Gearing Up for Volunteer Orientations

Volunteer orientations are often the first thing on the to-do list when a new group of volunteers joins your organization. In times of COVID-19, volunteer orientations are just as critical – if not more – than they were before. The good news is that volunteer orientations can be held on-site or virtually. For virtual orientations, lean on virtual meeting platforms like Zoom!

The most important thing to remember when scheduling a volunteer orientation is determining what the purpose of the meeting is. Perhaps you want to get to know your incoming volunteers so you know how to best lead them. Then you want to introduce yourself and the organization in order to build trust and rapport. Finally, you want to instill some sort of passion and excitement about the organization and the event in these newfound volunteers. Most of the time these are the key goals within an orientation meeting, but if your goals differ, be sure to alter the meeting as needed.

Get to know volunteers
Depending on group size, there are a number of ways to get to know your volunteers. If you have less than 10 volunteers at the orientation, you could allow enough time to go around the room and have each person introduce themselves, including their name, their connection to the organization, and something silly like their favorite restaurant downtown.

If you have a large group, you might instead have everyone wear name tags and then play a game to get to know people. The “this or that” game is a great way to get a feel for people and their preferences. To play, have everyone stand up and give two choices (like chocolate or vanilla, beer or water, rock or country), with each side of the room representing one of the choices. With each option, have people move to the side of the room they most relate to. Playing a few rounds will give you an idea of where the majority lies on both silly questions and questions related to experience and community involvement (i.e. volunteered with a race or not, lived in the area for more/less than 3 years, volunteering with multiple organizations or this is your only one, etc…) Please note, this is more easily done in person than virtually.

Introduce yourself
Believe it or not, this section of orientation often gets overlooked. While you may think there’s not much to say, volunteers better relate and trust a leader they feel they know and understand. By no means does this have to take half the meeting, but make sure to touch on some important details about yourself. Share a bit about your role within the organization, your passions or what you like to do for fun, your first volunteer moment, why you’re excited about the organization or event, your management style, and your contact information. If you asked volunteers a silly question, be sure to share the answer about yourself, too. Bonus points if you include a cute picture of your puppy.

Express excitement about the organization
Okay, now that everyone knows a little bit about each other–why are you all here?! Share about your organization, and don’t assume the volunteers know all about it just because they chose to volunteer with you. Give a brief history, but more importantly–share the impact. This is usually what hits home the most for volunteers. Whether it’s a dollar amount raised each year by an event, or the number of people in attendance, give some data to support the influence you have in the community. Then, share some testimonials as it relates to your mission, be it from a family who benefitted from the paid medical expenses, or a quote from an article that raved about the musicians hitting the stage this year.

Perhaps this is the meeting you also share what volunteers will be doing as individuals or in teams. If so, be sure to explain tasks clearly with simple steps. If this isn’t the right time for that, just give an overview of what to expect, available volunteer positions, or a timeline of when volunteers will hear from you regarding their next steps and the tasks ahead.

Make sure you provide time for these new volunteers to ask questions –about the event, about their tasks, about you, or whatever! The purpose of the meeting is for new volunteers to feel comfortable, knowledgeable, and excited to volunteer with you. Ending it with an opportunity to tie up loose ends with any questions they may have not only gives them the confidence they need, but also might inform areas where you need to give more details in future orientation meetings.

Although these orientation meetings can seem redundant to you (after all, you’ve done them half a dozen times just this year alone), remember that the volunteers are new to it. Keep positive and upbeat as you aim to inspire them toward another great experience of volunteering (and hopefully retain them for future volunteering opportunities). There’s plenty of opportunity to have fun with it as you get to know each other, so don’t let this become merely another meeting on your to-do list.

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Engaging Volunteers Remotely

In these times where most people are at home and social distancing, it might feel difficult to keep volunteers engaged. It is more important than ever to keep volunteers engaged and ready to jump in when we are able to be together again. Keeping your volunteers engaged is also great for their health and wellness during this heavy time. Volunteer coordinators might find themselves reflecting on their volunteer programs and even wondering if their events will take place. You might be wondering how your volunteers are doing, given the current circumstances, and how things will fall into place in the future. 

