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Volunteer Recruitment and Participation Leadership Training Conference Tools and Fundamentals

Volunteer Recruitment and Participation Leadership Training Conference Tools and Fundamentals March 2, 2012, New Orleans LA. (1:00 – 2:30). Volunteer Recruitment and Participation Alma Martinez Fallon COFI – Member-at-Large alma.martinez.fallon@hii-nns.com. Objectives.

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Volunteer Recruitment and Participation Leadership Training Conference Tools and Fundamentals

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  1. Volunteer Recruitment and ParticipationLeadership Training ConferenceTools and Fundamentals March 2, 2012, New Orleans LA (1:00 – 2:30)

  2. Volunteer Recruitment and ParticipationAlma Martinez Fallon COFI – Member-at-Large alma.martinez.fallon@hii-nns.com

  3. Objectives • Why members volunteer / get involved • Understand why members participate and what might encourage those that don’t currently participate • Introduce ASME’s recruitment resources • Discuss “a method how to…” • Develop solutions or action plans that may be used to solve your real membership challenges

  4. Outline • How Did You Get Involved? • Survey Data on ASME Members • ASME Recruiting Resources • Create Your Success Story – Group Exercise

  5. Why do People Get Involved? Most people respond to three levels of motivation. • Basic Level: Self-serving drive (WIIFM) - meets personal needs e.g. for business, friendship, belonging or other • Secondary Level: Relational drive - investing in relationships is one of the strongest stimulators for our inner motivations • Highest Level: Belief drive - strongest level of commitment - passion for a cause Why did you get involved in ASME?

  6. How Did You Get Involved? • How were you personally (5-6 min) recruited? • With your table (5-10 min) • Summarize with your group the recruiting stories you have heard • What was it that made the recruiting successful? (flip chart or your paper) • Share two unique observations (5 min) with the group

  7. Decision to Volunteer How ASME Volunteers First Learned About Volunteering: • Another Volunteer • From the Unit (Section, Division, Affinity Group, Institute, Committee, etc.) • Meeting, Conference, Other Event • Staff Member Asked • Call for Volunteers • My Employer • Any others?

  8. Decision to Volunteer Top Five Most Important Aspects of Volunteering Among ASME Members: • I feel it is important to do so • I can do something for a profession or cause that is important to me • Volunteering allows me to gain a new perspective on things • I feel compassion toward people in need • I can explore my own strengths Top 5 of 15 Possible

  9. “I would start volunteering now if …” Top five statements of ASME members that haven’t volunteered in past 12 months: • …I knew the volunteer opportunity was meaningful • …I knew I had the skills needed to do a good job • …the location was easily accessible to me • …I could be given short term assignments • …I did not lose income as a result

  10. “I do not currently volunteer because …” • Top reasons given by ASME members not currently volunteering: • …of not enough info on opportunities. • …I volunteer elsewhere. • …they never asked me. • …I don't know of volunteer activities that can be done electronically. • …I don't know of any short-term assignments. • …the location is inconvenient.

  11. Survey Data on ASME Members Research: • Decision to Volunteer - an Internet survey deployed Nov-Dec 2007 by American Society of Association Executives (ASAE) (23 orgs - 26,395 responded -725 ASME members) • What Volunteers Need - Volunteer and Retention Task Force survey, 2002. (A copy is included on your flash drive)

  12. Why People Volunteer Findings: • A satisfied volunteer is the best recruiter • < 20% of people will volunteer on their own • People like to be asked How could you use this information?

  13. Why People Volunteer • Best Practices for creating satisfied volunteers: • Provide opportunities for achievement (manageable, defined task, necessary resources, backup help, praise for a job well-done) • Allow volunteers to make discoveries about themselves and others • Enable social bonding and relationship/community building • Provide training, feedback and recognition How could you use this information?

  14. Generational Differences Generations have different priorities, conflicting values and negative stereotypes of each other. These differences often lead to generational gaps that result in misunderstanding, miscommunication, conflict and a corresponding loss of productivity The result is that morale goes down and the general atmosphere in the organization suffers

  15. Summary of Key Statistics

  16. A Word About Millennials How to Recruit (Court) Them: • Offer Teamwork • Rely less on job definitions and more on their project or task • Sell them on the opportunity to meet their personal goals • Contributions and ideas are evaluated on merit, not on a person’s years of experience • ASME is a fun, relaxed place to be; we’re not like a company or like school • Their work will be challenging and meaningful

  17. All good information, BUT… HOW do I DOit?

  18. By talking to people… F amily O ccupation R ecreation M essage

  19. BUT… What is the “Message ??” “Have you ever thought about getting more involved with ASME?”

  20. Voting Members Your Unit Operational Structure Can Help Success- for example: Teams… rather than individuals

  21. Implications for ASME Units • What do we do well/what are our strengths? • Where could we improve? • Ideas for effective recruiting/motivating: • Form a team of satisfied volunteers • List specific tasks, time & skills needed • Ask people personally • Help new volunteers get started (training/mentoring) • Follow up with new volunteers (how’s it going, recognition, what else would you like to do? etc) • Others?

  22. Create Your Success Story Instructions: • Work in groups of 6-8 people. • Develop practical solutions to the challenge presented that will be of potential help to your unit and can be shared with others. • Consider the information presented in the workshop & handouts & document key items. • Use the first 20 minutes to discuss ideas and formulate clear solutions. • Use 10 minutes to summarize the group experience and list 2-3 take-a-ways to share. • Group Reports

  23. ASME Recruiting Resources Best Practices Webpage: • leadership  volunteer resources  best practices http://volunteer.asme.org/practices/ (scroll down to “Members and Leaders” and check out the Technology and Society Division) • Contribute your own unit’s best practice!

  24. ASME Recruiting Resources Member Recruitment Kit • Leadership  Volunteer Resources  Unit Leadership Resource Center (scroll down to ASME Member Recruitment and Retainment Kit) • Seven steps and sample letters to help Unit Leaders with recruiting and retaining local members http://volunteer.asme.org/unit/Member_Recruitment_Retainment.cfm

  25. Volunteer Recruitment References The New Breed: Understanding & Equipping the 21st Century Volunteer, Jonathan and Thomas McKee, Group Publishing, Loveland, CO, 2008 The New Recruit: What Your Association Needs to Know About X, Y and Z, Sarah Sladek, Expert Publishing, Andover, MN, 2006 The Decision to Volunteer, Beth Gazley and Monica Dignam, ASAE and the Center for Association Leadership, Washington, DC, 2008

  26. Questions ! Thank You

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