Fonda Dawson, VolunteerHub.com As you may have read last month, in addition to writing for VolunteerHub, I also work part-time at a small library. An incident occurred there this week that gave me inspiration for this month’s blog article. One of our volunteers is a bit challenging to deal with at times. And, as the course of human nature runs, there may be at least one such volunteer at your organization as well. This can manifest in many different ways, such as misrepresenting skills and abilities, ignoring directions, straying off-task, chatting too much with staff or other volunteers, or wanting to revamp everything about your agency.
Staff reactions to this type of individual can be varied. “Gee, but these volunteers are donating their time to help us out,” some might say. Granted, of course volunteer orientation and training time is an investment, but agencies naturally expect a return on that investment. Once up to speed, volunteers are supposed to be there to relieve the time crunch. Re-doing assignments given to volunteers or constantly defending your policies and procedures can be a drain on staff time, resources, and emotional energy. Therefore, the actions of difficult volunteers can compromise the quality of service you provide to your agency’s clients.
So, what can be done? First, make sure to review your “new volunteer” procedures. Do you check volunteer references? Are you distributing detailed job descriptions during orientation, so each volunteer will know his or her responsibilities? Does your agency provide mentors and offer frequent feedback and evaluations during training? Most importantly, do you have a standard contract drawn up for both the volunteer and the coordinator to sign? If not, draft one as soon as possible. Make sure that the contract is open-ended for both parties involved when it comes to termination. Unless your group requires a minimum term to serve, make it clear that volunteers are free to leave your program whenever they wish. However, although not necessary, you may also want to include a clause stating that you would prefer two weeks’ notice, just as most employers require. To protect your organization, include a provision stating that your organization can terminate a volunteer’s position, effective immediately, at any time and for any reason.
In most cases severing ties with a volunteer should not be the first step in rectifying the matter. However, do not ignore problem behavior. Instead, be alert, recognize problems, and do not delay in taking steps to remedy the situation. Remember, you are in charge, and you do have options:
Reassign – Even with careful screening and background checks, sometimes a volunteer’s skills are not up to par with the task you originally assigned to him or her. Or perhaps there is a personality conflict with a staff member or other volunteer with whom s/he must interact. Reassignment to a new task may be the answer here.
Retrain – As an alternative to reassignment, you may consider retraining. If a volunteer is having difficulties with an assigned task, s/he may need additional coaching on techniques or procedures. In addition, take learning styles into account. For example, instead of a classroom setting, perhaps s/he learns better in a more “hands on” manner.
Recharge – Long-time volunteers may just need a break. This is especially true if they are assigned to either a repetitive or very intense job. Some organizations enforce mandatory “time off” after a specified period of service, while others rotate the volunteer’s job to give him or her a chance to re-energize.
Refer to another organization – Although it is often difficult to admit for both parties involved, sometimes an agency and a volunteer are just not a good fit. In this case, get the volunteer in touch with a volunteer center or consider an “exchange program” with another organization.
Retire – Due to health concerns or other changes in his or her life situation, a great volunteer’s attendance and/or performance might start to disintegrate. However, s/he may still be reluctant to sever ties with your agency. If you recognize this trend, you may want to approach your volunteer about retiring so that both s/he and your organization can part with mutual respect.
Unfortunately, in a few rare cases, terminating a volunteer is the only option. Done improperly, this can result in legal and/or public relations nightmares. If you do not have a set of procedural guidelines in place for terminating a volunteer, you owe it to your agency to take the time to do so.
In all, the one of the easiest ways to prevent these difficulties is to recruit and retain quality volunteers. Eliminate potential problems by prescreening applicants and then providing thorough training. Also, make sure that communication lines are wide open. Volunteers do best when both you and they know exactly what is expected of them. Remember to praise them when they are doing well and offer them incentives and perks. Small things like a “volunteer of the month” parking spot or the opportunity to advance to a more complex job can make a big difference. And, although it seems like a no-brainer, many organizations don’t formally recognize their volunteers, so don’t forget to acknowledge their efforts with an annual volunteer appreciation night.
