The key to recruiting volunteers
One motivated volunteer is worth 10 that aren’t.
People volunteer for personal reasons, not organizational reasons. — If you work in the nonprofit sector, you might want to read that again. — Successful recruiting efforts focus first on the motivations and talents of potential volunteers and then on organizational mission and vision.
First, talk to them about them, and then talk to them about you. Your goal is finding alignment between personal and organizational values, mission, and vision.
Begin by explaining what you give them not what they give you.
You provide opportunities to learn new skills, channels for giving back, and richness of life. You give them an opportunity to matter. If you don’t, close the doors because your organization doesn’t matter.
Before recruiting volunteers know the answer to this basic question. “Why do volunteers share their time, talent, and treasure with your organization?”
After you understanding potential volunteers, always lead with organizational mission and vision. Don’t focus on tasks, focus on vision. Don’t say, “I’d like you to man the front desk on Monday’s.” Do say, “I think you can help us change the lives of troubled teens in our community.”
If you can’t clearly articulate your mission and vision in compelling ways, you aren’t ready to recruit volunteers.
Compelling vision establishes your true North and fires passions to charge off in that direction.
Convincing people to perform tasks doesn’t create dedicated volunteers. Connecting values, mission and vision does.
*****
How can nonprofits effectively recruit volunteers?
Dan, I could not agree more with your statement “Compelling vision fuels passion, tasks don’t.”. The Executive Director must be able to communicate that “compelling vision” and show the potential volunteer how they fit in, how their gifts, abilities, talents can be used. Its a win-win!!!! Blessings, Howie
Hi Howie,
Thanks for the good word.
“show them how they fit in” … Nicely said,
Cheers,
Dan
Congrats on the Jossey-Bass mention! That’s tremendous!
I love the comments about vision first and then finding a place for that volunteer to fit.
Here’s a great talk about that from TED
http://www.ted.com/talks/lang/eng/simon_sinek_how_great_leaders_inspire_action.html
I love Simon’s reference to Martin Luther King’s “I have a dream” speech, not ‘I have a plan’ speech.
Alan,
Thanks for the encouragement.
I’m glad to see that you dropped in and added value to the conversation.
“I have a plan”… sadly, some think thats enough.
Cheers,
Dan
Alan is a featured contributor on Leadership Freak. Read his bio at http://leadershipfreak.wordpress.com/alan
Dan —
Drum roll for the Jossey-Bass well-deserved shout-out!
Sending smiles and inspiration,
Jane
Jane,
Thanks for being an encourager!
Cheers,
Dan
Hi Dan,
Having solely worked in the non-profit sector for the first half of my career, many of your points resonate with the approach we took in recruiting volunteers (a volunteer is a gem to any non-profit and should be treated as such).
Recently, our company was asked to work with a high school student council group and cover the topic of leadership. We only had 4 hours, and there were 48 students. Historically, any big event at the school had few volunteers helping with set-up, promotion, etc and relied on the student council and other such organizations of highly motivated students. The principal confided in us that although our topic was leadership and we had a tight agenda, he would love it if we could also cover the upcoming events at the school and help the kids realize their potential to acquire volunteers. Daunting task in a short time.
We took a similar approach to what you described. However, we encouraged the students to spend less time talking about the purpose (vision, mission) of the event, and more time looking for students whose talents were often over-looked or even frowned upon (the artistic class doodler, for example). By focusing more on the kids’ innate talents and gifts that were often under-appreciated, each event tripled the number of unique volunteers. We asked the student council to focus on what was important to that particular student (their own vision/mission, if you will), and then tell them how it would add to the quality of the event.
Interesting all the way around. I think each organization, project, team or event requires a unique approach. Whether you begin with the mission of the organization versus the gifts of the individual would be dependent on many factors.
I like your succinct approach and would encourage some flexibility in it’s format.
Cheers,
Jen
Dan and Jen: You both bring great points. It is the mission and the vision of an organization that attracts volunteers to us, just as highlighting how each individual’s gifts make them a valuable part of the team will help keep them engaged and contributing. This week I was reading through comments that were received from a survey we did at the Opportunity Through Entrepreneurship Foundation. In many of the comments were the questions “what can I do” and “how can I help.” As I reach out to these potential volunteers n the coming days, I will be sure to keep in mind your advice to link what the organization needs back to the mission and vision of what attracted them to us in the first place and to asking then to share how their special talents (and the talents of their friends) can combine to move us all futher along in our mission.
Thanks for the tip and best wishes for a wonderful holiday season.
Joan
Jen and Joan,
Great conversation! thanks
Jen, I love the idea of looking for volunteers in “unexpected” places. On more than one occasion I’ve found that a “fringe” person is ready and able to volunteer. Perhaps we look too frequently to the stars and should begin looking for folks that aren’t already in the lime light.
