1. 2012LeadershipConference Chet Ross, Southwest Regional VP, Greater Phoenix (AZ) Loren Herbst, District Director, Minneapolis (MN) PEOPLE MANAGEMENT

2. The volunteer is the center point of SCORE’s reputation and branding

3. People Management PWC Volunteer Survey Herndon hears your voices!

4. People Management Roles Recruitment Strategies Volunteer Engagement On-Boarding - new volunteers Existing Volunteers Expectation setting Recognition

5. Volunteer Roles Chapter Roles (fundraising, marketing, recruiting, social media, etc.) Skill-specific volunteers (e.g. finance or administrative) Business Mentor Workshop Instructor Roundtable Facilitator Community Ambassador Virtual volunteers

6. Recruitment Strategies Determine needs Consider membership requirements Execute a plan for recruiting new members Recruit new types of members Recruit for diversity Have a plan for training new members

7. Recruitment Strategies Six deadly sins of Volunteer Recruitment: 1. Expect announcements to get volunteers 2. Go it alone 3. Recruit only those who make L. T. commitments 4. Assume that “No” means “Never”! 5. Recruit any Ol’ B.I.C. 6. Ask busy people to do busy work

8. Recruiting Best Practices PWC Research – Based in Volunteer Survey results – Looking at engagement level of ‘new’ volunteers Chapter recruiting practices Chapter onboarding practices Minimum standards (or absence of them) Chapter turnover

9. Recruitment Resources SCORE Operating Manual (SOM) Webinars available on SCORE.ORG website a. Recruiting for Leadership b. Recruiting and Retaining Volunteers c. Recruitment Best Practices Volunteer Recruiting – under Volunteer & Leadership Development Center on SCORE website.

10. Volunteer Engagement What is Engagement? Extent to which individuals have a desire to act and apply discretionary effort More than satisfaction, denotes added involvement and “buy in” Aligns individual goals with organizational goals

11. Volunteer Engagement Why is it important? High engagement promotes high operational performance High engagement drives higher client engagement More likely to stay with organization

12. Volunteer Engagement On-Boarding New Volunteers: Determine interests Assign a mentor Volunteer Online Orientation Volunteer Orientation Handbook Involve immediately in committee or activity Mentoring Methodology - Online

14. Volunteer Engagement Existing Volunteers: Maintaining Volunteer Engagement - key to success Ongoing training – existing & emerging trends Feedback on individual mentoring performance Chapter leadership needs to address underperforming volunteer issues Remind about mission and goals

15. Improving Volunteer Engagement National Level Initiatives Vision Success Metrics Addressing Future Needs Improving Feedback Chapter Level Initiatives Select ONE item, at most two Create plan WITH chapter and ensure follow through in the next year

16. People Management Expectation Setting : Key to involvement & retention Responsibility of Chapter leadership Ongoing need-not a one-time activity

17. Recognition Recent volunteer survey – this area had one of the lowest scores Ways to recognize volunteers (see next slide) Review SCORE SOM for awards available Monthly meetings a good time to do it Every volunteer would appreciate being recognized for their efforts

18. Recognition Ways to recognize volunteers: Give regular feedback Give public affirmations Give regular awards/recognition Being available to volunteers Tap into their passion/what motivates them? Have fun

19. Discussion Roles Recruitment Strategies Volunteer Engagement Expectation setting Recognition

20. 2012LeadershipConference Chet Ross, Southwest Regional VP, Greater Phoenix (AZ) Loren Herbst, District Director, Minneapolis (MN) PEOPLE MANAGEMENT