There has been an on going debate on volunteering on Linked in pages of the NHF – its a good debate with lots of ideas and contributions – in our view – here are some of the best to tempt you
Specific feedback always has a bigger impact on individuals and organizations. Recognizing someone as being “Volunteer of the month” is practically meaningless compared with awarding somebody based on their specific contribution (“Phone King” or “Office Dervish” or “Membership Recruiting Dynamo” or “Keepin’ it Real” or “True North Moral Compass”)
CHECKLIST FOR KEEPING VOLUNTEERS
TEN STEPS TO HAPPY VOLUNTEERS:
1. Set clear goals and expectations; give clear instructions.
2. Give each person a specific, manageable task.
3. Have a variety of things to do, and fit assignments to each individual’s skills and interests.
4. Explain the importance of their work and how it fits into the campaign.
5. Treat them with respect and use their time well.
6. Be well organized.
7. Thank them for their work and give public recognition.
8. Create a social, fun atmosphere.
9. Give more responsibility to committed volunteers, and a title to go with it.
10. Structure their work so that their own reasons for involvement are satisfied.
….AND 7 WAYS TO LOSE THEM:
1. Waste their time. Leave them waiting for 20 minutes while you get their materials ready.
2. Burn them out with impossible or overwhelming tasks.
3. Give them the same boring task over and over again.
4. Don’t use the work they did.
5. Exclude them from the “clique.”
6. Never say thank you.
7. Make them feel like they’re fighting a losing battle.
Listen to your volunteers, find out what it is that drives them to volunteer, one size will not fit all, they will have different motivations. Start new volunteers with short tasks, learn more about them and let them settle into the originations, that way you will jointly identify new and more challenge roles. Don’t be afraid to let a volunteer go, remember they must be there because they want to be.
Treat volunteering as a genuine step towards (normal) paid work for those who are on that path.
Therefore reward generously and appropriately where possible, e.g., always with lunch allowances for those away from home.
Giving work at the wrong level – too hard/too easy.
Feeling like they belong to something bigger by reinforcing mission and purpose. Public recognition, learning new skills and even things like t shirts that signify belonging. Group pictures. Are also a nice gesture. Attracting Volunteers is marketing what the organization or event has to offer and then putting people where they best fit. Word of mouth is powerful.
Timebanking.org The resources pages for a range of publications; new economics foundation has case-studies; Spice Innovations runs time credit projects in London (and other parts of the UK, including Wales) and have data about volunteering in communities, schools, housing associations, and in social care settings; Lee Gregory of Bristol University has just published a PhD on timebanking in Wales – he will doubtless have more up-to-date knowledge of the efficacy of time-banks.
They work through an approach known as co-production – there’s lots of general research about the impact and sustainability of co-pro: again, new economics foundation is a good starting point. Scotland are moving to a co-production approach across health, social care, communities and housing – evidence on their Joint Improvement Team (JIT) website and via IRISS research centre.
Time-credits are a proven way to reach beyond the usual suspects, build confidence and sustain volunteering. Blaengarw timebank in the Welsh valleys is the largest active citizen network in Europe – over 30,000 hours of volunteering pa, in a community of about 2500 people. Stunning!
Value the work of volunteers and ensured they have a clear, well organized system of volunteer support. Some good practices:
* Calendar of volunteer training sessions
* A volunteer coordinator (Dedicated point of contact for volunteers)
* Volunteer social events to encourage volunteers to get to know one another
* Inclusion of volunteers in full-time staff events
* Include volunteers in publicity. Tell the stories of volunteers and make them feel appreciated.
* Volunteer newsletters, emails, dedicated website and message board
* Volunteer days where people were recognized and rewarded for work
* Opportunities for volunteers to meet and speak to senior staff
* Volunteer tool kits/handbooks
It should be an on-going display of appreciation by the employed staff toward the volunteers. Showing genuine respect and interest to the volunteers is a big plus; establishing close connection and friendship with volunteers can hold them for years with your organization. Remembering their birthdays; presenting them with unexpected acts of kindness (i.e. ticket a show/game; gift vouchers); setting up a volunteer support group in order to give and get feedback from them. You would be amazed the creative ideas they can bring to the enhancement of your organization.