So, what are you waiting for? If you do have that one challenging volunteer in your organization, enact a change. Make sure all your volunteers are truly lending a helping hand.
Posted 6/29/2008
Fonda Dawson, VolunteerHub.comAlthough I write for VolunteerHub, I also work part-time for a non-profit agency, a public library. Like so many other organizations, over the last few years I have seen a decrease in the library’s funding and have heard the rumblings of more budget cuts to come. The library has responded by attempting to become even more efficient – and even leaner in our staffing. As individuals have left, we have not rehired, but simply distributed their duties to remaining staff members. Everyone at the library has more responsibilities now, including the person who finds volunteer coordination as just one of the many components listed in her job description.
Does this scenario sound familiar? In times like these, recruiting volunteers can seem like “just one more thing to do” and may get put at the very bottom of the list. Although there is definitely an initial time investment in recruitment, I argue that now is the time to make a concerted push for new volunteers.
When it comes to volunteer recruitment, I think we can take some tips from the business world. Businesses don’t wait for customers to come to them. They actively market their product through advertising. They approach prospective customers through face-to-face meetings as well as cold calls over the phone. And, most compelling of all, business people are trained to “ask for the sale.” I think the same could be said for volunteer recruitment. Don’t wait for volunteers to come to you. Just as in the business world, be proactive through your advertising. Prospect a little and “cold call” a few times. Most importantly, simply ask, “Would you have an hour or two a week in your schedule to help us out?”
There is a host of avenues for finding potential volunteers. Sometimes we overlook the most obvious route: in-house promotion. Does your homepage prominently display a “Volunteers Needed” area? Do you have a sign on your counter or in your reception area to the same effect? Make sure to have a tag line in emails and, when appropriate, state your need for volunteers in your newsletters, brochures, and other printed materials. Challenge your staff to actively recruit friends or relatives, and do the same for your existing volunteers. You might be surprised at the number of new volunteers this brings in when it is highlighted as a priority.
Also take steps to elevate your visibility in the community. Most areas hold a “Community Night,” which showcases local businesses and agencies. Make it a priority to attend these, recruiting volunteers just as strongly as you tout your services. In the same vein, look into getting a booth at local festivals and fairs. You will reach across the gamut of demographics at events such as these.
Turn to your local schools as well. Many high school government and civics classes, as well as National Honor Society groups, require community service as a component. Clearly communicate to the leaders of these groups that you would be interested in helping them fulfill their volunteer hour requirements. Although each individual might only need to contribute a few hours, an influx of numbers might help you get that project done that’s been pushed to the back burner for years. While you are in contact with the schools, ask for a list of teachers who are retiring. They are perfect candidates for volunteers.
Speaking of retirees, have you tried networking with your local senior center? As we have mentioned in a previous article, this is the age of Baby Boomer retirement. Take advantage of that and make sure to partner with these local agencies. Design a flyer specifically to put on the center’s community bulletin board. Perhaps the senior center would even be willing to organize a volunteer “event,” with a certain day and time each week when a senior group could volunteer at your organization together. This would allow for the group members to socialize while helping your agency out at the same time.
These are just a few ideas for potential volunteer sources. Of course, don’t forget your other networking opportunities: college fraternities and sororities, churches, Boy Scout and Girl Scout troops, local businesses, and service agencies such as Rotary clubs. Brainstorm a little, and I’m sure even more potential volunteer groups will surface. Then go out there and recruit away. Just remember, as the old adage goes, sometimes “all you gotta do is ask.”
Posted 6/2/2008
Fonda Dawson, VolunteerHub.comWhether your organization seeks to fill weekly, ongoing volunteer positions or wants to staff a large event, it goes without saying that communication with your volunteers is key. When publicizing the need for volunteers, it is not the time to be shy. In fact, a marketing campaign is a must. More specifically, in today’s world, an e-marketing campaign can be a great advertising avenue. Electronic marketing is the concept of using the internet, email, and other electronic correspondence to drive your marketing efforts. The beauty of this type of marketing is the fact that it is both effective and inexpensive, particularly when compared to many more traditional types. A few simple efforts can be just the thing to put your volunteer opportunities on everyone’s calendar.
