Recognition Skills
Volunteer Management And 7 Steps In Volunteer Recruitment And Volunteer Recognition
Volunteer management includes deciding to set goals to achieve your volunteer recruitment, volunteer recognition and retention results. But what do you do to make sure you have outstanding success in reaching these goals?
WHY PEOPLE DO NOT SUCCEED
Did you know that over 90% of people never actually do any goal setting activities in their life. This is a vital part of any recruiting, retaining and recognition plan. But few people do this. So let me share with you the 7 goal setting steps to ensure outstanding volunteer recruitment, retention and volunteer recognition success.
STEP 1 – WRITE IT DOWN NOW
Lots of people speak of their goals but never, ever write them down. Goals not written down are just wishful thinking. You have to commit them to paper as this is the fastest way to move from thoughts to action.
STEP 2 – IT IS ABOUT QUALITY NOT QUANTITY
Keep it simple and clear. Decide on only a few quality goals rather than a large number of quantity goals. Otherwise, you will become discouraged trying to achieve such a very long, long list. Write down just 3 goals – 1 for recruitment, 1 for retention and 1 for recognition.
STEP 3 – ASKING LOTS OF QUESTIONS
During our workshops on wildly successful volunteer management we ask people to get specific on only 1 recruiting, 1 retaining and 1 recognition goal for the next 12 months.
Most often people begin with very general ones. Such as ‘I want to recruit more volunteers’ or ‘I want to retain more volunteers’. By asking a series of questions we take these from really general statements to specifically targeted goals.
You can do this by asking questions. For example, if 1 goal is to recruit more volunteers, then ask yourself. How many new volunteers do I want to recruit? 10, 20 or 50? What type of people am I looking for? Male, female, age range? What skills am I looking for? Administrative skills, people based skills? How many hours per week will be required by these new recruits?
STEP 4 – GET REALLY, REALLY SPECIFIC
When you ask yourself questions you get clearer and very specific with your goals. You gain great focus. For example, your specific recruitment goal could be to recruit 20 more male volunteers aged 45 to 65 years with people based skills to befriend and visit older men in nursing homes for up to 2 hours per week. Now that is very clear and specific.
STEP 5 – DEVELOP THE ACTION PLAN
Brainstorm an action plan by listing all the actions that will be required. Then take your list and rearrange each action in order. Beginning with the first action you have to take, then the second, then the third action and so on.
STEP 6 – SET A DEADLINE
Determine a deadline for each action step. That is, a date and time to complete each action. This will help you to get moving now. And here is a quick tip to recruit those 20 males. Save your time and energy and go where you will have the most success. Target males who already have a caring mindset, they are more likely to be responsive to this type of volunteering role for men as they are already sold on the idea. Mature age males undertaking university studies in psychology, social work and other caring professions would be a target group to concentrate on.
STEP 7 – GATHER THE PEOPLE YOU NEED AROUND YOU
The final step is to remember you are not alone. Engage others to help you. The very best people to help you in recruitment, retention and recognition are your current volunteers. Have you developed a recruiting team or recognition team of volunteers whose only role is to assist in achieving success? Make sure to take every opportunity to involve your volunteers and others around in achieving these goals.
YOUR FUTURE SUCCESS IS GUARANTEED
Utilize these 7 steps and you are sure to dramatically increase your volunteer recruitment, retention and vounteer recognition success. You can also use these 7 steps to ensure goal setting success personally and in other areas of your role in volunteer management.
About the Author
Want more ideas on
volunteer management
, recruitment and recognition? I invite you to get a free book with 100 more ideas from our website at
http://www.morevolunteers.com
Dr Judy Esmond is a leading international expert on stress, dealing with people and volunteer management. She is a constantly in-demand speaker and author of two best-selling books on volunteer recruitment and recognition.
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