Attracting and Retaining Members for NonProfit Organisations Attracting

Attracting and Retaining Members for Non-Profit Organisations

Attracting and Retaining Members for Non-Profit Organisations This presentation will: 1. Outline Best Practice in Volunteering 2. Talk about recruiting volunteers 3. Have you Thinking about Thinking differently 4. Cover some recruiting options 5. And give some suggestions for retaining volunteers

Best Practice in Volunteering n The Organisation has clear policies & procedures in place for managing volunteers n Recruitment processes are fair and transparent and volunteers receive a thorough induction to the organisation and its work n Volunteers work in a healthy and safe environment n Volunteers receive the raining and skills development they need n Volunteer work is recognised n The approach for managing volunteers is regularly reviewed to ensure that the quality of the volunteering experience continues to improve Source: Nomination Booklet 2006 NAB Volunteer Awards

Recruiting Volunteers: Some Questions? n Where are volunteers needed? n What tasks, specifically, will volunteers be doing? Rank the importance of these tasks. n What training is needed for these tasks? n Will the agency be able to facilitate this training? n What are future considerations/goals for volunteer work? Source: www. charityvillage. com: Excerpt from "Volunteer Synchronicity".

Recruiting Volunteers: WIFM What’s In it For Me? Personal satisfaction Passion Skills development Gain Experience Help out their family Resume development Pathway to Work Gain experience Try something different Use a skill they have For the social and friendship aspect Get to know new people New to the area

Recruiting Volunteers: Defining Target Volunteer Groups n Youth 13 -18 years n College/University Students n Seniors n People from different cultures; individuals who speak second languages n Diverse populations (everybody!) n Business or Corporate Volunteers Source: www. charityvillage. com: Excerpt from "Volunteer Synchronicity".

Recruiting Volunteers: Creating Job Positions n General tasks/responsibilities involved with the job n Time commitment n Any special skills that are needed/preferred n Number of volunteers needed n Anything else that would be useful for a potential volunteer to know Source: www. charityvillage. com

Diverse populations (everybody!) n Local publications (i. e. newspapers- placing ads, letters to the editors) n Posters in public places like the library, or businesses like bookstores, milk bars etc. n Faxing radio, television media (i. e. media release; offer an interesting angle and they make a story out of it) n Volunteer Centres (posters, etc. ) n Local internet websites

Cultural Diversity

Cultural Diversity Recruit people from different cultures; individuals who speak second languages n Local multicultural and aboriginal centers n ESL classes at Centres, colleges, universities, and high schools Source: www. charityvillage. com: Excerpt from "Volunteer Synchronicity".

Think Differently n If we don’t change our direction, we’re likely to end up where we’re headed - Chinese proverb Let it go. Let it out. Let it all unravel. Let it free and it can be A path on which to travel. For Instance:

Recruit a Business to Staff Your Board or Committee n Scan the horizon. Look in your local newspaper for stories about business doing interesting community work or projects n Approach well known businesses that run employee volunteer programs such as the Nation Australia Bank n Present a well thought out plan that they just can’t refuse n Ask for what you need n Remember to give them a reason for participating, good press, increased public profile, advertising on your promotional materials etc.

Retaining Volunteers: The Challenge n Agencies which do not offer occasional challenges, or fully utilize the skills of their volunteers, will not maintain volunteers as well as agencies which do. Keep this in mind when developing volunteer programs, and recruitment strategies. Source: www. charityvillage. com: Excerpt from "Volunteer Synchronicity".

Retaining Volunteers cont’d. Q: How do you assess your volunteers’ satisfaction with the work they are doing? n Is there a regular debriefing process? n Is feedback encouraged? Are there opportunities for volunteers to provide feedback (by phone, in person or in writing)? n Is data collected about e. g. volunteer retention/turnover rates, grievances n Do you hold exit interviews when volunteers decide to leave the organisation? Is feedback from the exit interviews used to improve volunteer management?

Retaining Volunteers cont’d. Q: Does your organisation recognise your volunteers and celebrate their achievements? n How are volunteers recognised (annual report, newsletter, notice board) n Do you have service recognition (e. g. certificates, awards, medal nominations)? n Are references, where required, provided? n Are volunteers thanked during meetings and volunteer events celebrated (Eg National Volunteer Week) ?

4 Motivations According to Nan Hawthorne of Sound Volunteer Management there are four typical motivators for volunteers. n Praise n Affiliation n Accomplishment n Power and Influence Source: http: //www. charityvillage. com/cv/research/rvol 23. html

Retaining Volunteers cont’d. Praise n n n This is effective for volunteers who: Enjoy recognition for their talents and accomplishments Like being thanked, given gifts, and singled out for achievement Find situations where there is little or no feedback frustrating Enjoy a volunteer program where the results of their efforts are readily seen by others Praise Recognize these volunteers by offering small gifts, a recognition spot on your web site or in your newsletter, or public recognition at an event. They will often also appreciate a letter thanking their boss, teacher, family, etc. for their help and/or a reference letter for a job or another volunteer position.

Retaining Volunteers cont’d. Affiliation This is an important factor for volunteers who: n Enjoy being part of an organization, club or team n Enjoy opportunities to get together with others with similar beliefs, backgrounds, goals, and being associated with a well-known cause or group n Don't find working alone or for an obscure organization very satisfying n Affiliation You can thank these volunteers through social gettogethers, organization t-shirts, name-badges, or posting a list of all organization volunteers in a public area.

Retaining Volunteers cont’d. Accomplishment n These volunteers: n Enjoy seeing concrete evidence of their work, such as piles of finished paperwork or names checked off on a list n Like practical, tangible projects n Don't like working on projects where abstract goals are pursued or achievements are hard-won Accomplishment You can offer these volunteers certificates of accomplishment at specific stages in their work, continuing education or credential credits, or a special place to put completed projects

Retaining Volunteers cont’d. Power and Influence Some volunteers: n Like persuading people to see or do things their way, or enjoy showing people a better, easier way of accomplishing an objective n Don't want to be in an insignificant position, but like positions where they help make decisions or train people Power and Influence These volunteers will appreciate titles or rank insignia, a special parking spot for the month, or involvement as a speaker at organization workshops.

Be Social • Run regular social events • Celebrate achievements regularly • Take the time to get to know people • Run information sessions over morning & Afternoon Tea

For Busselton During Winter North

Thank you! n 23 Prince Street Busselton (building in the park) n Ph/Fax: 9754 2047 n Email: volunteers@westnet. com. au n Website: WWW. bdvolunteers. org. au