We’ve put together some ideas that may help with reaching volunteers and providing ways that they can contribute from home to keep engaged.

Develop a virtual team.

Find volunteers/staff who make it a focus to meet virtually on a regular basis to discuss and implement initiatives. (As we are all learning, you can easily get started with this at no cost through virtual meeting platforms, like Zoom.)

Do you have volunteers that could help with writing copy, letters or grants?

It goes without saying that keeping your name out there and securing funding right now and for the future is imperative. 

Create short-term project teams to help volunteers get a feel for your organization and make an impact.

For example, do you have volunteers that could help with creating digital art, website design or video editing?

Do you have volunteers that would be good at public relations?

Even if your event is not occurring in 2020, these volunteers can communicate a positive spin and get the message out that you will be back stronger and better in 2021. 

You could also utilize this public relations talent for social media posts and outreach. Focusing this content around storytelling is an especially good way to connect. You could have volunteers share your culture, goals and missions. They can also share their stories and experiences with volunteering. 

Host a virtual event.

For example, you might host an event where everyone makes thank you cards to send to the essential workers in your community. This one would be especially great to involve families who have kids. 

Tweak, set-up or revise your volunteer training program.

Do you have volunteers that would be good at taking the lead on implementing or improving your training program? Now is a great time to dig into an area like this, and it is easily done remotely. 

Use the experience of your volunteers to revise your volunteer program. You might want to expand or change up the work/shifts available, revise checklists, revise volunteer applications or take a look at areas from past events that could be stronger and improve on them. You could also use experienced volunteers to design or update position descriptions. 

Check in with each other!

Have a volunteer, or team, create a phone tree to check in with other volunteers and keep in touch. Or set up a regular virtual “happy hour” or hang time. 

People are eager to help. Start recruiting!

It might not seem like it, but now is also a good time to recruit volunteers. Many people have unexpected extra time right now and are looking to contribute to a cause they care about or feel like they are making a positive difference.

Engaging volunteers remotely can be challenging, but with some creative thinking, you may be able to get through this with your volunteers engaged and even recruit some new volunteers. The creativity we have seen from people engaging around the world during these challenging times is so inspirational. We hope that these ideas are helpful in keeping volunteers engaged and ensuring that you have a strong volunteer base during and after this pandemic.

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How to Turn a Giving Day into a Volunteer Recruitment Engine

During #GivingTuesdayNow, Neon One helped power giving events that helped 15,369 people pledge 515,778 volunteer hours in their communities. That is a lot of generosity! Yet how can your organization take the momentum that comes from a giving day and turn that into year round energy for your new volunteers.

Let’s unpack the three key steps you can take to engage new volunteers that you’ve recruited from a community giving event. 

Welcome Them

Your organization should treat your new volunteers the same way you should be treating new donors – with an enthusiastic embrace. Creating a series of communications and programs that help energize your new volunteers will go a long way in keeping them with your organization for a long time. Here’s a few ideas on how to kickstart this for your organization:

  • Host a virtual celebration of these new volunteers, updating them on the success you had with the giving event itself
  • Create an onboarding email series that is triggered by their start date with your organization
  • Give them a gift from your organization – it can be as simple as a sticker of your organization’s logo that they can put on their laptop

Personalized Training

Studies show that up to ⅓ of volunteers stop supporting their organization after one year, so ensuring that they feel supported as early as possible is key to maintaining the energy that comes from a giving day. There are a few simple yet effective strategies your organization can put into place to ensure long term success with your volunteers:

Report Back

Just like donors want to know the impact of their contributions, volunteers are going to want to understand how the work they’re doing is creating a positive impact in the mission that they are supporting. Here’s a few ways that your organization can create a feedback loop that keeps volunteers engaged and potentially turns them into donors as well

  • Create a dedicated newsletter for volunteers that spotlights the work that individuals and groups are doing as well as telling stories about the programs they are supporting
  • Carve out a section in your annual report that is specific to the work that volunteers are doing, intentionally spotlighting a volunteer that you recruited from your successful giving day
  • Create a retrospective one year later about the volunteers you recruited on your giving event and include them in any promotion you do for the giving event in the next year, including interviewing them on a live stream

By employing these strategies and tactics, your organization will be able to turn the energy created from the moment of a giving event into momentum that powers your volunteer team for the rest of the year and into the future.

