The Value of Volunteers

If you were to list things that make our nation great, volunteerism would have to be near the top. That spirit of selflessness and charity reaches across political, ethnic, racial, and religious boundaries to address critical needs of people and communities.

 In this article, we'll look at the history of volunteerism, what it means to nonprofits and civic groups, and steps to get and keep the best volunteers at your organization.

HISTORY

 Volunteerism is not a new concept. The word has roots as far back as the 1600s: "One who offers himself for military service," from Middle French voluntaire.

 Americans have a long history of volunteerism. Throughout time people have pulled together to help those in need. From Benjamin Franklin's idea of using volunteer firefighters to protect neighbors' homes and businesses, to the days of "barn raising" when farmers gathered to build or rebuild a neighbor's barn, donating time and money has long been part of our culture.

 Though the term "nonprofit" was not yet coined, one of the first known nonprofit organizations to utilize volunteers was the YMCA, founded in 1851. Young men and women volunteered to help the needy people of their communities. During the American Civil War, one of the most famous volunteers—Clara Barton—provided aid to the military and later founded the America Red Cross.

 Today you will find volunteers working in health care facilities, schools, mentoring groups, and numerous other nonprofit organizations. These do-gooders are key to organizations' ability to accomplish their missions. You'll find volunteers answering phones and greeting visitors, transporting senior citizens, cooking meals, teaching classes, planting gardens, advocating in court, building homes and performing hundreds of other important jobs.

NONPROFIT VOLUNTEERS

 The challenges of the recent economic collapse have presented a dilemma for most nonprofit organizations: available resources have withered while the demand for services has grown.

 For this reason, nonprofit organizations love (and desperately need) volunteers. Cash-strapped organizations rely on individuals to donate their time to carry out the program.

Groups like Big Brothers/Big Sisters, CASA, Habitat for Humanity, and most churches could not survive without a strong volunteer base.

 A 2014 study by the Drury University Center for Nonprofit Leadership found that inside the city limits of Springfield, Mo., there are more than 300 functioning organizations with no paid staff at all. These groups, like those in cities across the nation, operate exclusively with volunteers.

VOLUNTEER MANAGEMENT

 Americans donated 7.9 billion hours of service last year, with a value of $175 billion (Corp. for National & Community Service). Many of these hours were spent carrying out the work of nonprofit organizations and civic groups.

 While volunteerism is strong in America, a recent report shows voluntarism in America was down in 2013. The Bureau of Labor Statistics (BLS) says volunteerism is at a 10-year low.

 Serving as a volunteer is rarely glamorous. It is usually done in a low-key setting with very few or no accolades. Yet if you ask the men and women who serve as volunteers about their pay, most will tell you that they receive much, much more than they give.

 To attract and retain good volunteers, nonprofit organizations must have a plan for volunteer recruitment and management.

Recruit with Caution

 Bringing a new volunteer into your organization should be done with the same care and caution as used when hiring a paid employee.

Keep in mind that all personnel—paid or unpaid—are ambassadors of your organization, and are an asset or a liability.

To bring in the best volunteers:

1.  Identify your organization's needs,
2.  Write clear job requirements and responsibilities,
3.  Perform appropriate interviews,
4.  Conduct background checks.

 Be picky. Don't take the first warm body off the street. During the interview process, you may discover that a person, while passionate and talented, may not be the right match for your organization.

 In his book Quality Management in the Nonprofit World, Larry W. Kennedy said, "Managers cause most of the problems with volunteers by making unreasonable assumptions about their intentions and capabilities."

It's better to identify the mismatch in the early stages rather than to spend the time and money on a volunteer only later to realize the relationship is not going to work.

Provide Support and Supervision

 Not all volunteers who come to an organization have a clear picture of the mission or program. Most know only what they've heard from others or seen in the media.

 It is the responsibility of the nonprofit to provide proper training and orientation for volunteers. Each volunteer should complete a mandatory training session where the organization's program, rules, mission, and structure are clearly explained. Although not a binding contract, it is recommended that volunteers sign an agreement to carry out the described duties.

 Without proper training, volunteers are less likely to understand their parameters and are more likely to fail in their supporting role.

 Once volunteers have completed training, it is essential they have an assigned staff member to communicate with and receive guidance from. Some organizations go so far as to give volunteers an annual performance review, much like those of paid employees. In this review, volunteers are graded on performance measures. A poor review can be grounds for probation or even termination.

Praise Frequently and Loudly

 It's been said that compliments are highly biodegradable and tend to dissolve for hours or days after we receive them—which is why we can always use another one.

 To retain your organization's volunteers, it is important to remind them often how important they are and what great work they are doing (assuming this is a true statement). 

Simple and cost-effective ways of doing this are:

• Maintain consistent communication, and say "thank you" often
• Hold an annual volunteer recognition banquet - give awards to volunteers
• Have occasional volunteer get-togethers
• Highlight volunteers in your newsletter, annual report, and on your website
• Invite volunteers to fundraising events, let them speak about their experience
• Honor them on their birthday or special events

Remember, volunteers are giving time to your organization because they are passionate about the cause. If you fail to give them proper support and recognition, they may feel their contribution is not needed and lose that passion.

That's when they'll move on to a different organization.

Dan Prater is the executive director of the Drury University Center for Nonprofit Leadership in Springfield, Missouri.