This article originally appeared on www.mavanetwork.org and is featured here in partnership with the Minnesota Alliance for Volunteer Advancement.
By Holly D. Daniels
In a recent meeting of the Northeast MN Council, valuable insights emerged from real-life volunteer leaders, facilitated by the Minnesota Alliance for Volunteer Advancement.
They delved into effective strategies for retaining volunteers, sparking a thought-provoking question: Could the key to success be as simple as embracing flexibility and inviting volunteers to share power?
This blog explores these lessons and highlights the importance of fostering a collaborative environment to enhance volunteer engagement.
The Key to Volunteer Retention is Flexibility
As an icebreaker question, the following question was posed: “What’s something you or your organization does really effectively with volunteers? What are you an expert in?”
One volunteer coordinator said she was proud of their person-to-person communication with volunteers. She went on to explain that they hold a value of flexibility. “Volunteers are so apologetic when they can’t make it, and we respond with understanding,” she said. “They are choosing to volunteer with us, and they could choose not to come back.”
Another example of a people-centered approach: A volunteer coordinator had a volunteer ask if she could bring her four kids to a meeting and her response was “Great! Bring them on in!” And some other volunteers acted as surrogate grandparents during the meeting.
We wrapped up the District Council meeting by sharing meaningful relationships with volunteers. One participant shared a story about his friend Denny who lives in a tiny town, about 45 minutes away from the organization. He said, “Denny does not have technology. He does not know how to run a computer. He’s got a heart of gold. He drives people to doctor’s appointments and listens to their stories on the way. He’s the only one who doesn’t have an email address, yet he’s a vital part of our programming in that part of our service area.”
How Do You Get Volunteers Invested?
Aside from taking a people-centered approach, multiple volunteer coordinators mentioned sharing power with volunteers, as a way to get them invested.
One spoke of practicing horizontal leadership, which sounds like “I’m not the boss. We make decisions and plan events together.”
She also told a story about a committed volunteer named Noreen, who began very hesitantly by attending meetings yet insisting she wasn’t part of the organization. “Noreen just stuck her toe in a little bit to see how things were going, and we allowed her to be part of it on her own terms, without any commitment. And now she’s like my accomplice!”
Another participant at the meeting mentioned that their organization (Grandma’s Marathon in Duluth) is in a post-race season of thank-yous and feedback. She said, “Our volunteers really appreciate sharing what they thought about the event, and how we might improve for next year."
Sincere requests for volunteer feedback can make them feel valued, invested, and recognized!
Like this article?
Get more like it, plus access to exclusive reports, training, and networking events by joining MAVA's network of Volunteer Engagement Professionals.
Key Takeaways on Volunteer Retention
As we process the takeaways from these volunteer leaders, it's evident that authentic connections and collaboration are pivotal to volunteer retention.
By being flexible and welcoming volunteers to participate on their own terms, organizations can cement loyalty and increase satisfaction. Allowing volunteers to have a say in decision-making processes not only empowers them but also fosters a deeper sense of belonging and ownership within the organization.
As you build your volunteer retention strategy, keep the following things in mind:
- How flexible are you with volunteers who need to cancel their shift? With volunteers who have disabilities? With volunteers who want to bring their kids? With volunteers who don't have an email address or access to the internet?
- What leadership model do you use with volunteers? Are you the boss?
- Are you using requests for volunteer feedback to share power with them and recognize their wisdom?
- Do you allow volunteers to commit to your organization in their own time? Or do you ask for their commitment upfront?
