Some quick tips from research and experience:
Give staff orientation dates on easy to carry business cards or flyers see press 2 for that volunteer question
Use mild “loss aversion” marketing to keep recruitment from seeming like volunteer opportunities will be there forever, so why bother. see Volunteer or You’ll Lose Everything
Leave volunteering information at local physicians’ offices.
Host volunteering sessions for home schooled children and parents. Contact local home school associations
Leave info at travel agencies who book voluntourism trips. That feeling of wanting to help might just carry over when the trip takers get back
Org a positive protest create signs promoting volunteering and pick a street corner-good for small groups of episodic vols
Set the tone in reply emails-phrases like welcome to an experience you’ll cherish, you’re about to begin a journ like no other
Save compliments about vols, use as recruitment testimonials, keep in book for vols to read, share at meetings, trainings etc.
Recruit by cross referencing-pets work with seniors, retirees work with children etc to appeal to new audiences of prosp vols
Reach more prospective vols by a presentation on volunteering in general, partner with other non profits
Recruiting? Advertise perks of volunteering-our vols enjoy monthly yoga classes, quarterly relevant education, networking, etc
Recruiting students to vol? Sponsor an essay contest about your mission, involve media.
Hold regular brainstorming sessions with vols to recruit new vols-keep their interest up in helping find new vols
Create vol recruit ads from current popular books, movies-Ex: Eat, Pray, Vol or Transformers: Age of Volunteers
Send thank you letter to potential vol after meeting/interview. Outline various jobs, use testimonials to engage
Experiment and create 3 ads for 1 vol job make 1 about actual task 2 about how it helps the client 3 about the benefit for vol see which one works
Create template of recommendation letter for vol. Advertise “this can be yours” to students, folks looking for job exp.
Host “bring a buddy” open houses where your vols recruit a friend. They know who will make a great vol and can motivate and mentor too!
Get staff involved in recruiting vols. Offer prize at end of year for most vols recruited, referred, for certain positions etc.
Send thank you notes to vols’ family for sharing volunteer with you. Might just recruit them too!
Encouraging Staff to Embrace Volunteers:
Question separating volunteers and advocate for inclusion see Do volunteers say we or they?
Explain “voluntasking” to staff see Mono or Multi? Voluntasking is the Answer
Corporate and Episodic Volunteering:
Learn some facts about the group: see Hey Corporate Volunteers, Where Are You From Again?
Send a follow-up survey to hone future projects: see Hey Corporate Volunteers, Where Are You From Again?
Thank the group for any input: see Hey Corporate Volunteers, Where Are You From Again?
Create a plan before accepting groups: see Hey Corporate Volunteers How Great is Weeding?
Create an application process to manage and discover: see Hey Corporate Volunteers How Great is Weeding?
Develop a narrative for each project-include testimonials, pictures, storytelling to reinforce the impact on clients and organization. see Hey Corporate Volunteers How Great is Weeding?
Offer to host an onsite corporate vol event-limit it to only as many vols as you can handle at a time. Ask mrktng to help
Advertise event as a team building experience
Prepare thank you letter to CEO
It’s the little things, give packet of welcome info on parking, food, what to bring etc.
Volunteer Fresh: see Volunteer Fresh
Create a monthly “sit down” between volunteers and community engagement staff for feedback potential
Engage volunteers in word of mouth marketing
Explaining Volunteer Management:
Embrace your introverted or extroverted side. You may be an ambivert or an outgoing introvert. Both personality sides give you skills see Volunteer Managers: Extroverts or Introverts?
Use saying “no” in ways to enact a better “yes” see Horrors! Can a Volunteer Manager Say No?
Advocate for strategizing priorities in order to further the mission see Attention: Thr Volunteer Department Now Has Ground Rules
Set ground rules for the priority, time frame and feasibility of each request, see Volunteer Department Ground Rules
Begin to treat volunteer management as a science, see Is Volunteer Management a Science?
Craft volunteer stats and stories into impact stories, see I Speak Volunteer. You?
Redefine volunteers as “investors” instead of “time donors.” see The Volunteer Investor: Is It Their Time or Something More?
