Connecting Engaged Volunteers in Mission-Driven Organizations. Beth Quick-Andrews, CAE Principal Q&A

Transcription

1 Connecting Engaged Volunteers in Mission-Driven Organizations Beth Quick-Andrews, CAE Principal Q&A

2 The Good Ol Days

3 Fast Forward 70 Years

4 Agenda for Today Learning Objectives: Why people volunteer and why they don t. How traditional Board and volunteer structures are evolving. What motivates volunteers How you can connect great volunteers with great opportunities within your organization.

5 Available from ASAE

6 Why it matters Volunteers are at the heart of the work we do and why we do it. Mutually beneficial relationship Members give time and energy to advance to profession and contribute to their field s the body of knowledge Organizations in return benefit from member s knowledge and volunteer support in pursuit of the mission. Mutually Beneficial Volunteerism, ASAE, 2017

7 Why it matters Volunteers provide value to the association. Positively impacts member retention Members who volunteer maintain their memberships for longer periods than do those who don t. Volunteers can make up 20-25% of an associations total work hours averaging 67 hours per year per volunteer. Mutually Beneficial Volunteerism, ASAE, 2017

8 Why do People Volunteer? Affiliation and Volunteerism What percent of your members are involved in the work of your association? (Do not include attending events) Discussion: What is good about this? What else would you like to see happen?

9 Benchmarking Volunteerism

10 Why Do People Volunteer? The Decision to Volunteer, ASAE, 2009 I would start volunteering now if (in rank order): 1. Meaningful opportunity 2. Right skills 3. Accessible location 4. Interest in volunteering 5. No loss of income 6. Short-term assignment 7. Easy access to information about volunteer opportunities 8. Training 9. Employer support

11 Why People Don t Volunteer? Uncontrollable reasons: Time constraints Family or professional responsibilities The Decision to Volunteer, ASAE, 2009

12 Why Don t People Volunteer? The Decision to Volunteer, ASAE, 2009 Controllable reasons (in rank order): 1. Lack of information about volunteer opportunities. 42% 2. Volunteer elsewhere. 3. Never asked to volunteer. 31% 4. Lack of information about virtual volunteer opportunities. 5. Lack of information about short-term assignments.

13 Why Do Volunteers Leave? Lack of follow through Inadequate expense reimbursement Tension with other volunteers or staff Pecking orders No tangible benefits Lack of recognition The Decision to Volunteer, ASAE, 2009

14 Types of Volunteers Passive participants Willing contributors Motivated stewards Courageous leaders The Decision to Volunteer, ASAE, 2009

15 Volunteer Impact on the Organization Mission Strategic Oversight Leadership Development Communication Membership Recruitment/Retention Fundraising The Decision to Volunteer, ASAE, 2009

16 Volunteering... Engagement Governance Committee Work 7% 8% Ad Hoc 15% None 70% Mutually Beneficial Volunteerism, ASAE, 2017

17 Why do People Volunteer? Affiliation and Volunteerism FINDINGS: Respondents perception of value from their affiliation increases with their level of involvement. Probability of being a promoter of the association increases with level of involvement. The Decision to Volunteer, ASAE, 2009

18 Why is it so important? Plug in Increase Value Increase retention Increase acquisition

19 Why is it so important? Drives Growth! 15% of dropped members cited lack of involvement, only budget cuts were more often cited as a reason for dropping at 18% Marketing General Inc 2013 Membership Marketing Benchmarking Report

20 Why is it so important? Better Engagement Equals More Renewals according to MGI Research shows that members who upgraded their membership to a higher level of service were 12% more likely to renew ordered a product in the past year were 28% more likely to renew were also chapter members were 17% more likely to renew attended an association meeting in the past year were 19% more likely to renew attended four or more meetings were 30% more likely to renew

21 Times Are Changing!

22 Times Are Changing!

23 Times Are Changing!

24 Traditional Committee Model Challenges Source: The Mission Driven Volunteer Peggy Hoffman & Elizabeth Weaver

25 Building a Spirit of Engagement: The New Volunteerism

26 Times Are Changing!

27 Looking for Meaning

28 Not

29 The NEW Definition of a Volunteer

30 The Volunteer Engagement Continuum CONSUMING (viewing, reading, attending) PROMOTING (liking, sharing, recommending) CREATING (contributing, commenting, survey respondent) SERVING (volunteer in non-governing role) GOVERNING (volunteer in a leadership role)

31 Volunteer Trends

32 Decision To Volunteer, ASAE, 2009 Time/Flexibility

33 Today s member tends to prefer ad hoc or episodic volunteering Decision To Volunteer, ASAE, 2009

34 getting involved is cyclical tied to family & profession stages Decision To Volunteer, ASAE, 2009

35 Decision To Volunteer, ASAE, 2009 Motivation

36 Why Volunteer? Volunteers are Pro-Social Decision To Volunteer, ASAE, 2009

37 Why Volunteer? Its about the cause, the people and me Decision To Volunteer, ASAE, 2009

38 Top 5 Volunteering Drivers 1. It s important to help others 2. Do something for profession/cause important to me 3. Feel compassion for others 4. Gain new perspectives 5. Explore my own strengths Decision To Volunteer, ASAE, 2009

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41 Challenges with the Current Volunteer Engagement Model Generational differences Group think Limits involvement Decision To Volunteer, ASAE, 2009

42 Consider the Mix of Generational Work Styles Generational differences Four in the workplace Two are digital natives Not all that different when it comes to the Why? Decision To Volunteer, ASAE, 2009

43 We think differently, work differently, speak differently on our way to the same place Decision To Volunteer, ASAE, 2009

