Engaging Skilled Volunteers: Catch ‘Em and Keep ‘Em Presented for 2017 Conference on Volunteering & Service By Carla Lehn carlalehn@gmail.com   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 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 Why Do People Volunteer? Excerpts from Susan J. Ellis – www.energizeinc.com/art/awhy.html Gain Experience Make Contacts Keep Busy Meet People “Give Back” Learn New Skills Share Skills Feel Needed Because Asked Gain Status Make an Impact Build a Resume Feel Challenged Committed to Cause Explore a Career New Community

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?) 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 14

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”