Redefine volunteer manager as volunteer account manager by showcasing responsibilities and necessary skill sets see key volunteer account manager
Redefine volunteer management in terms of volunteer account management by using terms such as: volunteer centric, volunteer benchmarking, volunteer expectations see Captains of Our Destiny: Captain Obvious 2
Replace phrases such as “spent time with” or “chatted with” volunteers. Instead use phrases such as volunteer engagement, targeted recruitment, role defining, corrective action, gathering feedback etc. Professional terms define the work. see Not So Fast Captain Obvious
Create cheat sheets with basic information and post in multiple places, see press 2 for that Volunteer question
Balance Induction and Orientation to obtain maximum results see Induction Vs Orientation
Flip the one year commitment agreement and have staff sign it instead of volunteers see Induction vs Orientation The One Year Volunteer Commitment
Volunteer Sustainability (volunteer retention)
Instead of helicopter volunteer management, help departments create a “new volunteer integration plan,” see Helicopter Volunteer Management
Don’t set a self-defeating pattern when senior management creates meaningless tasks for volunteers, see Expecting Different Volunteering Results is Organizational Insanity
Re-work volunteer performance reviews to setting mission centric volunteer goals, see Annual Volunteer PerBoreMance Reviews
When volunteers praise you, discover the specifics of what is going right and use this information to build upon, see Don’t believe your own press too much
Develop a habit of repetition in order to prevent miscues and miscommunication see Why Are Volunteer Managers So Darned Repetitive
For tips on supporting volunteers who work with emotional situations see Taking Extra Care to Support Volunteers
Share volunteers with other organizations in your area see Sustainability and Volunteerism
Make a list of agencies and organizations in your area that utilize volunteers and reach out to introduce yourself to each leader of volunteers see Innovation and Sustainable Volunteering
Join any clearinghouse agencies such as United Way, and Volunteer Centres in your area see Innovation and Sustainable Volunteering
Join a DOVIA (Directors Of Volunteers In Agencies) or a similar group in your area or if none exists, reach out to another volunteer manager and start a peer groupsee Innovationa and Sustainable Volunteering
Create a list serve or simple newsletter to share with your fellow volunteer managers in your locale see Innovation and Sustainable Volunteering
Share your volunteer opportunities with other volunteer managers (at your peer group and by list serve) and ask for theirs-regularly check in to gauge the fluidity of roles, etc. see Innovation and Sustainable Volunteering
Discuss volunteers’ skills and interests at peer group meetings. Offer other volunteer managers the opportunity to contact one of your volunteers if their mission or opportunity more closely aligns with your volunteer’s passion see Innovation and Sustainable Volunteering
Share background checks if you are able in order to cut costs seeInnovation and Sustainable Volunteering
Pair up with other organizations to conduct a visible volunteer project and involve local media to cover the event see Innovation and Sustainable Volunteering
Create volunteer educational conferences with other volunteer managers to benefit all volunteers in area-share space, costs of snacks or printed materials creating more bang for the buck see Innovationa and Sustainable Volunteering
Share cost of a national speaker with other volunteer programs and invite all volunteers in area-have plenty of information on volunteering opportunities available see Innovation and Sustainable Volunteering
Bring your volunteers to another organization on Make a Difference Day or another day of service and help that organization-build that camaraderie, use positive press to show cooperation seeInnovation and Sustainable Volunteering
Create a summer circle of volunteering for out of school students so they can sample the various opportunities in your area and participate in a well-rounded service learning experience see Innovation and Sustainable Volunteering
Conduct partner training sessions with other organizations see Innovation and Sustainable Volunteering
Partner with another organization to create a group of volunteers to cross-volunteer (a really rudimentary example – library volunteers + homeless shelter volunteers = a reading program for school aged children in the shelter. Library volunteers finding appropriate books, shelter volunteers utilizing them and perhaps some library volunteers venturing out to read to the children while shelter volunteers conduct a fundraiser for the library-and no this isn’t simple or easy but it can be a start) see Innovation and Sustainable Volunteering
Mentor new volunteer coordinators in your area see Innovation and Sustainable Volunteering
Offer your highly seasoned and trained volunteers to train/mentor volunteers at another organization see Innovation and Sustainable Volunteering
Partner with other volunteer managers to create a presentation that educates organizational staff on the nuances of volunteer engagement-allow all volunteer managers in your area to utilize see Innovation and Sustainable Volunteering
Create partnership recruitment efforts by sharing speaking engagements see Innovation and Sustainable Volunteering
Elevate vol job status in eyes of vols and org by professional treat – job descrps, attire requirem, skills needed etc.
Save compliments about vols, use as recruitment testimonials, keep in book for vols to read, share at meetings, trainings etc.
Beyond vol weeks-create your own vol day at your org so that your vols know they are appreciated all year
Hold regular brainstorming sessions with vols to rework job descriptions, tasks etc.
Conduct informal “stay” interview to keep vols from leaving-ask what might cause you to leave
Create welcome committee of vols to welcome new vols at trainings, open houses etc
Start an inspire newsletter-share articles that inspire you with vols and tell them how they inspire you too.
Reporting on Vols? Use strong words like enhance, enrich, strengthen, develop, amplify, boost, magnify, betterment, growth
Create checklist for new vols-use calendar reminders to follow up on obtaining paperwork, background check etc.
Create chart for prosp vols with followup schedule-phone at 1 week, letter at 1 month etc. see patterns of success
Keep stories you hear of amazing volunteer work. Keep journal, notes – refer back often and read for your own inspiration
Tired of Vol of the Year Awards that single out just one? Give month or week awards-cute, serious, let vols give you award too!