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Sparking Motivation in a Team That May Be Feeling Discouraged

Volunteers are the lifeblood of many organizations, who without the generous donation of time, would otherwise not be able to hold events or operate successfully. Keeping volunteers motivated can be challenging, even outside of a pandemic environment. Motivation differs from person to person, so applying different techniques may help you identify what works best for your group of volunteers.  We have put together a list of 8 tips that you can use to help motivate volunteers.

1.  Communication – goes both ways 

Motivating new volunteers or returning volunteers requires good communication. Great communication will help them feel like they are knowledgeable about your organization and how they are contributing. Repeatedly sharing information about the purpose of the support work the volunteers will be helping with is a great way to create motivation. Volunteers need a sense of direction, especially if they are a new volunteer.

Listening is an equally important part of communication. Make sure to provide opportunities for volunteers to speak up with thoughts and ideas and to provide them support. Being able to listen to volunteer concerns and support them is especially important right now while we are all making compromises and working through changes.

Socialization is also a big part of volunteering and is an important motivator. Social distancing is having a great impact on this area for all of us right now. Have a space (even virtually) where volunteers can meet, communicate, socialize and motivate each other. 

2. Respect – instruction and organization

Volunteers are giving up their free time to help, which should be recognized and respected. It goes without saying that respect builds trust, empathy and dedication. Communication also goes a long way to building respect. During this time, where many events are being cancelled or postponed, clearly and promptly communicating plans and details to your volunteers shows that you respect their time and feelings. 

When events do take place, making sure to set up stations where workers can provide their services easily, safely and without frustration is an important part of building respect. You can do this by making sure that they know where to go, they know their shift details and that they have the necessary tools, check-lists and supplies needed to complete their shift. Respect is also shown through pairing volunteers with jobs that use their skills well. Asking simple questions on the registration form can help to ensure that you pair the right person with the right job. 

3. Be available – show that you are motivated

Being accessible to your volunteers shows that you are motivated and passionate about your organization. Volunteers should have an easy time getting a hold of the right people and should feel comfortable reaching out. If they are not able to easily get questions answered, or concerns heard, they may lose interest and not show up or volunteer with your organization again.

One easy way to let volunteers know you are available is to check in with them from time to time. Right now, holding online video chats or happy hours is a fun way to keep in touch and provide a platform to keep everyone motivated.  

4. Recognition – acknowledge achievements

Volunteers do not usually volunteer their time to get recognition. That does not mean that recognition is not a huge part of creating motivation. Everyone likes to be acknowledged for contributions or a job well done.

In the workplace, positive feedback is the number one motivator.  This carries through for most areas of our lives. Some people do not like to be singled out and can be embarrassed by direct recognition in front of others. Praise can also be given with a team focus/team mindset. Individuals are often very responsive to team praise because they are aware of how they are affecting a whole team effort, and the part they have played in that success. 

Another way to provide recognition, is to personally thank volunteers. Thank you notes and emails are one way to do this. Personalizing the thank you message to each volunteer lets them know that you are specifically acknowledging them. This may seem like a daunting task, but think how great it feels when you receive a personalized thank you. Recognition can motivate volunteers to keep volunteering for your organization, to recruit others and to continue to produce great results. 

5. Rewards – extra perks!

While we know that volunteers are not volunteering their time to get a reward, rewards and perks can go a long way in attracting new volunteers and help to keep volunteers coming back. They can be a great motivator!

If you have a budget for it, sending long time volunteers or leaders to a conference or training can be a very motivating reward. Many conferences are at resorts or offer a vacation type get-away. Volunteers would get to attend interesting seminars, workshops, activities and have great networking opportunities. Attendees leave filled with motivation and ideas that will benefit your organization. Not everyone has the budget to send volunteers to conferences or to provide swag, but there are also some simple, low-cost or free things you could do. 

