It’s the end of the year and the perfect time to reflect on what we have to celebrate and set goals heading for the upcoming year. If you are a leader of volunteer’s then I feel pretty certain that your volunteer team probably falls into both of those categories. Hopefully you have some volunteers that have stuck around for the year. Probably you have some who have not. Let’s talk today about retaining volunteers. Specifically, What is Your Volunteer Currency?
After all, being paid well, often leads to a happy team.
Last week I kicked off a few weeks of articles all focused around retaining volunteers. Another way to say it is: creating a sticky volunteer culture. If you missed that article, you can check it out HERE.
What is Your Volunteer Currency?
I spoke to someone I am close to a few months back. The individual shared a story that I believe could be said for many ministry teams right now. The volunteer had been serving faithfully on the next gen. team at their church for a long time. The church moved to an online platform when their city implemented lockdown and restrictions in the Spring of 2020.
The volunteer participated in the online services for months. There was virtually no engagement or communication from the next gen. staff leader for months. No personal calls or texts at all.
Eventually, the church reopened. The volunteer did not return to in person services. This volunteer is considered high risk, so they chose to continue to participate virtually.
Even still, there was no personal contact or communication.
Until there was a ‘need’ for volunteers on the next gen. team.
The first communication the volunteer had with the staff leader that leads them was a phone call asking them for something. It was not asking them ‘how are you?’ or ‘Is there anything I can do for you?’. It was asking for something FROM THEM.
As you can imagine, this left the volunteer with a negative perception. What they perceived was that ‘what’ they do mattered more to the leader than ‘who’ or ‘how’ they are.
Our effectiveness with kids and families is in direct relationship to our effectiveness with volunteers.
It is yet to be determined if this volunteer will return to their serving position. They explained that the disappointment they felt is significant enough that they may just find a new team to serve on.
Our mission to reach kids and families is hindered or advanced by the way we care for and pastor our volunteer teams.
A leader never unintentionally develops an intentional volunteer team.
Volunteers who ‘stick around’ (aka sticky volunteers) usually are getting ‘paid’ in the currency that is most meaningful to them. Be mindful, that what they originally found attractive or motivating about joining your team, is often going to be different from what KEEPS them on your team.
So, with no further ado, here are the top four types of currency that benefit our volunteer teams. (And then motivate them to stick around!)
Over the next few months, I will deep dive into each of these and share some specific strategies you can use. I bet, you already have some of these in place without even realizing it.
1. Relational/Personal Connection
Volunteers who ‘stick around’ often have a level of personal connection to the individuals they volunteer with and the leader of their team.
There are volunteers who will join your team, simply because they are looking for a community to link arms with. For some, finding this community will be their motivation for serving each week.
As leaders, this means we intentionally try to partner our volunteers together with others who they may naturally connect with.
It also means, developing a structure where leaders have no more than 6-10 volunteers serving under them. More than that, and it tends to become unreasonable for the level of personal connection required. As a good rule of thumb, once a week personal (not informational) connection is a great goal.
When volunteer care and connection happens intentionally and frequently, we communicate to our volunteers that we care more about WHO they are, than WHAT they do.
2. Fulfillment
Most people want to know that their life has purpose and that they are making a difference.
For some volunteers, the fulfillment they find by pointing preschoolers, elementary students, middle schoolers and high schoolers to Jesus, helping them develop friendships and walking alongside them through life is what fuels their passion to serve.
What is important for us, as leaders, is to consistently HELP them see the wins along the way. We get to help them connect what happens when the show up to serve with the eternal difference that is being made.
Far too many volunteers leave physically and emotionally tired after serving on a next gen. team. Let’s be real…some weeks just take everything we’ve got to keep up with the seemingly limitless energy and sometimes difficult conversations.
Help volunteers find fulfillment by fostering a team culture that celebrates the wins.
Be specific and consistent with your praise while connecting it back to the vision.
3. Swag (or other tangible incentives)
Believe it or not, it could be your amazing team shirts that capture someones attention. (If you are laughing or shaking your head at this…maybe the New Year is a good time to revisit your shirt design? I’m just sayin…)
Here are some other incentives that fuel our volunteers;
- gift cards
- annual ornaments
- team events
- coffee mug or water bottle with team logo
- coffee date with the team leader
- yard sign (this one really took off in 2020…”A VIP Kids team leader lives here”)
- photo with shout out on social media
- the snack cart that rolls by halfway through service with granola bars & water bottles
- FUN. Kids and student leaders
The long and short of both these first two types of ‘currency’ are that they meet this intrinsic need in our volunteers to feel appreciated.
Volunteers who are seen, valued and appreciated stick around far longer, than volunteers who do not.
4. The Challenge
What’s in it for our volunteers? A good challenge may be just what motivates them. For some individuals, learning a new skill, being challenged with a leadership role or possibly engaging with kids or students when they never have before in their life, is exactly the right motivation.
I have listened to volunteers tell me what they ‘can’t do‘ and then followed-up with a three week challenge. ‘I challenge you to try it for three weeks.’ Calling out a person’s abilities and potential, has always had positive results. Even if they don’t land in their new dream position, their willingness to step outside of their comfort zone and TRY, is something to celebrate.
What new skills, abilities or leadership can you challenge your team to walk into?
If your goal is to have volunteers who show up physically, mentally, emotionally and spiritually on a consistent basis (sticky volunteers), start by considering what currency you offer!
I get to be a part of CPC 21 this January. For the cost of one ticket, your entire team can attend this virtual conference and learn and be inspired from some incredible main stage and breakout speakers. (Not to mention you can register for a free, 30 minute coaching session!) You can go HERE for more information.
If I can help partner with you or your team to create a sticky volunteer culture, please reach out using the contact form or connect with me on social media.