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Creating a Thriving Volunteer Community in Your Club
Susie Moore
Regional Development Officer - South
Objectives
• Discover what’s going on in the world of volunteering
• Explore some theories which attempt to explain why the world of volunteering might be changing
• Think through how we can change our methods to cater for the ‘new breed’ of volunteer
• Give you some tools to help you develop your volunteer management practices
What’s going on in the world of volunteering…?
What’s going on in the world of volunteering…?
What’s going on in the world of volunteering…?
% of clubs who say lack of volunteers is an issue (2017 RYA Census)
0
10
20
30
40
50
60
70
80
90
100
% of clubs who considered the ‘number of people willing to volunteer to run the club and activities’ as a factor which most limits the capacity of the club or size of club membership
Is this an issue…?
Satisfaction Drivers (importance & impact)
By combining the importance and impact scores into one matrix, it is possible to define four broad categories of customer requirements.
Approachability of people running the club
The club has a welcoming atmosphere
The club meeting your needs as a member
The clubs attitude to safeguarding children and vulnerable people
The clubs attitude to health and safety
The club making you feel like a valued member
Access to water, mooring and launching facilities
The way the club communicates with you
The opening hours of availability or access
The water-based activities provided
by the clubThe club’s reputation
Level of membership fees Being able to get
advice from other club members if you
need it The interaction informal chatter with other members
The effort the club puts into attracting new members
Food and beverage facilities at the club
Changing facilities at the club
The club provides opportunities for you to
improve your boating skills
Other charges (e.g. Mooring, berthing, boat hire, boat parking
etc.)
The social activities provided by the clubThe facilities for storing your own
equipment The equipment at the club for members to use
7.0
7.5
8.0
8.5
9.0
0.40 0.50 0.60 0.70 0.80
Stat
ed Im
po
rtan
ce
Impact on overall satisfaction
GIVENS/SATISFACTION MAINTAINERS SATISFACTION DRIVERS/ENHANCERS
HIDDEN OPPORTUNITIESMARGINALS
How is this likely to affect member satisfaction…?
What’s your perception of volunteering?
• V - Vague or Valuable?
• O – Obligation or opportunity?
• L – Loath or Learning?
• U – Unpleasant or upskill?
• N – Necessity or Nourished?
• T – Tiresome or Thrive?
• E – Expectation or Engaging?
• E – Evasive or Excellent?
• R – Relentless or Rewarding?
“Most young people nowadays want everything given to them on a plate, which means always taking something out and not putting anything back in”
“It’s the same old people, time and time again. So much so, they inevitably burn out and get bitter!”
“People just don’t have the time or enthusiasm that they used to. I just can’t seem to get people motivated to take on any duties!”
“People don’t turn up to committee meetings anymore. How can anything now get done or agreed?”
If negative, what’s driving it?
Or something else??
What can we do about it?
Step 1 – Identify the problem
Dave. Experienced Rear commodore. Member of the club for 20 years
Karen. New into the club. Recently appointed Youth Co-ordinator
Two different approaches..
Societal seismic shifts• Family Dynamics: From ‘Happy and whole’ to
‘Fragmented and fraught’
• Isolation: From community to individualism
• Flexibility: From rigid scheduling to volunteer availability
• Generations: From experienced veterans to novice Gen Y
• Technology: From face-to-face to cyberspace
• Professionalism: From skilled workers to knowledge workers
• Episodic Volunteering: From long-term commitments to short-term projects
• Slacktivism: From hard work to easy, “feel-good” tasks
• Micro-Volunteering: From big-time commitments to bite-sized projects
• Speed: From slow movements to fast responses to change
Less ownershipNew experiences
On demand accessQuick and easy
Do / try many activities
Multiple generationsCaring for elders
Young children + late teensMultiple demands on time
Doing many activities
Living longerStaying active
Disposable incomeTravel
Health & welfare
Active 3rd AgeExtended familiesGen Y and Z
What’s in it for me?Opportunity cost
Fear of commitmentReliance on technology
Time & flexibilityOpportunities to
participate with familyOther commitments
Away moreParticipation vs
volunteeringMore selective
Impact on volunteering
Factors, needs & wants
The ‘new breed’ of volunteer
• Is very busy, has many obligations, and often volunteers for multiple organisations
• Wants flexibility
• Expects to be empowered
• Won’t tolerate working alongside incompetent volunteers
• Is tech-savvy
• Doesn’t want to simply make a contribution; they want to make a difference
• Doesn’t want to be micro-managed
Step 2 – Explore information and create ideas
The Task..
Recruit
Retain
Reward
Recognise
Groups – think through each stage
• Recruitment, Retain, Reward & Recognise
• What has worked for you & your club?
• How are these going to be impacted with the ‘new breed of volunteer?’
• Reduced time/increased commitments
• Tech-savvy
• A want to make a difference
• Autonomous
• 20 mins, present back to wider group
Recruit
Retain
Reward
Recognise
Recruitment
Seven skills of Recruitment1. Recruit a ‘Volunteer Manager’ - Utilise you most passionate volunteer
to help others be passionate too!
2. Ask personally rather than rely on announcements – remember that you’re not looking for someone to “volunteer”. You’re looking for someone to commit as a volunteer for your cause
3. Develop strategic recruiting partnerships – build you network or a recruiting team. Don’t go it alone!
4. Recruit short-term project teams – The more specific the time limit, the more people you’ll likely get to join you to help with a project. Shorter term commitments might open the door to longer commitments
5. Assume that a “no” means “not now”, or “not this position”. Think of a “no” as an open door to listen carefully to the reasons behind the “no”
6. Develop roles and responsibilities or a position charter for each position. Don’t fill any position until you find the person who matches what you’re looking for
7. Recruit specific people for specific roles. Ask professionals to be in charge of significant areas of your organisation that also represent what they love doing.
