How can Volunteer Managers set goals and measure success with their volunteers?

1 Why set goals for volunteers?

Setting goals for volunteers helps you and them to have a shared vision and direction for your project or program. It also helps you to align your volunteer activities with your organizational mission and values. By setting goals, you can clarify expectations, provide feedback, and recognize achievements. Goals can also help you to identify gaps, challenges, and opportunities for improvement.

2 How to set SMART goals for volunteers?

SMART is an acronym that stands for Specific, Measurable, Achievable, Relevant, and Time-bound. These are the criteria that you should use to set goals for your volunteers. Specific means that your goals are clear and concise, not vague or general. Measurable means that your goals have indicators and targets that can be tracked and evaluated. Achievable means that your goals are realistic and attainable, not too easy or too hard. Relevant means that your goals are aligned with your purpose and values, not irrelevant or distracting. Time-bound means that your goals have deadlines and milestones, not open-ended or indefinite.

3 How to communicate goals to volunteers?

Communication is key to ensuring that your volunteers understand and embrace your goals. You should communicate your goals to your volunteers before, during, and after their involvement. Before they start, you should explain the purpose, scope, and expectations of their role and how it contributes to your overall goals. During their involvement, you should provide regular updates, feedback, and support on their progress and challenges. After they finish, you should acknowledge their achievements, celebrate their successes, and solicit their feedback and suggestions.

4 How to measure success with volunteers?

Measuring success with volunteers is not only about quantifying outputs and outcomes, but also about assessing quality and impact. You should use both quantitative and qualitative methods to measure success with volunteers. Quantitative methods include surveys, reports, statistics, and metrics that show how much, how often, and how well your volunteers performed. Qualitative methods include interviews, testimonials, stories, and observations that show how your volunteers felt, learned, and changed. You should use a mix of both methods to capture the full picture of your volunteer performance and satisfaction.

5 How to use data to improve volunteer management?

Data is a valuable tool that can help you to improve your volunteer management practices and processes. You should use data to analyze your strengths and weaknesses, identify best practices and areas for improvement, and plan for future actions and strategies. You should also use data to communicate your results and impact to your stakeholders, such as your staff, donors, partners, and beneficiaries. Data can help you to demonstrate your value, accountability, and credibility as a volunteer manager.

6 How to motivate and reward volunteers?

Motivation and reward are essential factors that influence your volunteer retention and engagement. You should motivate and reward your volunteers by providing them with meaningful and enjoyable experiences, opportunities for learning and growth, and recognition and appreciation. You should also tailor your motivation and reward strategies to your volunteers' preferences, needs, and motivations. Some volunteers may prefer intrinsic rewards, such as personal satisfaction, social connection, and altruism. Others may prefer extrinsic rewards, such as certificates, badges, or incentives. You should find out what motivates and rewards your volunteers and offer them accordingly.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?