As Simple as Possible
For starters, look inside your agency or organization to make sure you are maximizing your e-marketing efforts there. Take a quick look at your website. Are your upcoming events prominently displayed on the home page? Make things easy for volunteers by creating a “Volunteer Now” button that links directly to your Hub. (This feature is available to administrators under VolunteerHub’s Setup subtab.) Just this one simple step makes it as seamless as possible for your potentials to sign up for an event. As one organization’s director puts it, “If you want [a volunteer] to do something, you have to make it as simple as possible for them to do it!”
Snail Mail No More
If you haven’t already done so, consider making email your primary source of communication. It cuts out the time spent stuffing envelopes and the expense of ever-increasing postage costs. When it comes to email, keep these hints in mind:
Don’t forget the email options available through your Hub. Administrators can send a blanket email to all users about an upcoming event or choose to target only certain user groups.
Maximize the effectiveness of your external email. Make sure everyone in your office has a link to the event in a tagline on all outgoing e-mails. Applications such as Outlook make this easy to do. You may be surprised how fast a link may get around. The person sending the email doesn’t even have to be thinking about promoting the event. The tagline does it all.
Re-energize inactive volunteers. Use your records to create an email list of inactive volunteers and touch base via email. Getting them back in the fold is much less time consuming and ultimately less expensive than finding new participants.
Blogs, Newsletters, and More
In addition to tag lines in emails, make sure all electronic publications your organization produces have a link to your event. For instance, make sure your blog or e-newsletter at least mentions it. Of course, there’s absolutely nothing wrong with writing complete articles based on the upcoming event. Whether you are a hard-charging promoter type or somewhat more subdued, it’s most important that you provide a link to the sign up in a very conspicuous place. Again, people don’t want to have a difficult time signing up.
Another easy way to keep in contact with volunteers is through your Hub’s RSS feed. Promote this feature to current volunteers and make sure to stress its importance to new members. In this way, your Hub’s users will be automatically notified of newly-posted volunteer opportunities.
Networking
Now you’ve emailed, blogged, and talked up the RSS feed. And, although it’s important for your organization to take as many steps as possible to promote volunteer opportunities, you don’t need to rely solely on your own agency to get the word out. Also look to resources outside your organization to help recruit and retain volunteers. Seek out or capitalize on your partnerships, asking cooperating organizations to take the same measures as your own. Ask for a link to your home page on your partners’ websites. Also ask if they have any email lists they would be willing to share. A partner may even add a link to your event on its email tagline.
Another superb way to make inroads is to ask to be included on a partner’s blog or electronic newsletter. Most organizations will gladly provide a link if you are willing to submit an article. At the very least they may be willing to provide a small, business card sized advertisement if they can’t provide a link. Either way, your organization’s events will get in front of exponentially more potential attendees.
Internet-working
Depending on the situation, it may or may not be worth your organization’s time and money to try and improve its position on the web. For instance, larger agencies may consider hiring a specialist to help with the search engine optimization (SEO) of its website. Smaller organizations would have difficulty justifying the costs. However, most agencies can benefit from securing a spot on one of the many listing services on the web. These sites serve as a warehouse of volunteer opportunities, where potential volunteers search for events in their area that meet their preferences and are provided with contact information.
Although e-marketing cannot totally replace traditional campaigns, it can certainly super-charge your efforts. Why not take advantage of these tools at your fingertips that can save your organization time and trim your costs, while simultaneously reaching more potential volunteers?
Posted 5/8/2008
Christine Litch, VolunteerHub.comA growing trend is taking hold in the travel industry: “voluntourism.” As a combination of vacationing and volunteering, some Americans are foregoing time shares and are instead sharing their time with people in need. In fact, surveys conducted by Travelocity, Orbitz, and the Travel Industry Association show that the number of groups offering these volunteer vacations has doubled over the past three years. The demographics of “voluntourists” vary widely: young, old, singles, families, and even honeymooners are taking advantage of this win-win situation.
