Strategies of Volunteer Recognition

Transcription

1 Strategies of Volunteer Recognition Stacey Ellison, 4-H Regional Specialized Agent, UF/IFAS Extension

2 Objectives Research Understanding Motivation Matching Recognition Developing a Recognition Calendar

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4 Research Recognizing Adult 4-H Volunteer Leaders Culp & Schwartz, Volunteers at State Recognition Banquet 5-55 years of service 35 item survey

5 How Do You Recognize Volunteers? Table 1 Current Components of County-based Volunteer Recognition Programs Label Mean Rank % Cases N Plaques, certificates, pins % 141 Banquet or Luncheon % 137 Complimentary fair passes % 94 Newspaper article/media % 85 Thank-you notes % 82 Organizational newsletter % 72 Serving on committees % 60 Phone calls % 35 Reception/Tea 9 5.0% 9 Becoming a trainer % 6

6 What Do Volunteers Appreciate? Table 2 Ranking of Most Meaningful Recognition Forms Label Mean Rank Mean S.D. N Freq Rank Thank-you notes "Pat on the back" Formal recognition banquets Information recognition (at a mtg) Receiving plaques, pins, trays, etc t Phone calls Recognition at state-wide event t Home visits

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10 Things to Consider Intensity Short, Intermediate, Major Style of Volunteering Long-term, Short-term Motivational Orientation Achievement, Affiliation, Power

11 Intensity Short, Intermediate, Major Verbal- Thanks, good job, greeting, asking for opinion, short thank you notes. Actions- Invite to coffee, provide refreshments. Which of these can you implement next year?

12 Intensity Short, Intermediate, Major Your Actions: Taking volunteers to lunch Letters of commendation Post graphics showing progress toward goals Decorating a volunteer s work area for their birthday Their Actions: Volunteers produce work as author/creator Present to higher ups Present at a training Which of these can you implement next year?

13 Intensity Short, Intermediate, Major Tangible items- shirts, hats, nametags Plaques, certificates Send to a conference or training Better titles, more responsibilities Train other volunteers Involve volunteers in the planning process Which of these can implement next year?

14 Style of Volunteering Short-term vs. Long-term Portable, tangible item. Recognition within work group. Immediate supervisor provides the recognition. Which of these can you implement next year?

15 Style of Volunteering Short-term vs. Long-term Recognition by ay of group symbols. Earned status, greater power. Higher authority in the group is the presenter of recognition. Which of these can you implement next year?

16 Motivational Orientation Need for accomplishing goals Need for friends Need for influence

17 Motivational Orientation

18 Motivational Orientation Achievement, Affiliation, Power Ideal is additional training or more challenging tasks Subject for recognition linked to specific accomplishment. - Recognition through "Best" "Most" awards - Awardee selected by co-workers or experts Which of these can you implement next year?

19 Motivational Orientation Achievement, Affiliation, Power Recognition at group event Give recognition in front of friends, peers, family, etc. Recognition should include a personal touch Recognition should include symbolism of the group Recognition should come through those with relationships (i.e. clientele). Which of these can you implement next year?

20 Motivational Orientation Achievement, Affiliation, Power Recognition through promotion, title, more responsibility. Should convey status (special desk, parking pass, etc.) Recognition should come from those who are important Public recognition (i.e. through newspaper, media). Recognition should be decided on by leadership. Which of these can you implement next year?

21 Other Thoughts I was the volunteer, arriving for an early morning meeting only to discover that I was the only committee member to show up. The reason for the low attendance was that a new, inexperienced staff member had simply left a series of voice mail messages with the other volunteers without confirming everyone's availability. Chagrined at this waste of my time, the employee and I discussed a few matters pertinent only to my assignment, then I headed out. As I waited for the elevator, the employee dashed out with an unwrapped cardboard box. Pressing it into my hand, she said: We want you to know how much we appreciate your volunteer work. Here is some candy for you.

22 Other Thoughts I was a paid speaker at a conference. Immediately following my keynote presentation, the program chairwoman stepped up to the podium, flipped through a small pile of envelopes in her folder, and handed me the one with my name on it. Later I read the contents: a lovely, handwritten note from a volunteer telling me that my speech "was a highlight of the conference."

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24 Reflection How have you previously recognized volunteers? What will you do differently now? How does your planned recognition relate to volunteer motivation? Think-pair-share!

25 Final Thoughts Varying recognition needs Intensity (short, intermediate, major) Style (short-term vs. long-term) Motivational Orientation (Achievement, Affiliation, Power) Calendar of Coverage

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27 Resources Corporation for National and Community Service. Take root: Volunteer management guidebook. unteer_management_unkn_hon.pdf McCurley, S. Keeping volunteers: A guide to retention. National 4-H Council. Volunteerism for the next generation.