44 Be flexible Embrace Micro- Volunteering Harness Technology Decision To Volunteer, ASAE, 2009

45 Be motivational Create the balance between the good of the order and the good for me Decision To Volunteer, ASAE, 2009

46 Mutually Beneficial Volunteer Relationships Study, ASAE, 2017 Volunteer Engagement Best Practices Systematically review your committee structure. Assign a Board liaison to most or all committees Have dedicated staff responsible for volunteer engagement Ensure & Incentivize crossdepartmental cooperation Ensure the work plan synchronizes with the Strategic Plan

47 Volunteer Engagement Best Practices Designated governance seats reserved for committees or membership segment representatives Orientation Process Systematic Evaluation Process Mutually Beneficial Volunteer Relationships Study, ASAE, 2017

48 Volunteer Engagement Best Practices Volunteers respond best when asked directly to do meaningful tasks A meaningful experience keeps them coming back People regard volunteering as a way to give back and improve professionally From Decision to Volunteer, ASAE, 2009

49 Volunteer Engagement Best Practices Recognize the ad hoc volunteer Recognize that organizational strategies can support and discourage volunteering Focus on defining the goal, not giving direction. Be outcome focused. Be open to new structures, new formats. From Decision to Volunteer, ASAE, 2009

50 Volunteer Engagement Best Practices Benefits of Volunteering Focus on ensuring a strong sense of community Personal and Professional Development Being of service to others The Why? From Decision to Volunteer, ASAE, 2009

51 Tools You Can Use

52 Volunteer Management System Characteristics Collaborative & Symbiotic Satisfying Optimized Mutually Beneficial Volunteer Relationships Study, ASAE, 2017 Valuable

53 Volunteer Management System Characteristics Job Design Parallel to a Human Resource Management System Recognition Recruitment & Selection Mutually Beneficial Volunteer Relationships Study, ASAE, 2017 Assessment Training

54 Volunteer Program Evaluation Inventory where can you tap volunteers? consider every opportunity, share, gather input

55 Volunteer Program Evaluation Inventory where can you tap volunteers? consider every opportunity, share, gather input Committee Review Term Task Role within the organization

56 Vision Alignment Grid High Vision/Strategy Low Value/Importance to Constituents High Vision/Strategy High Value/Importance to Constituents Low Vision/Strategy Low Value/Importance to Constituents Low Vision/Strategy High Value/Importance to Constituents

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58 Volunteer Program Evaluation Inventory where can you tap members? consider every opportunity, share, gather input Committee Review Term Task Role within the organization Individual Job Review can you unbundle? categorize (occasional, limited/short-term, annual/ongoing, governance)

59 Volunteer Opportunity Matrix Position Type of Commitment Skill/ Knowledge Level Individual/ Group Location Time Commitment Key Tasks Position e.g., Governance, Standing, AdHoc e.g. Vol level 1, 2, 3, 4, 5 e.g., Virtual, Teleconference, Face-to-face Est. number of hours req d or term, temporary, occasional, interim List Writer AdHoc Vol Level 1 Individual Virtual 1-3 hours Write e-letter article of 300 words Committee Chair Governance Vol Level 4 Group Combo 1-yr term (list key tasks)

60 Volunteer Program Evaluation Inventory where can you tap volunteers? consider every opportunity, share, gather input Committee Review Term Task Role within the organization Individual Job Review can you unbundle? categorize (occasional, limited/short-term, annual/ongoing, governance) Create & visualize your volunteer pathway

61 Volunteer Pathway 5 - Strategic Volunteer Leader 4 - Experienced Volunteer Leader 3 - New Volunteer Leader 2 - Learning Volunteer 1- Prospective Volunteers

62 Volunteer Engagement Questions

63 Volunteer Recruitment Questions Why are you interested in our mission? What would you like to do to support our mission? What has been your most enjoyable volunteer experience to date? In your opinion, what is the most meaningful or gratifying pa rt of our organization? What is the one thing you would like to see our organization do that we are not doing today?

64 Volunteer Potential Questions What are the possible contributions this volunteer can make? What are their strengths/weaknesses? Are they connected in the association? What can they bring to your association?

65 Volunteer Commitment Questions Does the volunteer connect to any aspect of our mission? Is the person volunteering for a valid reason? Does the volunteer connect to the individua ls of our a ssocia tion? Does the volunteer appear proud a nd sa tisfie d with the ir contribution?

66 What questions to do you ask your volunteers?

67 Sample Volunteer Recruitment Materials

68 Sample Volunteer Recruitment Pieces

69 Sample Volunteer Recruitment Pieces

70 Sample Volunteer Recruitment Pieces

71 Sample Volunteer Recruitment Pieces

72 Sample Volunteer Recruitment Pieces

73 Orientation Governance Overview Bylaws and Policies/Procedures Staff Overview Details as it Relates to Specific Areas of Responsibility Expectations Committee Charge Tools Available Best Practices

74 Evaluation How is the volunteer benefiting the organization? Is the volunteer consistent? Is the volunteer flexible to the needs of the association? Does the volunteer perform agreed-upon a ctivitie s with a level of consistency? Does their work help or hinder the advancement of our mission?

75 Recognizing Volunteers Write handwritten thank you notes. Make thank you phone calls; thank their family members too! Invite them to tell their story and the reason they volunteer in your communications moda litie s. Send birthday and holiday cards. Have all volunteer events for networking opportunities.

76 Never doubt that a small group of thoughtful, committed [members] can change the world; indeed, it's the only thing that ever has. Margaret Mead