Participation Basics

Trying to recruit new participant and retain the existing ones can be a difficult endeavor. People come to volunteer with different expectations. Some people are only able to volunteer for one event while others jump in headfirst. Have opportunities available for both types of people with clear job descriptions, so it is easy to place people where their interests and skills fit best. Also, if you identify your neighborhood’s goals and objectives you’ll know what jobs to describe.

If you orient your volunteers to the neighborhood system, including what you do and why it’s important, it will help them feel part of the group, increase the likelihood they will volunteer again, and you’ll have another person that can spread the word about the Neighborhood Association.

Building relationships is the key to cultivating participation. If you listen to volunteer needs, it is easier to place new people in positions and retain existing key volunteers. Know what motivates people and share responsibilities so everyone feels part of the team.

Most important, recognize all the hard work volunteers contribute - celebrate and reward your volunteers and yourself for a job well done! At its simplest, this means remembering to say thank you.

Spotlight: Brentwood Darlington Recruits Board Diversity

Brentwood Darlington intentionally recruits for diversity on their board. Diversity is not only things like ethnicity, race, and income level, but also things like a diversity of experiences and education as well. It’s a difficult process, and they’ve had successes.

Brentwood clearly identified the board positions with specific descriptions so potential board members can see where their interests lay and know the responsibilities associated with the position. Each person that expresses an interest must meet with the Nominations Chair. They meet in the candidate’s home so someone can personally walk them through the positions and so they feel valued.

It is important to fit the person to the right position. A potential volunteer may not really have time or commitment it takes to be on the board. The Nominations Chair finds the right opportunity for them (which might not be the board) when he gets to know them better. A clear nominations process helps neighborhoods obtain an efficient, effective, representative board.

To find potential board members, the Nomination Chair greets new people at meetings and then follows up later, publishes a volunteer interest form in a local paper, and conducts targeted outreach. With some grant funding, he has been able to reach out to ethnically diverse populations in his neighborhood.

Working Step-by-Step

Step 1: Identify NA’s Needs & Goals

• Identify your NA’s needs and goals and develop descriptions of each volunteer opportunity.
• Remember to provide a variety of opportunities including long-term leadership roles and short-term positions with immediate rewards.

Step 2: Build Relationships & Welcoming

• Get to know the interests of potential volunteers so you can match them to available volunteer opportunities.
• Look for volunteers based on your needs in locations those types of people are likely to be.

Step 3: Challenge Your Volunteers

• A chance to learn will attract new volunteers and retain existing volunteers.

Step 4: Orient to the NA system

• Promotes teamwork and share goals.
• Gives you more people that are able to promote your neighborhood’s services and activities.

Step 5: Work Together and Have Fun

• Provide support without micromanaging the project.
• Empowers future leadership.
• Inspires creativity and new ideas.

Step 6: Celebrate Accomplishments

• Even small rewards increases motivation and brings volunteers back.
• Acknowledging hard work helps volunteers feel like their efforts are valued and worthwhile.
• Recognize accomplishments so the work doesn’t feel never ending.

Digging Deeper: Additional Resources

General Resources

Tips for volunteer management, recruitment, recognition, etc at:
Energize:
www.energizeinc.com

National Service Resources
www.nationalserviceresources.org

Authenticity Consulting:
www.managementhelp.org

Article
“Combating the ‘Same Six People Syndrome.” By: Neil Schulman. Publisher: SOLV. www.solv.org

Recruiting Volunteers

www.handsonportland.org
www.idealist.org
www.volunteermatch.org

Trainings

SOLV Volunteer Action Training. Free if you coordinate a SOLV event or $75.
Watch for future trainings at: www.solv.org

TACS Volunteer Management 101. $225.
Watch for future trainings at: www.tacs.org.