Abstract

It is the task of the volunteer manager to both educate executives and board members about the vital roles volunteers play in an organization, and to empower volunteers by recognizing their service in tangible ways. Concurrently, staff will respond more positively — to volunteers and to their work — if they are acknowledged with praise and recognition. This effective practice was shared at the National Conference on Volunteering and Service, June 2009, by Susan J. Ellis, president, Energize, Inc.

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Issue

One of the reasons that volunteers — and the people assigned to lead them — are not truly valued by organizations is that they tend to be largely invisible in day-to-day work. Executives are often unaware of what volunteers do and why it matters.

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Action

Don’t wait for an annual event to shine a light on accomplishments.

• Take photographs as often as possible, and post them on agency bulletin boards, print them in newspapers, and post them on web sites. A picture is worth a thousand words, especially if it shows diverse volunteers in action.
• Develop a volunteer victory alert form (paper or via e-mail) and share successes as they happen. Include the names of supportive paid staff, too.
• Submit reports that pass the “so what?” test. Make sure the details are distributed to each department and to all volunteers.
• Keep a continuous testimonial and comment log. Remember this maxim from Susan Ellis: “Two people talking is a conversation. Several people talking is gossip. But recording the comments of many people talking is data!”
• Ask for special notes on excellent volunteer management to be placed in employees’ personnel records.
• Initiate a “sudden praise squad” to descend on a volunteer who has just achieved something with attention-getting fun. Leave a consistent reward (special paperweight, framed medal, etc.)

Then, make use of the annual recognition event:

• Create award categories that celebrate accomplishments, not hours or longevity.
• Acknowledge and involve volunteers who can’t be present.
• Use slides to share the “year in review.”
• Issue an annual report and include little-known facts such as volunteers’ professions, education, etc.
• Focus on letting volunteers, employees, and clients speak (you don’t need to hire entertainment) about impact.
• Be an in-house educator, not a wedding planner.

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Context

Recognition is not just a once a year event. Consider all the ways that you might celebrate the work volunteers do, on a continual basis. At the same time, be sure you note and praise employees, too. A paycheck is not a thank you. Instead of showing appreciation just to volunteers, why not be the one who acknowledges and illuminates successful effort by all members of your organization’s team? Think about how valuable that will make your office (in bad times as well as good).

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Related Practices

• Recognizing volunteers throughout the service year

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