Retention
What can we do to keep Volunteers committed to our organization? On the reverse side of this what makes people leave our organizations?
It is no secret that Recognition plays a large part in Volunteer retention. There are other factors that affect the way in which we keep our Volunteers happy and motivated. Many Volunteers leave organizations for reasons such as:
Perceived unfair management practices
- This can be real or imagined favouritism of one Volunteer over others.
- Usual complaints are the favoured Volunteer has more opportunity for training or shifts, has more convenient shifts, or gets more of the rewards/ recognition than others.
- To minimize this type of problem:
- Keep a record of who received training last.
- Set up training schedules.
- Include criteria such as the person who has the most hours Volunteering in the last month gets first choice.
- Post opportunities a few weeks before they are to occur so that everyone interested may apply.
Inefficient use of Volunteer contribution
- Absolutely no one likes to waste their time. Most Volunteers have other commitments and have offered their services to make a difference.
- To minimize this type of problem:
- Ask for input from Volunteers when deciding on changes
- Communicate reasons when asked about new methods or increased duties. A simple "No" does not show the Volunteer they are valued members of the team.
- Use a questionnaire, conduct regular meetings and keep asking "Are you happy with the way things are going?" and "What can we do to make it a more enjoyable experience for you?"
Ineffective management
- Management must be seen to be in control, effective at planning and making things happen.
- To minimize any issues of this type:
- Create policies and procedures to minimize risk, and to maximize organizational effectiveness.
- Communicate things going on behind the scene to show progress. This will also show the Volunteer they are valued as a team member. Please remember that if they cannot see the wheels turning they will not know the vehicle is moving.
Interpersonal conflict with management, staff and other Volunteers
- To minimize this type of problem:
- Try to keep the focus on teamwork and the goals of the organization.
- Where there is wrong doing address it.
- Have a method of reporting problems with the direct supervisor to an impartial person to whom the supervisor reports.
- Have policies in place for this type of problem including a code of conduct policy and make it clear that complaints will be investigated.
Lack of support
- Remember that everyone is different in the amount of support they require and in many cases the willingness to ask for help is dependant upon self image and confidence level.
- To minimize this type of problem:
- Orientation
- Probationary periods
- Regular meetings
- Supervision- An open door policy works best
Change within the organization
- Change can be a scary thing to a lot of people. If the organization is changing leadership or key people are being recruited or replaced old loyalties and relationships may make it quite difficult for some Volunteers to continue.
- To minimize this issue:
- It would be helpful if there was some overlap or transition period where the new person were able to get information from the previous position holder.
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