recruiting, nurturing & retaining volunteers
DESCRIPTION
Recruiting, Nurturing & Retaining Volunteers. Don C. Bramlett, PE, SMIEEE IEEE Region 4 Director 2009-2010 Southeastern Michigan Section DTE Energy – Project Engineer. Who is Volunteering. 49% of American adults volunteered 1995 Over 50% of American between 25 and 54 years old - PowerPoint PPT PresentationTRANSCRIPT
Recruiting, Nurturing &
Retaining VolunteersDon C. Bramlett, PE, SMIEEE
IEEE Region 4 Director 2009-2010
Southeastern Michigan Section
DTE Energy – Project Engineer
Who is Volunteering
• 49% of American adults volunteered 1995• Over 50% of American between 25 and 54
years old• 45% of all American men and 52% of all
American women• Increases with education attained, over 70%
of college graduates volunteered an average of 4.8 hours a week
• Increases with household income, 69% with income over $100,000
Type of Organizations
• People are most likely to volunteer for charitable and community service projects; many people want to “make a difference” or help to solve a problem
• Many trade and professional organizations, like IEEE, are finding it difficult to compete for their members’ volunteer time; numbers diminishing
Reference Resource
“Volunteers: How to Get Them, How to Keep Them”
By Helen Little
Panacea Press, Inc.
Naperville, IL 1999
Needs of a Volunteer• A specific manageable task with a
beginning and an end
• A task that matches the interests and reasons for volunteering
• A good reason for doing the task
• Written instructions
• A reasonable deadline for doing the task
Needs of a Volunteer• Freedom to complete the task when and
where it is most convenient for the volunteer
• Everything necessary to complete the task without interruption
• Adequate training
• A safe, comfortable and friendly working environment
Needs of a Volunteer• Follow-up to see that the task is
completed
• An opportunity to provide feedback when the task is finished
• Appreciation, recognition and rewards that match the reasons for volunteering
• Value added to encourage employer support of volunteer efforts
A specific manageable task with a beginning and an end
• Position/Job/Task Specification:
Specific Roles - Written Job Descriptions, Instructions and/or Work Directions– Skills – Knowledge – Experience– Responsibilities - Duties– Time Commitment - Schedule
• Making the Appeal– Ask for help personally– Personal contacts, Meeting attendees, etc
A task that matches interests and reasons for volunteering
• Volunteer motivations– Affiliation – Power - Recognition– Professional Growth - Networking
• Determine volunteer interest– Polls – Surveys– Interview volunteers
A good reason for doing the task
• Work or task should be important to the functioning of the organization
• Volunteer must feel he/she is making a meaningful contribution
• TEAM – Together Each Achieves More
• Will lead to a greater level of commitment to the task
Written Instructions
• Job Description
• Work Directions
• Detailed Instructions
• Letters of appreciation and thanks
A reasonable deadline for doing the task
• Establish a schedule, interim milestones and deadline for completion of a task
• Mentor and follow-up with the volunteer on progress to completion of a task
Freedom to complete the task when and where it is most convenient for the
volunteer
• Avoid inefficient, time-consuming and wasteful face-to-face meetings
• Make use of conference calls and communication technologies
• Provide the volunteer flexibility
• Monitor progress of the volunteer
Needs everything necessary to complete the task without interruption
• Plan the work and work the plan
• The 5Ps – Proper Planning Prevents Poor Performance
• Provide the needed materials and info early in the process
• Increase the probability of success
• Mentoring and support needed
Adequate Training
• Match training to the experience, needs and duties of the volunteer
• Offer alternatives for training
• Mentor and monitor volunteers
• Annual Section & Chapter training
A safe, comfortable and friendly working environment
• Meeting locations need to be well identified, safe, secure and convenient
• Volunteers need to feel welcome and be treated as valuable members of the team
• Mentor and monitor volunteers• Provide for special needs• Volunteers will have a more positive image of
the organization
Follow-up to see that the task is completed
• Volunteers are colleagues & partners, not subordinates or employees
• Give opportunity to perform
• Monitor and provide feedback
• Be a coach and cheerleader
• Mentor and counsel, as needed
• Fire a volunteer, if necessary
Opportunity to provide feedback when the task is completed
• Solicit feedback from volunteers
• Volunteers value the opportunity
• After Action Review (AAR) process
• Lessons learned opportunity
• Learn about problems encountered
• Prevent potential problems in the future and loss of volunteers
Appreciation, recognition and rewards that match the reasons for
volunteering
• One of the easiest and least expensive needs of a volunteer
• Thank each volunteer personally
• Publicly recognize volunteers, as appropriate, in a timely manner
• Provide a position with more authority and responsibility
Value added to encourage employer support of volunteer efforts
• Professional Development of Employee:
Leadership, Project Management,
Oral Presentation, Communication,
Team Building, & Management Skills
• Technical Development of Employee in training and educational forums
• Exposure to state-of-the-art technology• Potential Impact on Industry Standards
Long Term Benefits
• Meeting volunteer needs creates a win–win situation
• Volunteers benefit when you understand and meet their needs
• The organization benefits too• A more successful organization • More long-term productive volunteers &
more active members