Although many opportunities are available throughout the world, there are also plenty of offerings within the United States. For example, one prominent website, www.globalvolunteers.org, lists several U.S. volunteer locations. These include teaching English to children in immigrant populations in Minnesota, serving in various capacities on a Blackfeet Nation reservation in Montana, and refurbishing homes or tutoring youth in the Appalachian hills of West Virginia.
Interested in voluntourism? Here are some tips on how to start attracting voluntourists to your organization:
Assess your area’s tourist attractions
Because you live in the area, sometimes you take for granted what the location has to offer. Brainstorm, request travel guides for your state, or go online to research. Remember that attractions don’t need to be in your backyard, but could be as much as a couple hours away. Include state parks, unique shopping opportunities, and scenic areas. And don’t forget that a sporting event can turn an otherwise sleepy town into a bustling city, especially in college towns.
Network with other organizations to reduce costs
Voluntourists understand that they will be responsible for their travel and lodging costs. However, to make your volunteer vacation more attractive, explore ways to reduce expenses. For instance, you may be able to partner with a local college during the summer to use their dorms as a temporary hostel, or approach a hotel about reduced rates. Check with local church groups or restaurants to see if they would provide low-cost or free meals for your participants.
Create Your Marketing Plan
When assembling a flyer or brochure to market your opportunity, make sure to include all the basics. For example, list the estimated cost per person, the time frame needed (if any), and skills necessary. Emphasize any of the arrangements you have made to reduce your voluntourists’ costs, as well as area attractions, and highlight the fact that expenses related to volunteer activities are tax-deductible.
Get the Word Out
Again, it’s all about networking. It’s always nice when someone else markets for you. Obviously, you will want to make connections with other organizations outside of your region so that you will truly attract people who want to “get away” and visit your area. Think about organizations whose missions complement your own; perhaps they will even consider an “exchange program.” Church groups are also natural fits. In addition, make sure to advertise your offering on your own website, and explore to see if you can get listed on other voluntourism sites.
Remember, even though your organization isn’t a five-star resort, it can offer the experience of a lifetime. Unlike the typical get-away that just provides a brief respite from day-to-day activities, a volunteer vacation can enrich lives forever -- both those of the voluntourists and the people they serve.
Posted 1/27/2008
Come visit our booth at the Habitat for Humanity Florida Affiliate Alliance
December 13-15, 2007
Gaylord Palms Resort & Convention Center, Kissimmee, Florida
Posted 12/13/2007
Christine Litch, VolunteerHub.comAmerica’s large corporations are leading the way when it comes to employee volunteer programs (EVP). Even though they are from different sectors of the business world, many of their EVP strategies are similar. From a logistical standpoint, they have capitalized on their strengths and put them to work in their community. From a public relations perspective, they have put an emphasis on branding and created unforgettable names for their programs. In general, most offer a wide variety of volunteer opportunities and concentrate on improving the lives of individuals in their employees’ local areas. The following are just a few of many outstanding EVP programs.
The UPS Neighbor to Neighbor Program
As a truly global organization, United Parcel Service (UPS) has the ability to change the world -- one community at a time. Its Neighbor to Neighbor program was founded in 1993 and consists of UPS employees and their families and is managed by the company’s philanthropic arm, the UPS Foundation. In 2004 alone, members of the program logged almost 345,000 hours. Although the program is worldwide, needs are assessed and focused at the local level. Employees who interact with the community are encouraged to bring their insight as to what projects are most needed in each geographic area. Volunteer activities range from mentoring at-risk youth and serving in soup kitchens to Habitat for Humanity building projects and Special Olympic event coordination.
For the past three years the grand finale of the company’s volunteer efforts has been its Global Volunteer Week. During the seven-day span, thousands of employees in over 45 countries have given back to their communities by painting schools, refurbishing shelters, and staffing food banks, among other tasks. In its inaugural year of 2005, over 20,000 employees around the world took part in at least one volunteer opportunity.
