Engaging Skilled Volunteers:
Catch ‘Em and Keep ‘Em
Presented for
2017 Conference on Volunteering & Service
By Carla Lehn
[email protected]
June 2017
Learning Goals for Today:
• Understand the Shift from Volunteer
“Management” to “Engagement”
• How to Ensure the Right “Fit”
• Reaching Out to Skilled Volunteers
• Strategies for Sustainability
Trends First Noticed with
Baby Boomer Volunteers
Want flexibility and
a wide variety of
options.
Want to engage
their skills and
expertise
Want to see impact
on mission -- how
will their work
make a difference?
Want clear
expectations of
time, tasks and
training.
Beyond volunteer
management -engagement in
meaningful ways.
Skilled Volunteers
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Job Center Coach
Event Planner
Computer Trainer
Graphic Designer
Photographer
Adult Literacy Tutor
Coordinator, After School
Programs
• Homework Coach
• Public Relations Specialist
Why People Volunteer . . .
Why Do You Volunteer?
Why Do People Volunteer?
Excerpts from Susan J. Ellis – www.energizeinc.com/art/awhy.html
Feel Needed
New Community
Share Skills
Explore a Career
Learn New Skills
Committed to Cause
“Give Back”
Feel Challenged
Meet People
Build a Resume
Keep Busy
Make an Impact
Make Contacts
Gain Status
Gain Experience
Because Asked
Why Have Written Volunteer Position
Descriptions?
Clarifies
Expectations &
Co-Worker
Roles
Primary
Recruitment
and Placement
Tool
Avoids
Problems/Basis
for Engagement
Best Planning
Tool - What’s
needed?
Is it Volunteer
Centered?
Utilize Skills?
How Does It
Impact Your
Mission/Make a
Difference?
Elements of a Volunteer
Position Description
• Descriptive Title (not just “Volunteer!”)
• Position Overview and Impact (does it make a
difference?)
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Key Responsibilities
Qualifications
Training and Support Provided
Benefits of Volunteering
Time & Length of Commitment
Staff Connection/Collaborator
Finding the Right Volunteer:
Targeted Recruitment
• Based on Position
Description -- WIIFM
• Not every warm body fits
every position
• Assess Skills/Interests and
make a good fit
• Don’t be limited to who you
know -- work together
• Multiple recruitment
methods
• Better to have a vacancy
than the wrong volunteer in
the position
Caught ‘Em – Now Keep ‘Em
Careful Selection –
Pick the Right One
Orientation &
Training
Collaboration and
Support
Careful Selection
• Interview several
candidates
• Determine the right
“fit” for the volunteer
• The right volunteer in
the job helps avoid staff
resistance
• Can you say “No?”
• Background Checks
From Supervision to
Collaboration & Support
• Job Description
• Agree on Scope of Work
& Timeline
• Create Volunteer
Agreement Together
• If Responsibility/Give
Authority
• Define What’s Not
Negotiable
Sustainability – Not “Retention” of
Volunteers
• Fewer 20 year pins
• Match volunteers’
skills/interests with the
right position
• Provide training &
advancement
opportunities
• Be strategic so that
work continues when a
volunteer moves on
Sustainability Strategies
• Substitute Positions
• Break assignments into
smaller pieces
• Team Assignments
• Job Share
• Consultant Positions
• Virtual Volunteers
• Seasonal Positions
• Two Deep Leadership
Summary
• We Don’t Motivate Volunteers -- They Come Motivated by
something
• Goal is to Match the Right Person to the Right Job
• Most Important Tool is Written Position Description
• Targeted Recruitment is most effective approach
• Shift from volunteer management to engagement
• Tools/Resources exist to help you --You’re Not Alone!
Recognition/Acknowledgement
Thanks!
Meaningful
to the
recipient
Doesn’t
have to be
costly
Formal
and
Informal
“Crawdads”