Some successful ideas we have heard:

  • Give volunteers certain hours or exclusive access to your event or vouchers for a VIP area. 
  • Certificates of achievement
  • Buttons, pins or plaques
  • Ribbons
  • Outstanding volunteer rewards for each job/area
  • Free food and beverage
  • T-shirts
  • Bandanas
  • Sweat bands
  • Hats
  • Custom wristbands
  • Reusable bags

6. Build team spirit – create a competition or challenge

Build a sense of motivation within your team by creating a space where they can get to know each other and feel more comfortable. The more team spirit created, the more comfortable the volunteers will feel. This will help them to motivate each other and look forward to future volunteer opportunities together. 

You could host a gathering allowing new and returning volunteers to get to know each other or organize a competition or challenge (these can also be done virtually). One example of a challenge could be to reward current volunteers who recruit the most new volunteers. You could have different prize levels, so that multiple volunteers have a chance to win. 

7. Training – motivate through knowledge

Hosting online initial and continual training opportunities can encourage development and motivation. Volunteers want to maximise the contribution they make but many receive limited training before or after they volunteer. Even a small amount of training can give volunteers a better understanding of their role, better direction within their role, help them to be more excited about their volunteering opportunity and motivate them to better themselves. We have a quick guide to training volunteers available, if you would like more detailed information.

8. Have fun – play is a great motivator

Volunteering can sometimes be stressful and cause a loss in motivation. People who feel like they are part of a group that they can have fun with will be motivated to return and spend more of their time with that group.

Important causes and goals that we are passionate about can sometimes become too serious and we forget the fun element. Before and between your events, try hosting some purely fun events. Of course, this is easier to do when we are not socially distancing, but there are some great virtual options. We have already mentioned online group chats or happy hours, but here are some additional ideas:

  • Online trivia night 
  • Online karaoke 
  • Online board or other types of games 
  • Host a watch party with live music or movies. 
  • Host a live “how to” with a guest who shows how to cook or craft something. 

Keeping connected is the most important step in keeping volunteers motivated. Be creative and have fun with it.

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Volunteer Appreciation: Identifying Incentives That Matter

A year ago, volunteering looked a lot different than it does now in 2020. While the COVID-19 health crisis keeps a lot of volunteers safely at home, I still remember the bustling of volunteers at springtime events only a year ago. While I’m sure we will all be back to a new normal eventually, I realized there was value in my nostalgic reflection.

“What excites volunteers to come back, year after year?” I wondered. More specifically, I thought, “What will excite volunteers to return next spring, after we get through all of this?”

First and foremost, I’m sure it will be community spirit that brings volunteers back through the doors of our local nonprofits, festivals, and marathons. You know what they say – distance makes the heart grow fonder. We’re all eager to reunite and (re)start contributing to the missions that matter most to us.

Beyond that, I’m sure good ol’ incentives will be another motivator to returning volunteers, especially in the years to follow. From my reflections of last year, I identified what really made incentives valuable to our volunteers.

So, jump in my time machine and travel back with me just one short year to identify incentives that mattered.

The sun was shining and the air was light with the promise of warmer weather around the corner. Volunteers were bustling around from table to table preparing for the local fun run, ‘Spring has Sprung’. Tented tables for check-in and distributing bibs for the runners accompanied by merchandise tables and food trucks, lined the perimeter of a parking lot.

I found one volunteer, Steve McMillian, while he filled orange water coolers to be put out throughout the 5K and 10K course. He has been volunteering for SHS, as he affectionately called it, for 3 years. “I moved here about 5 years ago and my buddy always seemed to have this new stuff in the spring. Finally, I asked him where he was getting it from, and he told me about SHS and their awesome swag bag,” McMillian said. His friend would have a new tee shirt, sunglasses, bottle opener, even a phone case one year. “The big thing is the logo is always really cool and different. It really feels like they spend time thinking about what is actually good stuff to get.” 

Plenty of other events use swag to incentivize volunteers to sign up for a shift or two, but seems that SHS has it down to a science. When I asked other volunteers what their favorite piece of swag was this year, I got a few different answers, but the top three favorites were tee-shirts, pens, and free meal during your shift. 

