In 2007 I was involved in the publication of a free eBook, ‘Turn Your Organisation Into A Volunteer Magnet’ (NB. link opens a PDF file), a grassroots guide to getting and keeping volunteers. What makes it different from most books on volunteer engagement is that it’s not written by consultants or known experts (although some are in there) but by leaders of volunteer engagement across the globe who share their practical experiences and tips for success. The eBook inspired a training workshop I run and this article, in which I want to share with you my top ten tips for being attractive to volunteers.
1 – Provide enjoyable volunteering
People volunteer in their discretionary leisure time. With the unrelenting pressures people feel in modern life, they want to spend their precious spare time enjoying themselves.
Making volunteering enjoyable is critical if you want to attract and keep volunteers. You see you’re not competing with other volunteer involving organisations when recruiting volunteers. You’re competing with all the leisure activities that people could spend their spare time doing – going to the cinema, having a meal with friends, watching a sports event etc..
So, make your volunteering rewarding and enjoyable. Really understand what drives your volunteers, their passions and interests. Or, in the words of a famous kids TV show from my childhood, they’ll go and do something less boring instead.
2 – Give great customer service
Do you remember the days where if you bought something mail order you usually had to wait 28 days for delivery? In today’s internet enabled age we now expect next day delivery at a minimum. Expectations have changed.
Yet I still hear volunteers frustrated that they don’t get responses quickly (or at all!) from organisations they are trying to volunteer with. What makes it worse is that sometimes these organisations have said they urgently or desperately need volunteers!
To make our organisations attractive we have to acknowledge that people’s customer service expectations are high and have to meet them – being a charity or voluntary group is no excuse. As one of the authors in the Magnet eBook pointed out, magnets can repulse as well as attract.
One suggestion is to have a team of volunteers whose role is to help respond quickly to enquiries from potential volunteers, even if it is just to give them a clear idea of how long a proper response will take. Another idea is to simply put an out-of-office message on your volunteer recruitment email account so that anyone enquiring gets told how long to expect to wait for a response, perhaps with links to videos they can watch or material they can read about your organisation whilst they await a response.
3 – Say thank you
Certificates, parties, awards, Volunteers’ Week events – they are all well and good, but nothing beats regularly and sincerely thanking people for their time and the contribution they make to your cause.
A word of warning: if volunteers tell you they don’t want to be thanked, try not doing it and see how attractive that makes you! What they are perhaps implying is that they want to be thanked personally, not in the generic way many organisations approach volunteer recognition.
A second word of warning: don’t do it so the organisation can tick the recognition box for another year – make sure the thank you is genuine.
4 – Provide volunteer roles that are meaningful
Imagine for a moment that you’re heading off this evening for a meal out. You get to the restaurant and order, anticipating the satisfaction of good food. Then it arrives and, well let’s just say you are underwhelmed. You leave the restaurant poorer than when you went in, probably still hungry and very likely vowing never to go back.
Opportunities are to volunteering as food is to eating out. When people volunteer they want to do something that enables them to have the satisfaction of making a difference whilst not having their time wasted. Otherwise they’ll go somewhere else, somewhere that offers them that satisfaction and sense of fulfilment.
So ask yourself, do the opportunities you have on offer make the most of people’s time (however much they have to give) and enable them to make (and see that they’ve made) a difference to your cause? Being able to answer ‘yes’ to those questions is critical to being attractive to volunteers.
5 – Be flexible
According to both the UK’s Charities Aid Foundation and the Third Sector Research Centre, 31% of the UK’s adult population provide almost 90% of the volunteer hours given, with 8% providing over half the volunteer hours. In other words we are reliant on a small (and diminishing!) pool of volunteers who commit large amounts of time – the living embodiment of ‘ask a busy person’.
Yet, as anyone who has tried to recruit volunteers recently will tell you, few people thrill to this kind of commitment anymore – the old fashioned notion of long term, open ended volunteer commitments on which so many organisations still rely. If you can’t fit that kind of commitment into your life why should anyone else?
The key is flexibility, having a range of opportunities with varying commitments on offer. For example, can you provide taster sessions, allowing potential volunteers to ‘try before they buy’?
Remember too that people’s interests, motivations and availability will change over time and adapt accordingly.
I believe that attractive organisations will successfully keep volunteers if they’re prepared to let them go. If volunteers see our willingness to accommodate their changing priorities and take a break from volunteering, they will be more likely to come back to us in future when their circumstances change and they have time to give once more.
6 – Let’s talk about expenses
Providing out-of-pocket expenses to volunteers isn’t just an admin issue, it’s a key part of diversity, equity and inclusion (DEI). Without expense provision, only those who can afford to be out of pocket will volunteer.
As economic hardship in society continues to grow and deepen, more and more people need their expenses covered if they are to volunteer. We need to budget for volunteer expenses every year and explain to decision makes why these funds are important. If you don’t get the budget, ask for it again next year. Keep asking until you get it.
It’s also important to guard against a culture of volunteers not claiming expenses. Where that happens, those who need to claim are often frowned upon and made to feel unwelcome. Instead, make everyone claim. Then, if some really don’t want the money, ask them to donate it back to the organisation (ideally with gift aid added). That way everyone claims expenses, aiding DEI, and those who don’t want the funds get the warm glow of becoming a financial donor as well as a volunteer.
7 – Word and world of mouth
Surveys of volunteering consistently tell us that word of mouth is the most common form of volunteer recruitment. This shouldn’t surprise us, personal recommendation is marketing nirvana. Most businesses would love it if their customers would go and tell everyone how much they love the company’s products.
Yet we often shy away from word of mouth recruitment, almost as if we’re embarrassed about it. This is a mistake. It’s time to re-embrace word of mouth, especially given the potential of social media to develop new and exciting ways to reach our friends. As Erik Qualman once said, social media enables word of mouth to become world of mouth!
Look to maximise the potential of the power of personal recommendation to make your organisation more attractive. Do your volunteers know that you want them to help recruit others? Do you give them resources to do this such leaflets, flyers etc.? Simple things that can make a world of difference.
8 – Embrace groups
We live in a world where it’s easy for people to feel socially isolated. Loneliness is a growing problem.
Volunteering provides a way for people to connect with others – to volunteer with friends and family, to meet new people, or even make new business contacts.
According to the 2019 Time Well Spent report, 68% of all volunteers agreed their volunteering had helped them feel less isolated. This was especially true for those aged 18-34.
Look at your organisation and opportunities. What could you do to provide a group or family with a chance to volunteer together? Give it a go and see who else you can attract.
9 – Lead, don’t manage
Management guru Peter Drucker once said:
“So much of what we call management consists of making it difficult for people to work”.
Sadly that is sometimes true of volunteer management, especially as things have become more formalised, risk averse and process driven.
People who volunteer want to make a difference and don’t want to have their time wasted. They want to use their skills and expertise to help you but they don’t want to be mired in processes and paperwork. As John Seeley Brown wisely commented:
“Processes don’t work, people do”.
To be attractive we need more leaders of volunteer engagement not more volunteer managers. Leaders simplify, they empower, they inspire and they keep us focused on where we want to go. In short, leaders attract and we need more of them in volunteering.
10 – Be passionate about the work of volunteers
One contributor to the Magnet eBook asked, “are you excited about the opportunities you are offering to volunteers and the difference they will make?” What a great question! If you’re not excited about what you want people to do for you, chances are they aren’t going to be that excited either.
Be passionate about the work of volunteers in your organisation and that enthusiasm will attract people to you.
You can find out more about the breadth and depth of volunteer management practice in The Complete Volunteer Management handbook.
This article was first published on robjacksonconsulting.wordpress.com