun!

Making it easier for you!

Empowerment

1. Don’t take the ball

2. Delegation or Empowerment

3. Secure the hands off

4. Break Down into manageable goals

5. If you have to take the ball don’t take the ones you can do nothing about

6. Develop your hands off – no bad habits

• Passion: Are your volunteers passionate about your mission? It all starts there!

• Focus: Is that passion focused on achievable actions or goals?

• Team: How are you building community among your volunteers? Do they love working with you?

• Training: Is our training geared for the new breed of volunteers who want to do it their way?

Making it easier for YOU!

The Volunteer Management process

Recruit

Retain

Reward

Recognise

And lets not forget ‘Recognition’…

• Club awards – do you have your own awards?

• Regional volunteer awards

• RYA National Volunteer Awards and National Volunteer Awards

• Impact on volunteer?

• Impact on other volunteers?

Conclusions• Remember that traditional routes to/models of

volunteering are changing and organisations are competing for volunteers.

• Those who donate time want to know it is well spent, that work is well organised and their contribution is valued

• We need to be thinking about how we can give our volunteers a great experience

• Volunteering may be regarded as a way to learn new skills, meet new friends, or make a valuable contribution to a cause. It may lead to employment and new careers!

What can we do about it?

Help & resources• https://www.gov.uk/government/get-involved/take-part/volunteer

• https://volunteeringmatters.org.uk/

• https://www.cipd.co.uk/knowledge/strategy/volunteering/employer-supported-factsheet

• https://www.theguardian.com/society/2009/sep/03/charities-volunteers-employment-law-advice

• https://www.improvinglivesplymouth.org.uk/volunteers

• https://www.tcv.org.uk/southwest

• http://www.cspnetwork.org/

• https://www.sportengland.org/our-work/volunteering/

• https://www.volunteerscotland.net/for-organisations/guidance/all-guidance-and-templates/

• http://www.sportenglandclubmatters.com/club-people/volunteers/

https://www.gov.uk/government/get-involved/take-part/volunteer

https://volunteeringmatters.org.uk/

https://www.cipd.co.uk/knowledge/strategy/volunteering/employer-supported-factsheet

https://www.theguardian.com/society/2009/sep/03/charities-volunteers-employment-law-advice

https://www.improvinglivesplymouth.org.uk/volunteers

https://www.tcv.org.uk/southwest

http://www.cspnetwork.org/

https://www.sportengland.org/our-work/volunteering/

https://www.volunteerscotland.net/for-organisations/guidance/all-guidance-and-templates/

http://www.sportenglandclubmatters.com/club-people/volunteers/

Any questions?

creating a thriving volunteer community in your club · 2019-02-08 · % of clubs who say lack of...

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