Whether you are a leader of volunteers in a not- for- profit professional, business, civic, service or social organization, each has the challenge of recruiting, engaging and retaining valuable volunteer talent.
Those in leadership roles may struggle with getting members or volunteer prospects to step up, take initiative, head a committee, follow through, or do more than just attend meetings. Motivating and engaging volunteers, while challenging, can be a successful and rewarding experience by applying some of these proven strategies:
* Identify their “WIFM’s” – “What’s In It For Me”. People volunteer because it fulfills them in some way – it is the leadership’s job to find out what that is. For many, it is passion for the organization’s mission; for others it is a chance to be of service, meet new people, apply an under-utilized talent, and develop a skill or to have an outlet from the demands of their careers.
* Show the volunteers that they have the chance to be a part of something greater than themselves, a way to make a difference. Everyone wants to be part of something successful, especially if it benefits others. As momentum gathers, volunteers feel the positive energy that results, and it becomes its own “feel good” motivator.
* Show appreciation frequently, and never take a volunteer for granted. It might be a simple “thank you,” a note, or a token gesture. Everyone wants to feel appreciated and valued. For many who do not experience this in their “day job,” it fills an important void, and can provide them with fuel for renewal.
* Approach people individually to head up projects or committees. It is rarely effective to appeal at a meeting or through an email blast. If there is no response to your general outreach, identify and approach a few individuals who would be a good fit. Acknowledge their strengths, and tell them how you see that they can make a valuable contribution.
* Make their participation as easy as possible, especially in the beginning of their assignment. When volunteers feel supported, they will be more likely to do a good job and enjoy the experience. Investing a little hand-holding on the front end will pay off in greater success and less stress.
* Celebrate successes, milestones, and goals achieved. Celebrations create positive energy that can sustain passion. And if there is only partial success, celebrate the effort made and the aspects that did go well, which can re-kindle commitment. Then focus on “lessons learned” to improve the next effort.
* Share relevant information. Communication and keeping up to date with happenings will help volunteers to feel valued, included, and “in the know.” Beyond adding to their motivation, this will also help them to be more effective in their role.
* Provide opportunities and encourage members and volunteers to develop their professional network through your organization. Networking is a valuable by-product of the volunteer experience, and should be promoted as such.
* Don’t over-rely on your “core group.” All volunteer organizations have them and need them. Be aware, however, of the ongoing need to balance veterans with new blood. Not only will this create a greater pool of ideas and labor, it will serve as an important foundation for succession planning of leadership down the road.
