Using volunteer retention principles to examine program strengths and challenges

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Abstract

One indication that a program is being managed effectively is that volunteers return again and again. Examining volunteer retention principles allows program managers to evaluate their programs. This practice is based on materials developed by Campaign Consultation, Inc., for the ASK to Sustain Institute held in San Diego, California, in October, 2003.

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Issue

Volunteer turnover can be a serious problem that impacts the usefulness of an organization's services.

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Action

According to Campaign Consultation, Inc., each of the following volunteer retention principles can lead to a closer examination of your program and its strengths and challenges:

Principle: Volunteers stay if their tasks and procedures are clear.

  • How do you train volunteers?
  • What materials do they receive to clarify their tasks and procedures?
  • What areas of confusion exist? How do you know?

Principle: Volunteers stay if they feel welcome and appreciated.

  • What do you do to ensure that staff and sites welcome volunteers?
  • What do you do to recognize and reward them?

Principle: Volunteers stay if they bond to someone within the organization.

  • What opportunities to get to know staff and other volunteers do your assignments offer?
  • Do you use teams or buddy systems to accomplish goals?
  • How can you ensure that volunteers feel connected to others?

Principle: Volunteers stay if they receive feedback that connects their job to program success

  • How do staff monitor and help develop volunteer competencies?

Principle: Volunteers stay if they have a voice in the organization.

  • Are you open to suggestions and feedback from your volunteers?
  • What opportunities do you create to receive feedback?
  • How do you involve volunteers in planning new initiatives?
  • How do you know they are invested?

Principle: Volunteers are motivated by opportunities to learn new skills.

  • What are the skills volunteers can learn from your assignments?
  • How can you identify the skills your volunteers want to learn and continually allow them these opportunities?

Principle: Volunteers are motivated by opportunities to "change the world."

  • How can you design volunteer assignments so that they see the opportunity to create change and make a difference?
  • What ways can you identify and recognize volunteers' ability and progress in creating change?

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Context

Campaign Consultation, Inc. works with individuals and organizations at local, state, national and international levels to achieve community development, fund raising, diversity utilization, issue advocacy, media and marketing, public policy as well as organizational and business development success.

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Outcome

When volunteers return to a program, the volunteer program manager has more time to be creative in carrying out the mission of the program. Trained, experienced volunteers are able to provide better services to clients.

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Posted On

November 12, 2003

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For More Information

Campaign Consultation, Inc.
2819 Saint Paul Street
Baltimore, MD 21218
Phone: (410) 243-7979
Fax: (410) 243-1024

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