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ATTRACTING AND MAINTAINING MEMBERS

ATTRACTING AND MAINTAINING MEMBERS. AIChE Local Section Leadership Workshop Houston, TX March 31, 2012. VOLUNTEER ENGAGEMENT PROCESS. Recruit Retain Recognize Promote. RECRUITING: HOW DO WE FIND VOLUNTEERS?. Direct/Indirect Personal Approach Advantages

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ATTRACTING AND MAINTAINING MEMBERS

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  1. ATTRACTING AND MAINTAINING MEMBERS AIChE Local Section Leadership Workshop Houston, TX March 31, 2012

  2. VOLUNTEER ENGAGEMENT PROCESS • Recruit • Retain • Recognize • Promote

  3. 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

  4. 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?

  5. HIGHLIGHT THE BENEFITS OF VOLUNTEERING • The 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

  6. PEOPLE ARE MOTIVATED BY DIFFERENT THINGS • Power • Achievement • Affiliation

  7. RETENTION: PHASES OF VOLUNTEER ENGAGEMENT Exploratory 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)

  8. PROCESS OF CULTIVATION Identified • 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

  9. 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

  10. 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

  11. VOLUNTEER PROMOTION • Have a succession plan so not stuck with burned out volunteers or a gap in a role • Identify possible successors early on • Mentor them to learn their aspirations/interests • Use same techniques as recruiting brand new volunteers

  12. VOLUNTEER ENGAGEMENT PROCESS • Recruit • Retain • Recognize • Promote

  13. BEST PRACTICES RESOURCE AIChE Web Site: Divisions and Forums/Resources for Divisions and Forum Leaders/Best Practices/CEOC Volunteerism Best Practices

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