I was surprised something as simple as a pen made it on the list. Second time volunteer, Macy Roads, summed it up, “getting a good pen that writes well and lasts a long time – that’s hard to come by. I wouldn’t say it’s the only reason I am back again this year, but it didn’t hurt.”   

Once the race started I caught up with Susan Hampton, the head volunteer coordinator for SHS, to find out what she had to say about the legendary “swag bag” of Spring has Sprung. She wasn’t sure whose idea it was originally, but now they are rolling with it. “It has become sort of a tradition,” she said. She works with the other committee members of the team to come up with fresh new ideas every year, but a few of the things remain that same. Remember those pens? 

“A revelation we had this year was that not everything needed our logo on it.” She referenced the phone case from a few years ago. She still had her phone in it, actually. One of their more popular ideas, “but we plan on revamping and making it trendy, instead of just the same logo as the tee-shirt like this one.” 

Other events often get products from local or national vendors with that company’s logo on it, but SHS has turned the swag into advertising for their event to encourage more volunteers by providing desirable items. “If you have cool looking sunglasses people are going to ask where you got them and open it up to a conversation about the event instead of just the visual,” Hampton said.

While some events also include free entry to be a volunteer, SHS does not. Hampton said the committee has considered, but many of the volunteers are needed during the event, “it would really shrink the shifts the volunteers running would be able to work.” The race also raises money for a good cause, “I would hate to take away any money we raise for the Youth Shelter.” 

So, you can get more than just a bag of incentives in exchange for spending your weekend helping out at the Spring has Sprung race, you can help make a difference too.

Jumping out of my time machine and moving forward again, we all might benefit from reconsidering our volunteer incentives. Consider what volunteers will want (ex: pens that write well), what volunteers will need (ex: a free meal to keep their energy up), and what will matter to them (ex: a small volunteer registration fee that will go straight to a good cause).

Looking forward to volunteer days we’ll have together again down the road. Stay well.

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Engaging & Growing Volunteer Programs During & After COVID-19

In times of social distancing and quarantine, it might feel like the whole world has come to a halt. When time seems to move more slowly, we often find ourselves with an opportunity to reflect.

Volunteer coordinators might find themselves reflecting on their volunteer programs. How is the program faring, overall? How are the spirits of the volunteers, given the current circumstances? What will ensure the wellbeing and moral of your volunteer base during and after times of COVID-19?

We’ve put together a “Top-10” list of creative ideas to grow and enrich your volunteer base in preparation for eventually re-opening your doors:

  1. Develop a recruitment team. Find volunteers/staff who make it a focus to meet regularly to discuss and implement initiatives focused on new volunteers. (Remember, you can get started on this now with virtual meeting platforms, like Zoom.)
  2. Create fun team names and/or titles for your different volunteer groups! This will help your volunteers bond and get to know each other, without even trying.
  3. Create short-term project teams to help volunteers get a feel for your organization and make an impact before committing long-term. Depending on the nature of the project, they might even be able to do it from home!
  4. Recruit volunteers online (Idealist, Network for Good, VolunteerMatch).
  5. Develop partnerships with companies that will bring in new volunteers. We’ve heard it before, and it’s true in this context as well: we’re stronger together.
  6. Reach out to local schools for potential field days, workshops, and collaborations.
  7. Come up with a friendly competition! For example: Who can make the best sign/flyer? Who can come up with the catchiest tweet?
  8. Make it quirky! A famous example: the ice bucket challenge.
  9. Reach out to local government organizations that can offer community-mandated volunteers.
  10. Research “volunteer organization meet and greet” events that may be happening in your area, or organize one of your own! Again, this can be held virtually.

We are inspired by the creativity and ingenuity we are observing from volunteers and volunteer coordinators around the world during these challenging times. We hope that these tips are helpful in keeping volunteers engaged and growing a volunteer base, even after COVID-19.

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Interview Questions for Volunteers

Some events call for specialized volunteer positions. You may need someone with a background in the medical field, experience with children, or strong communication skills. If you are coordinating an event with positions like these, you may consider holding interviews for your volunteers.

