1. Recruiting, Nurturing & Retaining Volunteers
Don C. Bramlett, PE, SMIEEE
IEEE Region 4 East Area Chair
Southeastern Michigan Section

2. Who is Volunteering 49% of American adults volunteered 1995
Over 50% of American between 25 and 54 years old
45% of all American men and 52% of all American women
Increases with education attained, over 70% of college graduates volunteered an average of 4.8 hours a week
Increases with household income, 69% with income over $100,000

3. Type of Organizations People are most likely to volunteer
Charitable and community service projects
Want to “make a difference”
Want to help to solve a problem
Many trade and professional organizations find
Difficult to compete for their members volunteer time
Volunteer numbers diminishing

4. “Volunteers: How to Get Them, How to Keep Them”
Reference Resource
“Volunteers: How to Get Them, How to Keep Them”
By Helen Little
Panacea Press, Inc.
Naperville, IL 1999

5. Needs of a Volunteer
A specific manageable task with a beginning and an end
A task that matches the interests and reasons for volunteering
A good reason for doing the task
Written instructions
A reasonable deadline for doing the task

6. Needs of a Volunteer
Freedom to complete the task when and where it is most convenient for the volunteer
Everything necessary to complete the task without interruption
Adequate training
A safe, comfortable and friendly working environment

7. Needs of a Volunteer Follow-up to see that the task is completed
An opportunity to provide feedback when the task is finished
Appreciation, recognition and rewards that match the reasons for volunteering

8. A Specific Manageable Task With a Beginning and an End
Specific Roles - Written Job Descriptions, Instructions and/or Work Directions
Skills – Knowledge – Experience
Responsibilities - Duties
Time Commitment - Schedule
Making the Appeal
Ask for help personally
Personal contacts, Meeting attendees, etc

9. A Task That Matches Interests and Reasons for Volunteering
Volunteer motivations
Affiliation – Power - Recognition
Professional Growth - Networking
Determine volunteer interest
Polls – Surveys
Interview volunteers

10. A Good Reason For Doing the Task
Work or task should be important to the functioning of the organization
Volunteer must feel he/she is making a meaningful contribution
Will lead to a greater level of commitment to the task

11. Written Instructions Job Description Work Directions
Detailed Instructions
Letters of appreciation and thanks

12. A Reasonable Deadline for Doing the Task
Establish a schedule, interim milestones and deadline for completion of a task
Mentor and follow-up with the volunteer on progress to completion of a task

13. Freedom to Complete the Task When & Where It Is Most Convenient for the Volunteer
Avoid time-consuming and wasteful meetings
Make use of conference calls and communication technologies
Provide the volunteer flexibility
Monitor progress of the volunteer

14. Needs Everything Necessary to Complete the Task Without Interruption
Plan the work and work the plan
Provide the materials and info
Increase the probability of success
Mentoring and support needed

15. Adequate Training
Match training to the experience, needs and duties of the volunteer
Offer alternatives for training
Mentor and monitor volunteers
Annual Section & Chapter training

16. A Safe, Comfortable and Friendly Working Environment
Meeting locations need to be safe, secure and convenient
Volunteers need to feel welcome and valuable members of the team
Mentor and monitor volunteers
Provide for special needs
Volunteers will have a more positive image of the organization

17. Follow-up to See That the Task Is Completed
Volunteers are colleagues & partners, not subordinates or employees
Give opportunity to perform
Monitor and provide feedback
Be a coach and cheerleader
Mentor and counsel, as needed
Fire a volunteer, if necessary

18. Opportunity to Provide Feedback When the Task Is Completed
Solicit feedback from volunteers
Volunteers value the opportunity
Lessons learned opportunity
Learn about problems encountered
Prevent potential problems in the future and loss of volunteers

19. Appreciation, Recognition and Rewards That Match the Reasons for Volunteering
One of the easiest and least expensive needs of a volunteer
Thank each volunteer personally
Publicly recognize volunteers, as appropriate
Provide a position with more authority and responsibility

20. Long Term Benefits Meeting volunteer needs creates a win–win situation
Volunteers benefit when you understand and meet their needs
The organization benefits too
A more successful organization
More long-term productive volunteers & more active members