AIChE Local Section Leadership WorkshopHouston, TX

March 31, 2012

VOLUNTEER ENGAGEMENT PROCESS

RecruitRetainRecognizePromote

RECRUITING: HOW DO WE FIND VOLUNTEERS?Direct/Indirect Personal Approach Advantages

Controlled recruitment, uses the enthusiasm and first hand knowledge/experience of the recruiter

Disadvantages Narrows the range of volunteers: likely to exclude some Can make it difficult for people to refuse to volunteer May produce volunteers who lack commitment and prove unreliable

Direct/Indirect Appeal to Large Groups Advantage

Many likely to be considered

Disadvantage Potentially a large pool not with the right skills

THE RECRUITING MESSAGES

The Need: Why is the task important? Goals?

The Commitment: Where? How long? R&R

Overcome Fears: Instill confidence They can do it Training & support are available

The Benefits: What will they get for themselves?

HIGHLIGHT THE BENEFITS OF VOLUNTEERINGThe satisfaction of doing something worthwhile A sense of achievement from doing something

well Growth in self-confidence A widening of one’s social/professional network Increased knowledge/learning new skills (the

ability to mine ideas on work-related issues) Using existing skills A break from routine Good use of one’s time Finding out how other people view the world

PEOPLE ARE MOTIVATED BY DIFFERENT THINGS

PowerAchievementAffiliation

RETENTION: PHASES OF VOLUNTEER ENGAGEMENTExploratory Phase The volunteer examines the worth of the organization; how much they enjoy working with the people Our Action: reassure, explain and persuade

Developmental Phase The volunteer is learning, contributing and having fun Our Action: Give recognition for their achievements, value them

Mature Phase The volunteer participation and responsibility is at its maximum The volunteer is ready to become a leader, to share skills & train others Our Action: Draw on volunteer’s expertise, otherwise they begin to lose interest & motivation Moving On The volunteer outgrows a particular task or the organization Our Action: Recognize this is happening; help them move within or out (consultant/help develop a pipeline)

PROCESS OF CULTIVATIONIdentified Identify prospects; learn about their background, personal interests, contacts, talents, skills & professional aspirations Informed Provide information about the organization's volunteer needs and opportunities through mailings, Web pages, phone calls, personal visits, contact at events, and fact sheets Interested When members ask questions, make comments, offer suggestions -- it is clear that they are ready to become involved Involved Connect interested members to AIChE by inviting them to take action in support of the volunteer efforts available: joining a committee, planning an event, managing a project, making some calls, promoting an effort, and so forth Invested After members become involved, they should be "bumped up" to a higher level of volunteer commitment; The opportunity presented should match what the recruiter has learned about the member in the identified stage; This is a great time to get this volunteer to recruit another

The Recruiter’s Role: Consciously track and foster the various stages of engagement

HOW VALUABLE ARE VOLUNTEERS?Volunteers do not come for free

They provide excellent value for money

Must invest in this valuable resource Highlight their unique contribution

Must support and recognize them

VOLUNTEER RECOGNITION

Warm welcome Discuss individually their challenges and

successes Provide regular feedback Provide on-going training and growth

opportunities Give awards/certificates at gatherings Recognize volunteer’s employer

VOLUNTEER PROMOTION

Have a succession plan so not stuck with burned out volunteers or a gap in a role

Identify possible successors early onMentor them to learn their

aspirations/interestsUse same techniques as recruiting brand

new volunteers

VOLUNTEER ENGAGEMENT PROCESS

RecruitRetainRecognizePromote

BEST PRACTICES RESOURCE

AIChE Web Site:

Divisions and Forums/Resources for Divisions and Forum Leaders/Best Practices/CEOC Volunteerism Best Practices