Best,
Dan
Jen,
I forgot to ask, what flexibility do you suggest?
Thanks,
Dan
Great post Dan. Your main point is so valid. We must add a benefit to the task. Our church recruits volunteers regularly. We make it a value to be on a team and to serve. We also call it connect. That description alone helps. I have found that MOST people want to be PERSONALLY ASK and they need to know that training is available for the position. This hits a felt-need and calms their fears. This was another great post!
Tom,
Thanks for saying a good word to me. I appreciate it.
Your point of providing training and calming fears is so important. I think there is a pool of potential volunteers that would serve if the organization could address their fear. Perhaps explaining how they add value is one way to address fears… along with providing training.
Cheers,
Dan
Dan, when I first saw this title, I thought the reference was to volunteering for causes (such as a Relay for Life, Special Olympics, etc.). But I think you were primarily getting at how to motivate team members in the workplace to step up and pitch in with “more than the minimum.”
I have worked extensively with volunteers. Last year, I was a project specialist with “Give a Day Get a Disney Day,” in which people volunteered for a day in exchange for a ticket to a Disney Park. I have seen repeatedly how people will give more of their energy if they are motivated for a “something” at the end (for example, raising $100 for the American Cancer Society in exchange for a tshirt that in actuality costs about $5). That said, many people came out of the Disney experience re-committed to volunteering long after their visit to the park had occurred. People show up year after year to Amer Cancer Society activities because they love being with other people in an effort to eradicate a scourge, and they love the support in that community.
How does that translate to the workplace? People will give and give and give if they feel energized by being part of fulfilling the mission — which is stated throughout your post: Compelling vision fuels passion, tasks don’t.
To close, I will share a quote I located recently, which I love:
When you live your passion, there is no line dividing what you do and who you are.
They are one. – Leigh Caraccioli
(I used this quote in a tribute to a friend who passed away at the age of 40 – he was the consummate volunteer, fueled by his passions: http://waytenmom.blogspot.com/2010/12/jarrods-lesson-be-who-you-are.html)
Hi Paula,
Thanks for adding to the conversation.
As I read your comment you reminded me that people enjoy being part of something bigger than themselves. I think organizations would be better off to emphasize what the “bigger” is.
cheers,
Dan
Paula is a featured contributor on Leadership Freak. You can read her bio at http://leadershipfreak.wordpress.com/paula-kiger
Dear Dan,
Non profits can effectively recruit volunteers by knowing their interest, curiosity and passion. If the interest and passion of volunteers can fulfill the organisational goal, then go ahead with other metrics. In nonprofits, perhaps the most important element is to bring in Emotional intelligence in the system. Interest, curiosity and performance can be influened by many measures but emotion is something that is difficult to generate and perhaps impossible to inculcate in the system if the person does not have . It is more of ingrained and inbuilt traits. Nonprofts usually focus on helping people, society or underpriviledged section. So, it needs to connect with people and it is possible only when person has empathy, sensitivity, sensibility and maturity. These metrics are part of emotional intelligence.
But the major question comes, who is the recruiter ? The person who does not possess these quality may not be suitable to recruit right volunteers. So, It is not about how much recruiter knows about the organisation or about himself but how much he is capable to judge the ability and potential of the volunteers.
Dear Ajay,
Once again you lay out a series of practical insights that enhance the topic at hand.
In particular, I’m glad you extended the conversation to include the recruiter. That should be another post all it’s own. Nice!
I’m thankful for your contribution,
Dan
Ajay is a featured contributor on Leadership Freak. You can read his bio at http://leadershipfreak.wordpress.com/ajay-gupta
“First, talk to them about them, and then talk to them about you.”
First ASK them about them and then LISTEN…listen for “alignment WITH personal and organizational values, mission, and vision.” Recognize and appreciate their values, their personal mission and their vision, especially that they were willing to share with you.
Then ask them what they know/have heard/believe/feel about you and your organization. Listen again for alignment/connections and where you may need to do training (great point Thomas).
Then share what you see you and your organization would bring to the table.
Together identify if there is alignment, synchronicity, convergence, etc.
“If you can’t clearly articulate your mission and vision in compelling ways, you aren’t ready to recruit volunteers.” Absolutely!
“Compelling vision fuels passion, tasks don’t.” Robots and machines can do most linear tasks. People, however, can do so much more in an instant…we have the ability to connect on a multitude of levels to bring about positive change.
Doc,
Well said! Love how you shift from “talking to” to “asking them.” It’s great to bring that important idea out.
Thank you for consistently adding value to the conversation by sharing your insights.
Best to you,
Dan
Dan, sounds like you’re saying to remember that people are people first, before they’re volunteers. As with any time you’re asking — for money, for talent, for advice — the key is to listen first. Then talk about how their interests and passion align with the mission. Only then discuss the particular avenue of participation.
