Welcome!
Growing and Keeping Volunteers
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Understanding Motivation Why do people volunteer?
Volunteer Motivation • • • • • • •
A personal connection with the cause Build experience/CV Meet like-minded people/Belonging To help others, including friends Self-esteem/confidence Develop new skills Try out a new job
Motivation Matching The more we match the volunteer experience – the role, working environment and growth opportunities – to their motives, the more volunteers will contribute and the longer they will stay
Volunteers that Fit Growing and keeping the right volunteers starts with an effective selection process • Some fit, some don’t. Fact • No to ‘warm and willing’ • Yes to ‘good fit’
Elements of Fit • • • • • •
Purpose Core Values Trustworthy Competence to contribute Self-motivated Motives overlap
How effective is your volunteer selection system? • • • • •
Purpose and Core Values Trustworthy Competence to contribute Self-motivated Motives overlap
Growing and keeping volunteers Defining volunteers by what they do not receive (money) undermines the volunteer experience
“We’re not paying you, so… Belief (leaders) Start ‘big’Leads // to start
small
Volunteer
...we can’t expect Low standards, lack of Feels undervalued and High control // Low control much” clarity about role and loses motivation. responsibilitiesHigh accountability Wasted potential Low accountability// ...we can’t tell you what to do”
Lack of role clarity. No feedback/little growth. Frustration in team
Is unsure of how they’re doing, questions value to ministry...
...we take what you can give”
Self fulfilling - lowest common denominator
Lacks challenge and helpful stretch
...you don’t get to Lost insight, reduced contribute to the big ownership, a two tier decisions” team
Unclear and uncommitted
What makes a volunteer? • They choose you • There is competition for their time • They are highly motivated Time is our most valuable resource. It is finite and we cannot create more. “Where your treasure is, there is your heart”
Why should the right volunteers choose you?
“You’re giving time from your one & only life so… Belief (leaders) Start
Leads ‘big’ // tostart small
Volunteer
...we will achieve Inspiring standards, Feels valued and High control // of Low much together” clarity rolecontrol and motivated, will give their responsibilities High accountability best Low accountability// ...we should define what is expected”
Role clarity, fit of expectations, feedback that fuels growth, a real team
Knows their part matters, able to contribute more. Investment leads to loyalty
...we’ll help you give your best”
Roles that fit talents and gifts, provides healthy ‘stretch’ and development
Makes increased contribution to mission
...you get to contribute to the big stuff”
Insight and breakthrough, increased ownership
Increased commitment seen in contribution
Grow and keep volunteers with clarity and supervision • • • • •
Purpose and Core Values Role and how it contributes Responsibilities and objectives Development and support Supervision and 2-way feedback
Not time intensive e.g. Group supervision Provides clarity
Opportunities for volunteer development • Training • Coaching or mentoring • Shadowing someone (including other organisations) • A project • Additional responsibilities • Joining an existing development activity • Pointing to helpful resources • Unhurried conversation
Volunteer Health Check On a scale of 1-10 (10 = brilliant clarity) The volunteers I work with know: YFC Purpose and Core Values Their role and how it contributes Their responsibilities and objectives Their growth plan and how I’m supporting them • That supervision suits them and they can give feedback • • • •
Questions?
Closing From this session, what will you do? What is your next actionable step?
Feedback please
Thank you!