How can you engage volunteers for long-term commitments?

True, also valuing their time is important. Purpose & all is ok but rewarding their efforts with a reasonable pay is also important.

Very simple: 1- Make a clear development plan for each member. 2- Engage them all the time in each update. 3- Trust they can done things. 4- Appreciate them. 5- Have fun with them

Create an avenue for volunteers to provide feedback and share their ideas. An open dialogue ensures they feel heard and valued. Consider providing small incentives, such as certificates, letters of recommendation, or access to exclusive events, as tokens of appreciation for their commitment. Pair new volunteers with experienced mentors who can guide and support them. This helps them feel more integrated into the organization and its mission. Keep volunteers engaged by providing ongoing training and support. Regular check-ins and updates ensure they are informed and feel like part of the team.

I agree that knowing what drives your volunteers is critical. I have found that I am able to keep volunteers engaged by not only highlighting how their contributions are benefiting the community, but also what they get out volunteering. This could be a new skill, meeting new people, trying something new. Knowing your volunteers motivation will help you “keep” volunteers engaged as it can shift and change as the scope of the volunteer work does. Keeping an open line of communication is important in maintaining an understanding of their motivation.

I agree that upholding the roles each and every person contributes for the betterment of certain “family” of causes and sometimes “lost-family” causes are all important.

It is essential that volunteers know they have a voice and they can use it. Create a comfortable atmosphere and where they are free to speak up. Listen to what they have to say, engage them in planning some of the activities / programs they are involved in. Create opportunities for them to be part of the solution. It fosters a sense of belonging and community. Allow them to own the projects / role etc, that way they come up with valuable suggestions guaranteed to keep the project going. Create a social forum for volunteers to network, share ideas and recognised for their contributions. Appreciate their time and effort and make it known they are appreciated.

From my perspective, this is the most important part of volunteering. Why? Because no one (in their “right” mind) likes to be confused. I have been in situations where communicating unclearly and irregularly had become the norm. This, in turn, changed simple instructions into complex discussions within the blink of an eye. Morale decreased as a result. How can this be avoided? The main objectives should be reiterated and carried out in a timely manner so that completion is achieved as a collective. When this occurs, all parties involved typically share a sense of responsibility and fellowship in the communal process we know as volunteering.

It is very important to keep volunteers updated on every important detail while they commit to long-term projects. The ways of delivering information are the most important aspect here. Volunteers should get updates from the organizations not from the other volunteers. I had a case when after volunteering for several years I got an update from the mentee that was quite a non-pleasing moment. this type of situation can discourage the volunteers' will to continue the project. When one is volunteering it is most likely acknowledged that they are doing an important job, and as soon as the moment of importance disappears it gets hard to keep volunteers.

Recognize your volunteer how they like to be recognized. Some like to be publicly noticed - Newsletters, thank you events, BBQs, but some like quiet recognition - direct thank you notes from you, other leaders in your org, or people who received benefits from their efforts. I had a long term volunteer who just liked that I remembered to bring his favorite cookies to volunteer events as snacks. It made him feel appreciated. Also, always circle back with stories of what happened after a volunteer event - to show their impact and appreciation of their time spent someplace.

Recognition is the key to this puzzle. However, recognizing that people like to be acknowledged for their efforts, time, and success in different ways is important. Some people volunteer for a chance to be publicly recognized, while others only want recognition from the immediate group they are volunteering with. There are some who just want a one on one recognition conversation. These folks may not be motivated by public recognition and actually hate it. Knowing how your volunteers, or team, likes to be recognized it important to maintain motivation.

If volunteers feel unsupported, they are likely to experience volunteer burnout. This can lead to inconsistency in their volunteerism, the choice to leave the organization, or resigning from volunteerism entirely. Not only does volunteer support prevent burnout, but it also helps the volunteer feel more empowered in their role. Volunteers deserve the chance to grow, to feel safe, to give and receive feedback, and to receive proper guidance and training so they have a chance to excel in their roles.

In my experience as a volunteer within my community or school, this creates opportunities to connect and meet people within our communities and get to know the needs of the people who are served in those areas. Volunteers become seen and known as they show up and intentionally learn about others that is when relationships grow stronger through trust in knowing someone cares for them and is willing to help when and where it’s needed.

Connecting volunteers through community building serves as an effective leadership development opportunity. A leadership team of volunteers not only have a sense of belonging but are more likely to stay engaged in the long-term due to shared goals and purpose.

I think another way to engage and continue to include volunteers is to not only send them details of your organization's results, measures and stories, but to also include information about other entities they engaged in. In my work with a United Way we touched so many other orgs., school districts, agencies. It was also important to share success stories and follow up on places volunteers supported so they still felt connected. They see their contributions live on and feel apart of the whole story, not just their 3 hours of it.

Organizations should provide meetups for volunteers to help them create their network. If the volunteering service takes place in the international environment it is crucial to have such meetings. For instance, for EVS/ESC volunteers it is more than important to meet other ones who are also in non-familiar for them their country without friends and family. In such projects, every volunteer struggles to make new friends and create a network. Building community and creating small connections are always helpful.

Ensure that Volunteer experience is life-changing and make it easy to equip to become greater advocates for the cause. When volunteers become positively impacted, all they want to do is share their experience with their network. But you need to provide a clear CTA (Call To Action)...Ensuring your organization recognizes their contribution, so they feel valued. Remember, a valued volunteer, becomes more engaged, and an engaged volunteer, propells a cause to new heights, making it difficult to unplugg, when their service identity becomes tied to their personal brand...

Consider partnering with student organizations. Long term commitments don’t only have tof be a singular person or individual- it can also be an organization that understands the long term partnership even if individuals come and go. This also allows volunteers to be more readily available on a consistent basis and any growth and training can be handled through the student organization to help new students learn the responsibilities and skills to be able to volunteer.

Longer term volunteering commitment might also align with longer term career goals. Any opportunity to build, develop, and use transferable skills should be offered and promoted as part of personal and professional development.

Connect the volunteer with work that has benefits for him. Depending on his future plans, have an app connecting an interest of a future path with a possible volunteering work. This way it will be a match made through gaining experience in something that is already of an importance for the volunteer and at the same time helping an idea or organization.