Recruiting Volunteers
Recruiting Volunteers
‘First Date’
Get to know each other
Your opportunity to sell – through experience
Your opportunity to find out about them
‘Second Date’
Recruiting Volunteers
‘Second Date’
Tell volunteers that you’d like their help it’s OK to present your need.
People want to be asked
Be specific
Take the information you gathered from your first data and talk about a possible job description. Share expectations roles and responsibilities don’t hide thing.
‘Oh, by the way…’
The Volunteer Management process
Recruit
Retain
Reward
Recognise
10 Top tips to Retain & Reward
1. Discover what motivates volunteers
Discover what motivates volunteers
• The Self-Serving Motivational Drive
• The Relational Drive
• The Core Motivational Drive – Their beliefs.
10 Top tips to Retain & Reward
1. Discover what motivates volunteers
2. Give regular feedback
Line up by Birthday Date and Month
Step 1 - No communication - Did we achieve?
speaking
hand signals
written notes.
Step 2 - Now you can communicate. - Check – did we achieve?
How did step 1 feel compared to step 2?
Point:-
Make sure feedback is constructive and demonstrates the difference it has had on the task. – positive.
10 Top tips to Retain & Reward
1. Discover what motivates volunteers
2. Give regular feedback
3. Offer special privileges or perks
4. Send volunteers to conferences
Affiliated Clubs Conference
17th November 2019
10 Top tips to Retain & Reward
1. Discover what motivates volunteers
2. Give regular feedback
3. Offer special privileges or perks
4. Send volunteers to conferences
5. Provide On-the-job vocational training
Club Supported/ Regional Instructor Courses. Register interest form;
https://www.cognitoforms.com/RYA2/RegistrationOfInterestRYAQualificationCoursesClubSupportSessions
Use to register the club or a group of clubs to hold a closed course if the club or group can fill the numbers required.
Or ask individuals that you have ready for a course to compete the form for themselves so we can host the course regionally based on demand.
Please think in advance! – RCL2 courses currently have a 3 month waiting time.
This will also apply for all other courses wanted after April 2019
10 Top tips to Retain & Reward
1. Discover what motivates volunteers
2. Give regular feedback
3. Offer special privileges or perks
4. Send volunteers to conferences
5. Provide On-the-job vocational training
6. Be available for questions/concerns
10 Top tips to Retain & Reward
1. Discover what motivates volunteers
2. Give regular feedback
3. Offer special privileges or perks
4. Send volunteers to conferences
5. Provide On-the-job vocational training
6. Be available for questions/concerns
7. Provide free food
10 Top tips to Retain & Reward
1. Discover what motivates volunteers
2. Give regular feedback
3. Offer special privileges or perks
4. Send volunteers to conferences
5. Provide On-the-job vocational training
6. Be available for questions/concerns
7. Provide free food
8. Giving public affirmations
10 Top tips to Retain & Reward
1. Discover what motivates volunteers
2. Give regular feedback
3. Offer special privileges or perks
4. Send volunteers to conferences
5. Provide On-the-job vocational training
6. Be available for questions/concerns
7. Provide free food
8. Giving public affirmations
9. Provide tangible incentives
10 Top tips to Retain & Reward
1. Discover what motivates volunteers
2. Give regular feedback
3. Offer special privileges or perks
4. Send volunteers to conferences
5. Provide On-the-job vocational training
6. Be available for questions/concerns
7. Provide free food
8. Giving public affirmations
9. Provide tangible incentives
10. Have fun!
Making it easier for you!
Empowerment
1. Don’t take the ball
2. Delegation or Empowerment
3. Secure the hands off
4. Break Down into manageable goals
5. If you have to take the ball don’t take the ones you can do nothing about
6. Develop your hands off – no bad habits
• Passion: Are your volunteers passionate about your mission? It all starts there!
• Focus: Is that passion focused on achievable actions or goals?
• Team: How are you building community among your volunteers? Do they love working with you?
• Training: Is our training geared for the new breed of volunteers who want to do it their way?
Making it easier for YOU!
The Volunteer Management process
Recruit
Retain
Reward
Recognise
And lets not forget ‘Recognition’…
• Club awards – do you have your own awards?
• Regional volunteer awards
• RYA National Volunteer Awards and National Volunteer Awards
• Impact on volunteer?
• Impact on other volunteers?
Conclusions• Remember that traditional routes to/models of
volunteering are changing and organisations are competing for volunteers.
• Those who donate time want to know it is well spent, that work is well organised and their contribution is valued
• We need to be thinking about how we can give our volunteers a great experience
• Volunteering may be regarded as a way to learn new skills, meet new friends, or make a valuable contribution to a cause. It may lead to employment and new careers!
What can we do about it?
Help & resources• https://www.gov.uk/government/get-involved/take-part/volunteer
• https://volunteeringmatters.org.uk/
• https://www.cipd.co.uk/knowledge/strategy/volunteering/employer-supported-factsheet
• https://www.theguardian.com/society/2009/sep/03/charities-volunteers-employment-law-advice
• https://www.improvinglivesplymouth.org.uk/volunteers
• https://www.tcv.org.uk/southwest
• http://www.cspnetwork.org/
• https://www.sportengland.org/our-work/volunteering/
• https://www.volunteerscotland.net/for-organisations/guidance/all-guidance-and-templates/
• http://www.sportenglandclubmatters.com/club-people/volunteers/
Any questions?