Susan,
“People are people first!” ka ching
I’m thankful you too time to share with everyone.
Cheers,
Dan
Cheer to those kind f motivated volunteers that have good
leadership inside them ! Those people can also affect those who are not motivated to be one and there is where a good starting point begins.
Donna,
So true, enthusiasm is contagious. One great volunteer is a new starting point.
Cheers,
Dan
You captured it all up Dan with these thoughts:
—
Compelling vision fuels passion, tasks don’t. Convincing people to perform tasks doesn’t create dedicated volunteers. Connect values, mission and vision does.
Amazing to me how many directors of volunteers have missed this basic tenet. I actually stopped volunteering at one org. because she spent all her time trying to mold us into what she wanted — calm, obedient, little doers.
I am looking for a new volunteer opp. that can tap my strengths.
Kate
Hi Kate,
Really great volunteers take the vision to the next level. As long as there is alignment with values and mission they can take an organization to new levels.
I’m always delighted to see you in the comment stream. Thanks for sharing part of your own life with us.
Best to you,
Dan
Kate is a featured contributor on Leadership Freak. Read her bio at http://leadershipfreak.wordpress.com/kate-nasser
I am curious when you say, “Begin by explaining what you give them not what they give you.” Why that is better than starting with what is expected of someone? I only ask this because in situations I have been in, I have been promised much, volunteered, and then did not receive what was promised. This could happen either way you would tell a person. But I think the card or excuse a person can pull is the fact that they knew before hand what they were getting themselves into, and they have to weigh that with the reward, instead of weighing the reward with the work.
I wonder if there are statistics out there as to what order is better and how fulfilling they are. What do the people volunteering think is better, knowing what is expected first, or knowing what they will get first?
Relentless,
Great questions.
Most of my posts are based in experience. I’d be interested in the stats as well.
I’ll share a story that illustrates “giving them.” I work with a highly motivated volunteer. One day I approached him about new opportunities. I did it by first talking about ways to extend and expand his influence and usefulness. I talked to him about him. As Doc mentioned, I asked questions. Long story short, we found a new, highly fulfilling opportunity for the person to serve.
After a volunteer connects with a vision the work is easy because vision fuels passion.
One main thing organizations give volunteers is a channel for significant, meaningful contribution.
Thanks for your insights, thoughts and questions.
Cheers,
Dan
Clear, succinct article, thanks.
It’s so amazing to me that this info isn’t completely obvious to people and groups who rely heavily on volunteers, yet just the opposite is true. Then again, the whole “volunteer for a fee” thing implies that many NGOs don’t fully understand how to get good use out of a volunteer’s time, energy and skills and so therefore aren’t really thinking about them anyway. So I guess it makes sense.
Allen,
Thank you for dropping in and leaving your insights.
Cheers,
Dan
Excellent post. “Managers” often make the mistake of focusing on tasks. Servant leaders need to remember what you’ve written here to ensure they continue to serve the interests of their stake holders. Thank you for sharing.
Hi Benjamin,
Thanks for taking the time to add a good word. Much appreciated.
Best,
Dan
good reminders. I’ve been guilty of focusing on tasks instead of the big picture so many times. I especially like the tip that offering the chance to develop skills may motivate some people – I’m looking for people in manufacturing to add some social media oomph to our professional organization, but not showing that the desire to learn more about social media may be more successful than always looking for people who already have social media skills. Something I’ll try in the future.
Tonight an event is taking place in Aarhus, Denmark trying to mobilise young Europeans to do more together – faster. This post was excellent inspiration in that context.
Lots of people would like to volunteer. You need to get clear about motives and reasons – and then you must set the stage in an inspiring manner. It needs to be a pleasure to meet. An important key to mobilisation.
I am very glad to be here and for your information about the key to recruiting volunteer and I am going to extend all this important lesson to my fellow executives at Hope And Service To Mankind Foundation to use your key in recruiting volunteer.
Our activities are mainly supported by volunteer efforts but I agree to the fact that one motivated volunteer is worth 10 that aren’t.
Thank you for this and I look forward to more in the future.
Respect.
Thank you very much for the eye opener lecture about the key to recruiting volunteers..
I am very glad to be here and for your information about the key to recruiting volunteer and I am going to extend all this important lesson to my fellow executives at Hope And Service To Mankind Foundation to use your key in recruiting volunteer.
Our activities are mainly supported by volunteer efforts but I agree to the fact that one motivated volunteer is worth 10 that aren’t.
Thank you for this and I look forward to more in the future.
Regards
This post was one of my favorite reads in a long time. I work at a church where the fuel is volunteers. Your post summarized things I’ve been trying to train my leaders in for years. I just wanted to say thanks for continually busting out these gold nuggets of leadership wisdom. I am doing a teaching on this post at my staff meeting next week.