Volunteers are the backbone of most nonprofits. They extend our reach to their networks, raise money, add their personal skills and knowledge to our brain trust, and do a lot of the hard work alongside us. That sounds wonderful in a world of shrinking budgets and rising costs. Who wouldn’t want to add a gaggle of volunteers to your board, your front lines and your events?
The problem with relying on volunteers is that they are volunteers. You only have them when they are free to be there. If not properly handled, you may spend your precious time training someone for a once-and-done event. You may have a mixed group of family members in different age categories with different abilities. Having one training for everyone may not be effective.
To make the most of everyone’s time, it is imperative to have a robust volunteer development program that ensures volunteers are effective and efficient. They will be confident in what they do for you and in how it moves your mission forward. And lastly, they will feel appreciated. Having clear priorities and linking people to tasks that interest them will go a long way toward a strong relationship.
We often think of board or volunteer training. A robust program contains not only training but opportunities for teaching, mentoring and coaching. These are all aspects of progressive mastery, but they differ in what they provide, how they provide it, and why you would choose one over another in different circumstances.
Middle Schoolers: Learning to Volunteer — Start with Training
Middle schoolers are typically the youngest and newest volunteers for events such as a walk-a-thon or selling lemonade for the children’s hospital. While these volunteers typically start by tagging along with a parent, a scout leader or a school leader, they should be recognized as independent volunteers who can contribute. The focus for these young volunteers is training: they are most effective with specific tasks and positive reinforcement.
- Engagement is key. Forget long, dry lectures. Middle schoolers thrive on interactive activities, hands-on projects and gamified learning. Break down complex concepts into bite-sized pieces and incorporate visual aids.
- Build confidence. Provide positive reinforcement, celebrate small victories and create a safe space for students to ask questions and take risks.
- Structure and routine. While flexibility is important, middle schoolers benefit from clear expectations and a predictable routine. It is imperative that they have a very easy way to escalate anything outside their duties.
- Social-emotional learning. Help them develop a sense of belonging and build positive relationships with their peers and your mission.
High School: Fostering Independence and Cultivating Passion — Add Teaching and Mentoring
High school students are beginning to develop a stronger sense of identity and become more independent from their family, school and friends. The focus shifts from basic knowledge acquisition toward critical thinking and problem-solving. These students can handle a bit more ambiguity and will develop their own interests.
- Develop critical thinking. These are the students who want to know why. They will certainly handle training, but can now venture into being taught. Incorporate more of your mission, and show how your work makes a difference.
- Prepare for the future. Help students explore their interests and develop the skills they need for college or career. Provide guidance on time management, study skills and goal setting.
- Mentorship and guidance. High schoolers are often looking for guidance and support as they navigate important decisions. Be a mentor, offer advice, and connect them with resources. These connections may just lead to a future donor, employee or ongoing volunteer.
Adults: Tailoring Opportunities to Experience and Motivation — Add Coaching
Adult volunteers bring a wealth of experience and a strong sense of purpose to your organization. They are often motivated by personal or professional goals and prefer learning experiences that are relevant to their lives.
- Respect experience and create collaboration. Acknowledge and value the experience adults bring. Create opportunities for them to share their knowledge with your organization and with each other. Being valued, and seeing value in others, fosters community.
- Focus on relevance. Design opportunities that are directly applicable to the volunteer’s goals and your organizational needs. Understanding why someone is volunteering will help you deepen the relationship.
- Promote self-direction and flexibility. Adults typically prefer to take control of their learning. Provide resources and support, but let them set their own pace and choose their own paths. Adults often have many responsibilities, so offering training in a variety of delivery methods — online, hybrid, evening — is very helpful.
Senior Volunteers: Honoring Wisdom and Flexibility — A Bit of All the Above
Senior citizens bring depth of experience from their careers, families and past volunteer histories. The recently retired will also have capacity to volunteer, and possibly large networks of friends and family.
- Engagement. As with other adults, seniors bring knowledge built up over a career and a lifetime. Create opportunities that honor that wisdom and allow them to share it.
- Focus on relevance. Design opportunities that are directly applicable to the volunteer’s goals and your organizational needs.
- Foster connections. Seniors have built a lifetime of connections. Don’t disregard the reach this can mean for your organization.
- Respect their introspection. Seniors may also be adjusting to diminished physical and mental health. Volunteering may be an opportunity to try something new — after a lifetime of career, this could be a chance to contribute in new ways.
The Common Thread: Building Relationships
Regardless of the age group, the foundation of effective teaching, training, mentoring and coaching is building strong relationships. Take the time to get to know your learners and understand their needs and goals. By understanding the unique needs and characteristics of learners, your volunteer development program can produce more successful volunteers and higher retention rates.
Keep in mind that your volunteers are often some of your best donors, future employees, board members and recruiters.