How do you deal with volunteer turnover and attrition in your non-profit?

When engaging volunteers for your organization, it’s essential to address more than just their passion for the cause. Providing opportunities for volunteers to showcase their involvement can significantly enhance their experience. Encourage them to leverage their association with your organization as a testament to their philanthropic efforts, which can be a valuable asset in their personal or professional lives. Don’t hesitate to encourage your volunteers to "boast" about their participation. Support them by crafting content, such as social media posts or newsletters, that they can share to proudly display their contributions.

Understanding volunteers' motivations and concerns is foundational, guiding personalized approaches to training and support that empower volunteers in their roles. Regular recognition and appreciation reinforce their value, fostering a positive culture of gratitude and camaraderie. Open, engaging communication builds trust and inclusivity, ensuring volunteers feel informed and connected to the organization's mission. By embracing flexibility, we adapt to volunteers' evolving circumstances, offering meaningful opportunities that align with their skills and availability. Continuous evaluation allows us to refine our practices, leveraging insights to enhance volunteer satisfaction and retention.

Here is another way to keep volunteers: Introduce a "Welcome Back" program in such a way as to create a pathway for volunteers who leave to be able to come back when they so choose. Think of it as a way of staying in contact with old acquaintances. Encourage them to mentor new volunteers to leave their mark. Keep contact with them and invite them back for special events frequently. Create quick, one-time tasks that they can help with subject to their availability. By doing this, you make departing volunteers less guilty, and still help them to stay connected to your cause. People would often come back to serve when their schedule permits them to do so and they become your recruiters for new volunteers they speak to about your organization.

Reducing volunteer turnover starts with engagement, recognition, and purpose. Ensure a strong onboarding process, showing volunteers how their work impacts the mission. Foster a sense of community through team-building and open communication. Regularly recognize and appreciate contributions—small gestures go a long way. Offer flexibility to accommodate schedules and skills, making participation easier. Most importantly, seek feedback to improve the experience. Volunteers stay when they feel valued, connected, and inspired. How does your nonprofit keep volunteers engaged? #Nonprofit #Volunteering

Before you can address a situation, you need to understand the underlying factors causing the issues. Are they leaving because they are unhappy with the group or because their family is relocating to another part of the country? Understanding this reason will help determine if there is anything that can be done. If the issue involves the group, the next step is to dig deeper. Volunteers can leave your group for several reasons such as: ? Not fulfilled by their work ? Selected a different group to support ? Disagreement with other members Recommend to start tallying the reasons for leaving & use the 80/20 rule to go after not only the most frequent reason, but also the most serious reason.

It is important to create a growth path for volunteers, not just fill roles. Can skilled/ loyal volunteers move into mentorship positions where they can naturally shine at what they do by leading and inspiring others? Do you have a way for volunteers to "move up the chain" if they want to advance their roles or experiences- such as going from being a kennel attendant to learning how to train dogs? Do you know who your gems are that might be able to lead committees, or maybe someday even join your board? When you think through how to keep your volunteers not just engaged, but growing (if they want to- not everyone does), besides their loyalty, you might find your best hires come from people who started as volunteers!

Regardless of the volunteer group, everyone wants to feel appreciated and that their efforts are making a true difference. Taking time out to recognize and appreciate someone shows the organization values the work they are doing especially if they are not getting paid for what they do. More importantly volunteers can be acknowledged in a variety of ways, including but not limited to: ? Identifying the volunteer in company social media (i.e. website, newsletter) ? Identifying the volunteer in dept. meetings ? Gift card Finally, always take the time to break away from what you are doing and say “Thank you”. While this may be one of the simplest ways to recognize someone, it means a lot.

Flexibility in volunteer engagement is crucial for nonprofits and that especially holds true in NYC coops and condos. Offering a range of participation options not only respects volunteers' time constraints but also enhances their commitment and satisfaction, ultimately leading to lower turnover rates. This approach fosters a more sustainable volunteer base, akin to how sustainable practices in residential buildings can lead to long-term value for property owners.

When a volunteer leaves management should be collecting details as to the reason(s) they are leaving. The amount of turnover should determine how often management reviews the data, i.e. If turnover is high, they should meet more frequently to determine the cause. When the data is reviewed, they can use the 80/20 rule to: 1. Sort the information to see what the most frequent reason for leaving is. 2. Look at potential causes to see which changes can be implemented more quickly than others. 3. Speak with current volunteers to get their input regarding potential improvements. Once you have several options evaluated, recommend using PDCA to ensure these new solutions have the level of success that’s intended.