The Neighbor to Neighbor program is able to maintain its local focus because it is administered through each district’s coordinator. This UPS employee is responsible for matching employees’ interests, abilities, and schedules with available volunteer activities.
Honda of America Manufacturing’s Hero Program and Dollars for Doers Grants
“One person can make a difference, one hour can change a lifetime, one act of kindness can impact a life forever, and one community can touch the world.” This is Honda of America Manufacturing’s philosophy on volunteerism. The company encourages employees and their family members, as well as retirees, to donate their time and talents through the Honda Hero Program. Since 1995, more than 1,900 individuals have donated over 420,000 hours of their personal time to organizations such as Big Brothers Big Sisters, Salvation Army, and Girl Scout and Boy Scout troops.
Honda highlights the work of their Heroes by acknowledging their efforts through company-produced media, such as their internal TV network, newsletter publications, and a special reward program called Dollars for Doers. Heroes who contribute a total of 50 hours to one eligible organization in a year’s time can then apply for a Dollars for Doers grant. The funds are then given directly to the charity. Since its inception, Heroes have granted over $850,000 to nonprofit organizations in their communities.
Walt Disney’s VoluntEARS Program
Disney has been making children’s wishes come true in more ways than one. Since the company’s start in 1923, volunteerism has been at the forefront. Last year alone, company VoluntEARS gave over 442,000 hours of their personal time in volunteer activities, most of them focusing on children or families.
Each region has some degree of autonomy and identity of its own. Take for instance, Anaheim’s Disneyland Resort. Its program is administrated by a 45-member Leadership Council and overseen by the Manager of Disney VoluntEARS and Cast Initiatives from Community Relations. Some of last year’s highlights include:
· Over 103,000 volunteer hours donated to the community
· 103 VoluntEARS projects offered
· More than 1,000 pints of blood donated to the American Red Cross
· Over 12,000 toys donated to Toys for Tots
· Ninety-one families, 69 children, and 162 seniors adopted in their holiday adopt-a-family program
Disney’s locations not only include their resorts in California, Florida, and Hong Kong, but also media partners ABC, ESPN, Buena Vista (among others) in New York City, and Walt Disney Studios in Los Angeles. Other initiatives include Disney character visits to children’s hospitals, backpack drives, and Secret Santa, just to name a few.
Home Depot’s Team Depot
Home Depot’s volunteer arm, Team Depot, centers on what the company knows and does best. It focuses on building and refurbishing homes and playgrounds.
The company’s most natural fit, of course, is with Habitat for Humanity. Team Depot has contributed to the construction of over 160 new homes and has assisted in the renovation of over 20,000 houses for the elderly and disabled. Their efforts have improved over 230 communities in conjunction with their “Rebuilding Together with Christmas in April.”
For over ten years, Home Depot has also partnered with KaBOOM!, an organization dedicated to providing playgrounds for children throughout the country. This partnership has resulted in the completion of over 400 playgrounds for children in underprivileged communities. Recently the two organizations have announced a bold new plan to build or recondition 1,000 play areas in 1,000 days in North America. The Home Depot will donate $25 million and almost one million hours of volunteer time to help meet this goal.
Not only does Home Depot recognize the importance of promoting volunteerism within their organization, but the corporation is also striving to increase the number of volunteers throughout the country. Partnering with other businesses and organizations, the goal is to garner an additional 6.4 million new volunteers and increase local volunteerism by ten percent over the next two years.
A Blueprint for Success
Although the companies mentioned here employ thousands, the same principles used in their EVPs can be implemented in any organization, regardless of size. The most important factor is to balance your company’s strengths with your community’s needs. This will allow both your company and your community to shine.
