Ask for them – how will they know you need help if you don’t communicate the need? Research shows that most senior citizen say they would volunteer more if asked, and other studies show that teen volunteerism has risen consistently over the past several decades. Look at the outpouring of support following 9/11 and Katrina! Most people want to help worthy causes, but don’t because no one asks. Go ask them to help!
Define what you want – tell them what they’re needed for. It might be as simple as being a crowd behind the politician for the cameras. Or it might need a special skill. Friends of mine who are doctors and dentists volunteer their time regularly. I have asked for volunteers to do unusual jobs like unload carpet from a truck, write press releases, and grill an evening meal at a shelter. In each case, I was able to find people who really wanted to do that thing, and were energized by it.
Make it meaningful –It helps to give someone a job that matters to them. Bill Hybels, of Willow Creek church, says that if leaders are not given leadership-style jobs to do, they often will sit on their hands and do nothing. Christian Schwartz discovered the same thing, saying that people are energized when they are given jobs that match their giftedness and skill. This may take some creativity. Ed is a lawyer, but when he went with a dental mission team, he was the one giving encouragement and instruction on how to brush – he was the star of the trip, and longs to go again.
Give guidance about what results you expect, and how well the volunteer is doing toward meeting those expectations. Treat them similar to how you would treat every other employee. And in reality, they are your corporate workforce, doing tasks you would otherwise have to pay for. At times, you will need to give additional job training and redirect their efforts, even change their job to something more appropriate to their abilities.
Listen for input – about how to do it better, or how else they might want to serve. Too often, paid leaders start to believe that they are the experts and that no one else has any good ideas. Instead, you might have someone who really wants to do a certain thing, and if she can’t find a group to do it for, she’ll create a competing charity. Why not find a middle ground, a way for that person to do something similar to what they want to do within the boundaries of your organizational objectives? It might open a whole new facet of organizational service, and expose you to a new group of donors!
Provide off-ramps for volunteers to take time off. Just as you need vacation breaks away from your paid employment, volunteers will often need time away from long-term volunteering commitments. Others will need permission to step away and stop doing what they have been doing. I’ve been in situations where we couldn’t do any leadership development – or even new volunteer recruitment – until a key volunteer was given permission to leave a key duty they had been doing for years. They “retired” from that area of service to be able to do something else that needed their skills, so that we could grow the charity in different directions.
Acknowledge and reward their contribution. Far too many organizations treat their volunteers as a throw-away commodity, instead of a capital asset. Terry Axlll’s classic book
Raising More Money says to involve the person in the volunteering, and cautions not to treat donors as “ATM machines” that you only run to when you need a quick infusion. Instead, it is important to ...
Thank them immediately after a big event. The phrase “thank before you bank” works with volunteer service as well. Do not wait to give them praise. Express verbal thanks during the event and send a note of appreciation to arrive within a week afterward. Each intervening day lessens the impact.
Thank them sincerely. A form letter (or worse, an email) will not work for this kind of recognition!) Give personalized thanks for how the job they did contributed to the event’s results. If you defined the jobs clearly, this should be easy.
Thank them appropriately. If the big donors received a lavish prize and the workers who made it all happen didn’t even get fed, your thanks will ring hollow. Provide sufficient snacks & drinks during the event, and make provisions for a gathering afterward that is tailored to them. If you have been listening, you will know what motivates them, and that they prefer a weekend volunteer lunch of soup and sandwich and conversation at the Director’s waterfront house to an expensive dinner on a school night.
I’m sure the list is not complete, but it’s a pretty good start. Give it a try and tell me how it worked.
[from http://involvingmore.wordpress.com/]
