Recruiting, Nurturing

1
Recruiting, Nurturing Retaining Volunteers

• IEEE Region 4 Meeting
• Jan 31 Feb 1, 2004
• Presenter 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 for
  charitable and community service projects many
  people want to make a difference or help to
  solve a problem
• Many trade and professional organizations are
  finding it difficult to compete for their members
  volunteer time numbers diminishing

4
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 and where it is
most convenient for the volunteer

• Avoid time-consuming and wasteful meeting
• 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

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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

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Long Term Benefits

• Meeting volunteer needs creates a winwin
  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