Posted 11/18/2007
Come visit our booth at the Habitat for Humanity's 2007 National Urban Conference & Executive Director Conference
October 10-12, 2007
Sheraton New Orleans Hotel, New Orleans, LA
Posted 10/10/2007
Come visit our booth at the ICMA's 93rd Annual Conference and Exhibition
October 7-10, 2007
David L. Lawrence Convention Center Pittsburgh, Allegheny County, Pennsylvania
Posted 10/7/2007
Christine Litch, VolunteerHub.comEmployee volunteer programs housed within the workplace are popular – and successful – among large organizations such as UPS, Home Depot, and Honda of America. However, business giants such as these are the exception, not the rule. Recent statistics from the US Census bureau find that the vast majority of American businesses, a full 85 percent, employ less than 100 people each. These small and medium sized organizations account for 37 percent of the country’s workforce, or approximately 40 million people.
Obviously, promoting volunteerism within small businesses can make a real difference throughout the nation. Think about the changes you could make in your own community. On the flip side, as a smart business owner, you also need to weigh out the costs and benefits of implementing an employee volunteer program (EVP). What are the advantages it will bring to your employees and your business itself? And how can your business effectively and affordably manage an EVP?
Employee, Company, Community
Most employees involved in an EVP feel a sense of personal satisfaction just from the act of volunteering. In turn, this boosts the company’s employee retention and also has a positive impact on new hires. Volunteerism within a business brings together people from across the organization and encourages teamwork, which in turn increases job productivity. It is also a great for morale. In a recent study by the Points of Light Foundation, a national organization dedicated to strengthening volunteerism throughout the country, close to 60% of businesses strongly agree that EVPs are an effective vehicle for enhancing the company climate. Additionally, employees often report learning new skills from their volunteer experiences, skills that often translate into better performance and/or promotions within the organization.
In addition to happier and better-trained employees, companies also reap a variety of other benefits. Over half of the respondents in the same Points of Light survey reported that an EVP allows their company an avenue to put into practice corporate objectives, and almost 75 percent agree that employee volunteer programs provide a vehicle to strengthen their company’s image. Greater visibility and increased networking, in turn, provide additional inroads for stronger public relations and marketing campaigns. Building upon that, your company can strengthen relationships with customers, local officials, and the media. Carefully chosen volunteer opportunities that complement the company’s niche can also highlight what your organization has to offer in the business sector.
It’s a win-win-win situation. Not only do the employee and the company benefit, but so does the community. When individuals at all levels of an organization devote a portion of their time and talents to tackling issues in their own local area, positive change happens. In fact, 85 percent of businesses surveyed agree that EVPs aid in the creation of healthier communities.
The Perks Seem Great. But How Do I Start an EVP that Works for My Company?
The Points of Light Foundation’s report, Employee Volunteer Programs: Building Blocks for Success for Small to Medium Size Businesses, outlines the steps to creating and
maintaining a flourishing EVP. Many of the tips we will share here are from the Points of Light publication. You’ll be able to fast track your own program by using proven strategies already being used by other businesses.
Step 1: Assessment
Start by investigating the needs present in your own community. The Points of Light Foundation offers a database on their www.1800volunteer.org website. This resource will help you quickly and easily identify possible volunteer opportunities. At the same time, use a brief survey to find out what kinds of interests your employees have and if any of them are already volunteering.
Once you have analyzed the community needs and your employees’ interests, you may want to narrow your focus. Many businesses with thriving EVPs tend to focus on just one or two areas in which they funnel their volunteer resources, such as literacy or hunger relief efforts, or choose to partner exclusively with one nonprofit agency.
Now you have a few more factors to consider. What will you name your program? Many successful programs generally give their EVP a name that is easily identified as a volunteer outreach and contains the company’s name. How much input will your employees have? You may want to consider a board of directors with seats available for employees at all levels. Another consideration is if volunteer time will be paid or unpaid. After making these decisions, you will need to develop programs and activities that appeal to staff throughout your organization. Consider offering one-time group activities such as Habitat for Humanity projects or an in-house fundraiser such as a walk-a-thon to maximize teambuilding, but also make sure to sponsor ongoing volunteer opportunities as well.
Step 2: Coordinate Business and EVP Objectives
When choosing the focus of your EVP, carefully consider how it will mesh with your overall business plan. Make sure that your efforts and successes will meaningful and easily communicated to customers and the community. As mentioned before, choosing a volunteer focus that complements your day to day business operations will allow your workers to use their skills within the community while establishing them as experts within their field.
