29 September 2005
by Mary V. Merrill
Proper placement is a key to productive volunteers. People spend their energies where they are happy, when they feel satisfaction, where they feel responsible and where they see growth in themselves and in their role. Volunteers can feel more success if they are doing what they are qualified to do. Some individuals work well with youth, others are better with adults, and some are better suited for detail work. Some volunteers may prefer to work alone, while others prefer to work in teams. It is important to have a good understanding of what motivates a volunteer and what skills, talents and experiences they bring to their volunteer work. Some volunteers want to use current skills while others prefer to learn new skills. The selection and interviewing process helps managers of volunteers understand what each volunteer is brining to and seeking from the volunteer experience.
Proper placement is a critical factor in volunteer retention. It takes time, energy and money to recruit, select and train volunteers. Organizations need to have good systems for placing and supervising volunteers so that they retain these valuable human resources. Volunteers feel more successful when doing what they are qualified to do and what they are comfortable doing. It may be helpful to begin volunteers in less responsible positions at first and then move them up as they acquire necessary skills. Other volunteers may begin at more responsible levels because they bring skills and previous experience to the volunteer assignment.
Volunteers remain active and engaged when they:
- Feel appreciated
- See their presence makes a difference
- Have opportunities for personal growth
- Receive public/private recognition
- Have a sense of belonging and teamwork
- Are involved in problem solving, decision-making, etc.
- Feel capable of handling the tasks
- See that something is happening
- Feel their personal needs are being met
Volunteers lose interest and leave when they:
- Find discrepancies between expectations and reality
- Do not feel they are making a difference
- Do not receive praise or reward
- Have no variety and the work is too routine
- Lack support from co-workers
- Do not have opportunities for personal growth
- Are not meeting personal needs
- Believe there is little opportunity for initiative or creativity
- Experience tension among co-workers
References
Fisher, J. & Cole, K. (1993). Leadership and Management of Volunteer Programs. San Francisco: Jossey-Bass Publishers.
Morrison, E. K. (1994). Leadership Skills, Developing Volunteers for Organizational Success, Fisher Books, Tuscon, AZ.
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