How do you diversify and sustain your volunteer resource development sources and strategies?

Before recruiting or retaining volunteers, assess your organization's needs and the roles volunteers can fill. Conduct a volunteer audit using tools like SWOT analysis, surveys, and interviews to identify gaps and set goals. Based on these findings, create or update volunteer job descriptions, policies, and procedures. **Example:** If your nonprofit requires help with event planning, use a volunteer audit to identify this gap. Then, create a detailed job description outlining the role's responsibilities, necessary skills, and time commitment, ensuring alignment with your organization's goals and volunteer expectations.

Make sure that your processes and systems are set up ahead so that you can steward your donors well, like an easy way to register as a volunteer. This also includes having an easy way to track and report volunteer time spent; thank you letters to donors adding up the value of their time, spelling out how they have helped your organization and its constituents; making sure they get the information they need, in a timely way, about things that impact them. For example, changes they need to know to successfully volunteer, news about the organization, etc. It's also important to provide a clear and simple way for them to communicate with you.

Once you identify your needs, start recruiting volunteers who match them. Use various channels like social media, websites, newsletters, events, and referrals. Be strategic by defining your ideal volunteer profile and tailoring your messages to appeal to them. Include specific calls to action and segment your audience to customize outreach based on interests, skills, and availability. **Example:** If your organization needs tech-savvy volunteers for a digital project, create targeted social media posts highlighting the opportunity's impact and required skills. Use platforms like LinkedIn and tech forums, and include a call to action to sign up or attend an informational webinar.

After recruiting volunteers, provide them with training and support to ensure they perform well and enjoy their experience. Start with a comprehensive orientation covering your organization's mission, vision, values, and expectations. Offer ongoing training and coaching to develop their skills and knowledge. Additionally, supply them with the necessary resources, tools, and feedback to complete tasks and overcome challenges. **Example:** For a literacy program, begin with an orientation explaining the mission and goals. Provide volunteers with training on teaching methods and access to educational materials. Offer regular coaching sessions and feedback to help them improve their tutoring skills and address any difficulties they encounter.

Be very clear with instructions and provide them in a variety of ways, being mindful of those who may have limitations and/or need interpretation services, large print, etc. You may also consider having a mentoring relationship for new volunteers - where they pair up with a peer who has been a volunteer for a while. And, make sure you are communicating in a timely and thorough way, always making sure they aren't surprised.

To sustain volunteer engagement, recognize and reward their contributions. Show appreciation for their time, effort, and impact through thank-you notes, certificates, awards, gifts, events, and testimonials. Celebrate achievements and milestones, and share their stories and feedback with others. **Example:** Host an annual appreciation event where volunteers receive personalized thank-you letters and certificates of recognition. Share their stories on your website and social media, highlighting their contributions and the difference they've made. This not only honors their efforts but also inspires others to get involved.

Always have staff present to greet volunteers and show appreciation. Make sure if they are volunteering when food is being served, that they have the option to be fed too, and communicate that to them ahead so they plan appropriately. Always tell them what dress is expected of them, so they can dress appropriately.

Regularly evaluate and improve your volunteer management practices by measuring performance, satisfaction, and retention. Use tools like metrics, surveys, and focus groups to gather data. Act on volunteers' suggestions and complaints, and involve them in decision-making and planning. This helps identify successful strategies and areas for improvement. **Example:** Conduct quarterly surveys to assess volunteer satisfaction and gather feedback on their experiences. Use this data to make necessary adjustments, such as providing additional training or refining role descriptions. Involving volunteers in planning sessions can also generate fresh ideas and enhance their commitment to the organization.

The bottom line here is to value your volunteers and don't take them for granted. They should always feel like they are a valued member of the team. If you do that, you will be in great shape!