In addition to yearly vol perform eval, conduct engagement eval-their perf and org’s perf in engaging them-promote team
Conduct survey with clients on vols- record positive statements as testimonials- use in reports, recruiting etc
Create book of vols-photos, quotes on volunteering-display where staff and esp clients can see all the support
Learn 1 fact about each vol -kid’s names, fav hobby- write down and refer to -makes it easy to build on to know vols better
Create student led projects such as own fundraiser or survey their peers- its a great skill on resume for college
Mini education for vols-create distribution lists and email educational articles; encourage them to find more and share.
Volunteers: Managing Difficult Situations
Having that difficult conversation see The conversation we dread, pain or opportunity?
Too many volunteers with creative ideas? Create a volunteer think tank for those volunteers with improvement ideas. Task them to pick one idea and create a pilot program. Give them ownership see We Should Start Our Own Cirque du Volunteer Show
Managing All The Prospective, Inactive, Episodic and Retired Volunteers:
Create catagorized email lists and regularly send out notices, newsletters etc. see The Volunteer Periphery
Recruit volunteers to oversee peripheral lists see The Volunteer Periphery
Report your time and efforts in managing all these volunteers see The Volunteer Periphery
Share messaging with other volunteer organizations see The Volunteer Periphery
Staff and Volunteer Relations:
Set policies in place regarding gifts to and from volunteers see Don’t. Do. This. Ever
Create a spa day for vols to host, giving staff some pampering and appreciation, hopefully create more appreciation for vols
Create survey for staff: How do you view vol services? Make it funny, serious, but look for ways to correct misconceptions.
Staff stops u in hall with vol request? Always email a synopsis of your understanding of discussion. Avoid miscommunication.
Create awards for staff who excel at engaging and recognizing volunteers. Give award at annual volunteer event.
Keep birthday cards for volunteers on hand. Bring the cards to staff meetings and pass around to get staff signatures. Nice recognition on volunteer’s birthday.
Gather staff testimonials on volunteers. Share with the volunteers via email blast, newsletter, etc.
Chart hours spent one on one with volunteers against volunteer output. Show how many hours of your time equals hundreds of hours from each volunteer. see Not So Fast Captain Obvious
Creating categories of volunteers explains numbers available vs. one broad number. Categories can include active, temporarily out, episodic, event only, emeritus, etc. see The Dangerous Numbers Game
Create a centralized location to post volunteer stats such as how many vols are currently active, inactive, temporarily on leave, etc. see The Dangerous Numbers Game
Report on all the “extra” wonderful by-products of volunteering by keeping statistics on positive outcomes other than just the filling of tasks. Encourage your organization to include these outcomes on their end of year reports, see Is It Time To Start Selling Volunteer Perfume
Explain background checks and the application process to volunteers so they understand the whys of jumping through the hoops necessary to become a volunteer see Maybe We Have Some Splainin to Do
Send a letter to a new vols’ former vol manager letting them know how much the vol appreciates all the guidance and thanking them for helping shape vol
Create a library of publications you endorse to lend to your volunteers – ask them to help make the library grow
Create a mantra/goals board-keep in plain sight for vols, staff, clients and administration. Show what YOU work to accomplish
Want a kitschy fun way to talk about a vol at a meeting? Print out vols’ pic and attach to a craft stick-hold up so folks can see him or her
Send holiday cards to former volunteers and thank them for their service-it just feels right
Want to involve school kids? Host poster contest about your org. Give trophy and enlist media. Recruit parent/child vols.
Need to speak at civic groups? Bring vols who sing, play music etc to break ice & keep talk from being too dry
Make vol name badges special by adding icons to indicate level of expertise-mentor, ambassador etc. Visually helpful too
Long time vol has to retire? Invite them to help orient new vols, give in-services, write manuals, handbooks. Call them sages.
We walk fine line when vols step up into a leadership role. Do not relinquish control-encourage but have final say.
At events, spend time with each volunteer and do informal survey on event success, etc. Report findings back to event mgr
Skilled or Pro Bono Volunteers:
When a request for a skilled volunteer comes in, ask what policy exists for this volunteer’s license (if they posses one) and if that license is on the line for any potential mishap. see The Inner Volunteer
Lucky to have a skilled volunteer but don’t like the term skilled? Try pro bono or volunteer consultant instead. Both terms imply episodic and elevated involvement.
Volunteer Manager Development:
Deal with the underlying meanings when people say something and really, they are subtly being critical. See It’s 38 degrees outside but it feels like 19
Host a peer group meeting of volunteer managers in your area. Brainstorm challenges you face. see Volunteer Sustainability (volunteer retention) above for more ideas like this one