The volunteer coordination program’s recognition and retention efforts reflect what is known about volunteer motivation.
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High turnover rates can negatively affect the volunteer coordination program’s ability to function and effectively serve its customers. Additionally, recruiting and training new volunteers can be both time consuming and expensive. As such, sufficient resources must be directed towards recognizing volunteers and keeping them engaged and invested.
|Self-Study Evidence||On-Site Evidence||On-Site Activities|
Recognition efforts are:
Interpretation Examples of formal and informal recognition efforts include regularly thanking volunteers for their service, highlighting volunteer activities in newsletters and on websites, and planning regular recognition ceremonies.
To keep volunteers motivated and engaged, volunteer assignments are:
Interpretation Examples of volunteer opportunities that meet elements (a) and (b) include assignments that:
Research on volunteer retention finds that the most successful volunteer coordination programs are those that create volunteer opportunities that are viewed as mutually beneficial to the program and the volunteers. Benefits for volunteers can include new social relationships and a feeling of belonging, improved self-esteem or self-acceptance, increased civic identity, and even improvements to physical and mental health.
The volunteer coordination program adapts its approach to recruiting, matching, training, recognizing, and supporting volunteers in response to issues affecting its volunteer pool.