*I originally wrote this article for the Institute For Organization Management Blog and is based on lessons from my book, Stop The Nonprofit Board Blame Game.
Recruit. Train. Replace.
This revolving door is all too familiar to anyone working with volunteers. Does it have to be this way?
Here are seven tips for avoiding frustration that can be associated with volunteers.
1. Benefit from planning
Whether a single event or ongoing activity, take time to develop a plan for volunteer involvement to save time, improve volunteer retention, and help alleviate internal anxiety.
A good plan creates structure, focus, identifies required actions to take, and develops needed solutions to anticipated challenges.
A good plan will answer questions such as: How many are needed?, What are specific tasks?, What skills and experience are needed?, How will volunteers be supervised?, and What is staff role?
A good plan will incorporate measurable outcomes that allow for evaluation.
2. Be intentional about recruiting volunteers
Do you have a clear picture of your ideal volunteer? Does your recruitment process deliver who you’re looking for or do you accept whoever shows up?
Develop a recruitment action strategy that targets individuals who have the skills and experience needed.
3. Get clarity on expectations
It’s essential to clearly communicate expectations and then listen for understanding and acceptance of the responsibilities involved.
Be sure to ask what your volunteer’s expectations are. Sometimes the two sets of expectations don’t match up and that’s a clear signal someone should be considered for a different task or maybe not a good fit altogether.
4. Know their why.
Realize individuals volunteer for their own reasons. Taking time to discover what someone’s true purpose is for wanting to be involved has important benefits.
You will know how to best utilize their interest, skills and experience. You will also have insight on what motivates them and can make sure their needs are being met.
5. Provide proper orientation and training
Not providing adequate background information and training is asking for trouble. Not providing needed orientation and training contributes to volunteers getting frustrated. Volunteer frustration directly relates to retention issues.
A failure to provide good orientation and training can cause misunderstandings to occur and mistakes being made, that in some situations can lead to serious consequences.
Consider what training might be needed for staff who will be supervising or working with your volunteers.
6. Don’t delegate and forget
Don’t micromanage. However don’t assume a task is being properly carried out. Pay attention for signs your volunteer is struggling. Ask questions for specific feedback on assignment status.
With volunteers, you get what you follow up on.
7. Show appreciation
Volunteers want to feel their efforts are making a difference. They also want to know they are valued and appreciated.
How do you demonstrate appreciation for your volunteer involvement?
These tips work well for individuals or small groups. How can you adapt them for working with larger numbers?
Don’t forget-board members are volunteers too. This same advice will benefit your board member relationships and improve board engagement.
Use these tips to slow down that revolving door of recruit, train, and replace.
How can you improve your current volunteer involvement practices?