2007 ADRP Conference Page 1

SNL – Business Meeting

Making the Most Out of Your Most Valuable Asset:

The Recruitment, Retention and Development of Volunteers

2007 ADRP Conference

Baltimore, Maryland

May 4, 2007

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JaLae Wilson-Thompson

Regional Volunteer Supervisor

American Red Cross

Lewis and Clark Blood Services Region

Salt Lake City, Utah

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Making the Most Out of Your Most Valuable Asset

Identify external trends that impact volunteer recruitment and retention

List significant causes of volunteer turnover

List specific strategies to retain high performing volunteers

Objectives

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Making the Most Out of Your Most Valuable Asset

List your most significant barriers to recruiting and

retaining volunteer staff. List up to a total of four (4).

Individual Activity (2 minutes)

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22 Minutes Remaining

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11 Minute Remaining

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Making the Most Out of Your Most Valuable Asset

Let’s Get Started…

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Making the Most Out of Your Most Valuable Asset

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Making the Most Out of Your Most Valuable Asset

Right Person...Right Time...Right Job!

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Making the Most Out of Your Most Valuable Asset

Generational issues & motivations

Volunteer trends

External Trends Impacting Volunteer Recruitment and Retention

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Making the Most Out of Your Most Valuable Asset

Before 1922 – community oriented

1922 -1943 – stability and security oriented

1945 – 1963 – baby-boom generation tends to be “change” oriented; want respect and success

Generational Issues

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Making the Most Out of Your Most Valuable Asset

1964 – 1977 –want enjoyable experiences, multiple options, freedom; result oriented and not interested in leadership roles. They just want to get something done.

1978 - 1995 – instant gratifications, truth and team players; stimulation and stability oriented. (similar to 1922-1943 generation)

Generational Issues (cont.)

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Making the Most Out of Your Most Valuable Asset

Time poverty – short term projects and flexible schedules are more desirable

Increasing competition

Aging volunteer workforce

Changing definition of volunteering

Synergies between giving and volunteering

Volunteer Trends

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Making the Most Out of Your Most Valuable Asset

Dollars and Sense

People are the product

Turnover costs

Hourly volunteer value - $18.77

Social value of volunteers - enhanced community image

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Making the Most Out of Your Most Valuable Asset

Our perceptions of the predominant reasons for turnover are...

Turnover Assumptions

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Making the Most Out of Your Most Valuable Asset

Major reasons

-Benefits (tangible or psychological)

-Training

We want to believe that turnover is caused by something in the system rather than a relationship

Turnover Assumptions (cont.)

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Making the Most Out of Your Most Valuable Asset

Ineffective supervision or management

No opportunities for advancement

Need to balance volunteerism with other life priorities

Job content – meaningful work

What Does Research Suggest About Turnover?

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Making the Most Out of Your Most Valuable Asset

Honest, frequent two-way communication

Challenging and exciting work

Continual opportunities to grow and learn

Recognition and rewards for performance

Research Also Suggests That Volunteers Have Expectations From Management....

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Making the Most Out of Your Most Valuable Asset

Some degree of control over job/life

Knowing their work makes a difference

Research Also Suggests That Volunteers Have Expectations From Management....(cont.)

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Making the Most Out of Your Most Valuable Asset

Improving retention is more about how you treat people rather than gimmicks, games, or prizes. True solutions require behavior and attitude change.

The Real Solution

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Making the Most Out of Our Most Valuable Asset

How Do We Find and Keep Good People?

“What is in it for me?” – have something to offer

Leverage the brand – affiliation must be an advantage

The environment must be interesting with quality services provided

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Making the Most Out of Our Most Valuable Asset

What Good People Want

Promotion & Growth

Inclusion - Feeling “In”

Respect & Good Working Conditions

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Making the Most Out of Your Most Valuable Asset

Right Person...Right Time...Right Job!

Consider environmental needs

-Ethics, values and policies

-Physical surrounding

Ensure ongoing volunteer motivation and appreciation

Responses to Retention Challenges

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Making the Most Out of Your Most Valuable Asset

Ensure personal growth

Develop “career ladders” for volunteers

Relationships

- “Golden rule”

-Make staff satisfaction an important part of management work

Responses to Retention Challenges (cont.)

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Making the Most Out of Your Most Valuable Asset

- Provide coaching and feedback on work performance

- Equip staff to understand each others role – internal relationship building

- Increase recognition – develop a strategy, linked to results, providing specific self and peer recognition

Responses to Retention Challenges (cont.)

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Making the Most Out of Your Most Valuable Asset

Sustaining Volunteer Engagement will be enhanced when volunteer recruitment, retention and development is focused on knowing your volunteers and giving them what they need to be successful and fulfilled in the work they are performing for your organization.

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For copies or more information:

thompsonjb@usa.redcross.org