Recruiting, Nurturing &

Retaining Volunteers

Don C. Bramlett, PE, SMIEEE

IEEE Region 4 East Area Chair
Southeastern Michigan Section
 Who is Volunteering
• 49% of American adults volunteered 1995
• Over 50% of American between 25 and 54
years old
• 45% of all American men and 52% of all
American women
• Increases with education attained, over
70% of college graduates volunteered an
average of 4.8 hours a week
• Increases with household income, 69%
with income over $100,000
 Type of Organizations

People are most likely to volunteer

Charitable and community service projects

Want to “make a difference”

Want to help to solve a problem

Many trade and professional
organizations find

Difficult to compete for their members
volunteer time

Volunteer numbers diminishing
 Reference Resource

“Volunteers: How to Get Them, How

to Keep Them”
By Helen Little
Panacea Press, Inc.
Naperville, IL 1999
 Needs of a Volunteer
 A specific manageable task with a
beginning and an end
 A task that matches the interests and
reasons for volunteering
 A good reason for doing the task
 Written instructions
 A reasonable deadline for doing the
task
 Needs of a Volunteer
 Freedom to complete the task when and
where it is most convenient for the
volunteer
 Everything necessary to complete the
task without interruption
 Adequate training
 A safe, comfortable and friendly working
environment
 Needs of a Volunteer

Follow-up to see that the task is
completed
 An opportunity to provide feedback
when the task is finished

Appreciation, recognition and rewards
that match the reasons for volunteering
A Specific Manageable Task With
a Beginning and an End
Specific Roles - Written Job Descriptions,
Instructions and/or Work Directions

Skills – Knowledge – Experience
 Responsibilities - Duties
 Time Commitment - Schedule

Making the Appeal
 Ask for help personally
 Personal contacts, Meeting attendees, etc
A Task That Matches Interests and
Reasons for Volunteering
Volunteer motivations
 Affiliation – Power - Recognition
 Professional Growth - Networking

Determine volunteer interest

Polls – Surveys

Interview volunteers
 A Good Reason For Doing the Task


Work or task should be important to the
functioning of the organization
 Volunteer must feel he/she is making a
meaningful contribution

Will lead to a greater level of
commitment to the task
 Written Instructions


Job Description

Work Directions

Detailed Instructions

Letters of appreciation and thanks
A Reasonable Deadline for Doing
the Task


Establish a schedule, interim milestones
and deadline for completion of a task
 Mentor and follow-up with the volunteer
on progress to completion of a task
 Freedom to Complete the Task
When & Where It Is Most Convenient
for the Volunteer

Avoid time-consuming and wasteful
meetings
 Make use of conference calls and
communication technologies

Provide the volunteer flexibility

Monitor progress of the volunteer
 Needs Everything Necessary to
Complete the Task Without
Interruption

Plan the work and work the plan

Provide the materials and info

Increase the probability of success

Mentoring and support needed
 Adequate Training


Match training to the experience, needs
and duties of the volunteer

Offer alternatives for training

Mentor and monitor volunteers

Annual Section & Chapter training
A Safe, Comfortable and Friendly
Working Environment
 Meeting locations need to be safe,
secure and convenient
 Volunteers need to feel welcome and
valuable members of the team
 Mentor and monitor volunteers
 Provide for special needs
 Volunteers will have a more positive
image of the organization
Follow-up to See That the Task Is
Completed

Volunteers are colleagues & partners,
not subordinates or employees
 Give opportunity to perform
 Monitor and provide feedback

Be a coach and cheerleader

Mentor and counsel, as needed

Fire a volunteer, if necessary
 Opportunity to Provide Feedback
When the Task Is Completed


Solicit feedback from volunteers
 Volunteers value the opportunity

Lessons learned opportunity

Learn about problems encountered

Prevent potential problems in the future
and loss of volunteers
 Appreciation, Recognition and
Rewards That Match the Reasons
for Volunteering

One of the easiest and least expensive
needs of a volunteer

Thank each volunteer personally
 Publicly recognize volunteers, as
appropriate

Provide a position with more authority
and responsibility
 Long Term Benefits
 Meeting volunteer needs creates a win–
win situation
 Volunteers benefit when you
understand and meet their needs
 The organization benefits too
 A more successful organization
 More long-term productive volunteers &
more active members