Step 3: Secure Support from Top Executives
Support from your president or CEO is crucial. He or she should actively promote and encourage the EVP program to all employees within the company and also support the recognition and reward of company-sponsored volunteerism.
It is just as important for your management team to buy into the EVP as it is your CEO. Not only will your managers be more generous in allowing time off for members of their department, but they will also be more likely to volunteer their own expertise to the organization of your choice.
Step 4: Seek Out Partnership Opportunities
You will easily expand and strengthen your EVP by partnering with other organizations. Consider teaming up with customers or suppliers. Schools and nonprofit organizations almost always welcome chances for additional volunteers. Make use of national volunteer mobilization events such as Make a Difference Day, National Family Volunteer Day, and National Volunteer Week.
Step 5: Match Corporate Giving with Corporate Volunteerism
Strengthen your company’s volunteer efforts by also focusing corporate donations in the same area. If your EVP centers on a partnership with a nonprofit, use company fundraisers to donate proceeds to that organization.
Step 6: Quantifying and Evaluating
As with all aspects of business, quantifying the success of your EVP is a key factor. These are numbers you will want to highlight in your community relations pieces and in your board reports. Be sure to keep statistics on items such as:
• Number of employees who volunteer
• Amount of time donated to each activity
• Number of organizations served
• Number of individuals served
• Amount of money raised
• Dollar value of volunteers’ time
Feedback is another important piece of evaluation. Make sure to survey the EVP participants to find out the degree to which they enjoy their volunteer opportunities, find them satisfying, and feel they are making a contribution to the community. If possible, your company may also want to quantify any increases in areas such as revenue or brand recognition due to its heightened visibility in the marketplace.
Step 7: Recognize and Reward
Although an act of altruism is often thought to be its own reward, your program should also recognize its participants. Small gestures such as certificates, plaques, coupons, or gift cards can go a long way in keeping your volunteers motivated and your program invigorated. Most successful volunteer programs also hold an annual ceremony to formally recognize volunteer efforts; this is often an opportunity to invite media for additional public awareness.
Step 8: Publicize Your Program’s Efforts
To best get the word out about your program’s accomplishments, you’ll want to use a variety of communication methods, both internal and external. Outlets such as newsletters, bulletin boards, websites, e-mail, and even traditional advertising methods are all great ways to get both your employees and your community talking. This can be a great way to recruit new volunteers for upcoming campaigns. It’s also a wonderful public relations tool for your company.
Coordinating and Managing Your EVP
The benefits of an EVP are clear, and the steps toward setting up and maintaining a successful EVP, in theory, seem simple. In reality, however, EVPs do require organization and management – in a word, time. If you are like most small to medium sized businesses, it’s hard to justify the hiring of another employee solely for the purpose of coordinating your EVP. And chances are if you walk into your human resources, marketing, or communications office and tell someone you are going to add another responsibility to his or her workload, you aren’t going to get an enthusiastic response, even if it is for a good cause.
So how do you get the benefits of an EVP without a detriment to your core business? Many organizations in both the corporate and nonprofit sectors are turning to an online tool called VolunteerHub.
Your Volunteer Coordinator’s Virtual Assistant
VolunteerHub assists EVP coordinators by streamlining all aspects of volunteer scheduling. With VolunteerHub, coordinators can easily post information about volunteer opportunities. Volunteers are then able to sign up at their convenience via Internet, drastically reducing the coordinator’s time that would generally be spent fielding questions about schedules and registration. VolunteerHub automates registration confirmation, event reminders, and thank you e-mails. In addition, the program allows coordinators to generate rosters and printable sign-in sheets. This powerful but easy to use “assistant” also features record keeping capabilities, with all the information safely stored on VolunteerHub’s servers.
Posted 10/5/2007
Come visit our booth (#21) at the National Community Tax Coalition Conference October 1-2, 2007
Adam's Mark Denver Hotel, Denver, CO
Posted 10/1/2007