1. Good to Great Volunteers Presenter: Colin Hageney

2. Agenda Why do people volunteer? By the Numbers Recruitment: 5 Steps Managing Volunteers Retaining Volunteers Firing a Volunteer Case Studies

3. Why do people volunteer? Basic Motivators Praise Accomplishment Affiliation Influence

4. Why do people volunteer? Praise

5. Why do people volunteer? Accomplishment

6. Why do people volunteer? Affiliation

7. Why do people volunteer? Influence/Power

8. By the Numbers A team of 12-15 board members is an ideal, manageable size A chapter needs 40 active volunteers to run successfully Finding Volunteers in a busy world! How to determine which volunteers fit in the right seat!

9. Recruitment: 5 steps Step 1: Prepare Own the responsibility for volunteer recruitment Your enthusiasm and words make a difference Create job descriptions Put in time limits to assure them that they won’t be signing up forever

10. Recruitment: 5 steps Step 2: Find Find others with the same passions; seek out seasoned marketers and managers for board positions Build relationships with new members Find the connectors within your chapter Make it easy, really easy, for people to know about and sign up for volunteer opportunities.

11. Recruitment: 5 steps Step 3: Interview Create job applications for each volunteer position Make sure of a good fit for both parties Prepare for your interview Review your job description Make sure they are comfortable with the job requirements

12. Recruitment: 5 steps Step 4: Integrate Have volunteers sign a commitment form Get them trained Build deeper relationships Honor the established time commitments

13. Recruitment: 5 steps Step 5: Retain Recruiting doesn’t stop when they join your team! Reward and recognize volunteers for their hard work Release your volunteers when they want to move on

14. Managing Volunteers How do you motivate and reward valuable volunteers? How do you handle a busy volunteer that does not perform? How do you handle a volunteer that will not follow your systems and processes but gets the results?

15. Retaining Volunteers: 10 ideas 1.Help your team grow personally and professionally 2.Make it fun and rewarding to be on the board 3.Take as many committed volunteers to leadership summit/midyear retreats as possible 4.Build deep and broad organizations; support each other professionally 5.Survey volunteers

16. Retaining Volunteers: 10 ideas 6.Public Recognition at events 7.Highlight them throughout the year on web site, newsletter, blog, etc. 8.Have regular board happy hours and networking events 9.Volunteer/Board Member of the Month/Year 10.Strong benefits package – meaningful volunteer ROI

17. Firing a Volunteer Occasionally, all the best attempts at conflict resolution and positive reinforcement don’t work. When that’s the case, act quickly to remove team members that aren’t performing or who are negatively impacting others. Most times, simply approaching that volunteer honestly and offering them a face-saving way to leave is enough. For advice, contact your PCC rep.

18. Case Studies What are the risks of acting? What are the risks of not acting? What do you do?

19. Managing Volunteers: Case 1 You have a board member that is very popular and fun at meetings. Everyone really enjoys her humor. There are a number of initiatives that she has been asked to deliver on but she is consistently behind and at each meeting she “promises” to have her tasks done by the next meeting but you are now 5 months into the year and you feel some action needs to be taken.

20. Managing Volunteers: Case 2 J. Smith has served as programming and membership chair in each of the last two years and done a fantastic job. He is a senior partner with one of the largest agencies in the city. He has now approached you with his desire to take on a leadership role within the chapter. However, several other board members have expressed concern over his communication and leadership styles and have stated that they would likely leave the board should he become president. You are concerned that if he is not given a leadership position he will resign.

21. Managing Volunteers: Case 3 JP Jones joined the board this year as VP of programs. She is very enthusiastic and came highly recommended as a person, “who gets things done”. She feels a “committee would just slow her down”. Several volunteers who have historically been involved in programs have quit or moved to the other committees because she will not delegate any of the work.

22. Case Studies What are the risks of acting? What are the risks of not acting? What do you do?

23. Good to Great Volunteers Presenter: Colin Hageney colin.hageney@bullpenmarketing.com Twitter: bullpen