10 Steps to attract (and keep) new volunteers:

10) Have a clearly defined volunteer handout or brochure that can be passed out at events to let people know of the need for volunteers, ways that they can help and provide contact information about your organization.

9) Have someone that knows how the organization works, be an initial contact point for new volunteers.  Remember, initially, volunteers may want to help but not know where to begin.  Their enthusiasm may in fact actually cause more work for others.  Be willing to work with the new volunteer tactfully so that they don't become discouraged at their first attempt to help.  Often new volunteers do not stick with an organization simply because they haven't found their "niche". 

8)  Get to know the new volunteers on a personal basis.  Soon you may learn areas of expertise that they can excel in that will benefit your group.  For example:  If the new volunteer has a career in marketing field, maybe instead of having the volunteer do shelter checks, they would be better suited in helping in the fundraising area or in events planning.  Don't miss the opportunity to translate workplace experience into volunteering opportunities.  Workplace contacts may also prove very beneficial to your organization.

7)  Remember that new volunteers may also have a growth cycle similar to a love cycle - puppy love - a big crush at first (similar to what a teenager would feel) but soon the newness wears off.  That is when the true test of the commitment comes.  Will the volunteer soon tire of your group and move on to another group for the "new rush" or will they stick with your group and help your group to grow?  Maybe now instead of working at every event - their participation has dropped to just one or two events a quarter.  Single minded commitment can be draining so this is the point where keeping the volunteer informed will help them feel a part of the group as they work to achieve a sustainable level of involvement that works for their family.  An organizational newsletter will go a long way toward making sure volunteers feel "a part of the group" even when they aren't active.

6) As much as possible, try not to encourage volunteers to give more of their time, talents, energy or money than what they are willing to give.  Making volunteers feel guilty about not helping will only put a strain on the organization.  Some volunteers will resent "doing all the work" and hold resentment against those not "carrying their fair share" of the workload.  Some will strain family relations by spending too much time at volunteer commitments while others will feel guilty along multiple avenues and neither the organization nor the family/friends will get the full attention of the volunteer.  "You care more about ... than ..." - fill in the blank either way: the organization/your family or your family/the organization.  The adage you can't please everyone all the time is true.  By helping your volunteers work within their own limits will be advantageous to the overall health of your group.  Does that mean sometimes events/programs will have to be cancelled due to lack of participation?  Sure but better to do one job well than to do a lot of jobs poorly or half way.

5) Make a conscious effort to have "team building" activities that are solely to encourage volunteers to get to know fellow volunteers.  Volunteers are more likely to go the extra effort when a "friend" asks rather than when a "stranger" asks.  Look at the volunteer relationship as a "courting/dating" experience.  Treat volunteers with respect and give them the benefit of the doubt until proven otherwise.  Don't go on "heresay". 

4) Astrong volunteer base is one that works as a family or team - but remember even in family situations, bickering and fighting can be present.  Dealing with disagreements in a professional manner will go a long way in handling issues that may pop up.  Remember - volunteers will have insecurities, prejudices and blind spots just like any other group of human beings.  Sometimes you may have to agree to disagree to get along.  By keeping the organization's mission as the main focal point in any disagreement, will help to avoid taking a disagreement to a "personal level". 

3)  Maintain a clearly defined policy & procedure manual so that volunteers know what can be expected.  This manual should cover "worst case and best case scenarios".  Think long term as well as short term when establishing procedures to avoid hurt feelings.

2) To avoid burn-out with your dedicated volunteers, make sure the work load is shared with new members.  By sharing knowledge and responsibilities, new skill sets will be learned by even the most novice volunteers.  Having multiple people trained to do a certain task will often bring in new ideas and potential growth as well.

1)  Remember good volunteers need to be nurtured and shown the efforts they make are valued within the organization. 

Any non-progit organization whose "work force" consists largely (or entirely) of volunteers has experienced a shortage of volunteers at one time or another.  So our blog discussion then needs to address:

a) how to attract volunteers 
b) how to mentor volunteers to best fit within an established volunteer base
c) how to help volunteers avoid burn-out
d) how to redirect efforts without discouraging.

Over the next few weeks we will attempt to share our ideas on these topics but we also welcome your ideas on the subject.  Volunteer tips may be just the thing a struggling organization needs to help them past a rough point or thru the growing pains of a new organization - even older, established groups may benefit from your input in looking at things from a new perspective.