Before getting started planning for these interviews, first identify why you may need them:

  1. Required, specialized skills. Working with children, aiding in medical work, and handling money are a few examples. 
  1. Limited positions. Sometimes you can just do an announcement for when your site opens for sign ups, but you might need to interview for any leadership roles.  
  1. Working with a small team. It is important that team dynamics and expectations are understood by new volunteers. Interviewing candidates ensures you are doing that. 
  1. Higher level of commitment needed. If this is not your average volunteer shift, it is good to make sure expectations are clear right from the start so you don’t end up short-handed.  

Here are 10 questions and tips to find out if your candidate is good fit:

  1. Why are you interested in this position?
    • This is a fairly basic question, so if they can’t answer it, that’s not a great sign. Make sure to know what kind of answer you are looking for. Is it enough if it looks good on college resumes? Or do candidates need to show more heart than that?
  1. Describe a time you would change a decision you made.
    • No one is perfect, and it is important that everyone on your team is able to be conscientious, self-reflective, and honest about their work.
  1. What is your past volunteer/job experience?
    • Even if you have resumes to look at, it’s always best to hear it from the candidate directly. This helps you better understand their attitudes toward their history of work experience, as well as their aspirations.
  1. What are your 3 best qualities?
    • This can give you good insight into what the candidate thinks is important. Maybe you need someone that is a people person, or good under pressure.
  1. What amount of time are you able to commit to the position?
    • This is just logistics. Know the dates, times, and hours weekly you’ll expect from them. Then, ask what they’re able to commit to.
  1. Pose a situational question.
    • The actually question will depend on what position you are interviewing them for. You could ask about a time they had to work with a difficult child or parent, or were short in their cashier drawer. It will help determine how they will handle tricky situations on the job. 
  1.   How would you describe your communication style? 
    • You may already have some ideas of their communication strengths and weaknesses, based on the interview itself. However, give them a chance to express it in their own words. You may discover something insightful!
  1. Confirm they have the certifications, or other requirements needed. 
    • Do they need to be bilingual? CPR certified? If so, take the time to verify that information.
  1. Identify a handful of their volunteer interests. 
    • Maybe they are applying to volunteer in one department, but they are better suited for another department. The interview process allows you to understand the strengths and weaknesses of each candidate, then place them in the role best suited for their strengths and preferences.
  1. Save time for the candidate to ask you questions. 
    • The interview process really goes both ways. This lets them get a feel for if the position is really the right thing for them too! 

It is very important not to ask questions that could be considered discriminatory. Do not ask about a potential volunteer’s gender, race, political beliefs, relationship status, financial status, or religion. That includes asking where they were born, where their parents were born, if they own a home, or if they have children. Although some of those questions may seem innocuous, or like you are just trying to make a connection, the interview process is meant to see if they meet the qualifications you are looking for. Save the more personal chit-chat for later on.

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Great Expectations: Communication Tips for Volunteer Coordinators

As a volunteer coordinator, you have expectations of your volunteers. You expect they arrive on time for their shifts, act respectfully to other volunteers and participants, and perform their jobs well. Although we may lose sight of this from time to time, volunteers also have expectations of volunteer coordinators!

Although volunteer coordinating comes in many different (and equally fabulous) styles, one thing separates a good coordinator from a great coordinator: effective communication. Of course, communication comes in many different styles as well. And, in the last decade, technology has facilitated countless new channels of communication – emails, texts, DM’s, and more.

Volunteers expect you to uphold timely, informative communication.

No one likes to feel in the dark or out of the loop, so keep your volunteers informed! Volunteers need to know what to expect, what to prepare for, and what to deliver on at every step in their volunteer journey – at least in the beginning. Offer guidance to your volunteers at every stage, and they’ll feel safe and confident in their new role in the organization.

Make sure you use the appropriate communication channels, too.

As technology has woven itself into our social fabric, we’ve all adopted certain assumptions and expectations of various digital communication channels. For volunteer coordinators, here are some quick guidelines…

Email: Unless you observe push-back from younger volunteers (Millennials and Gen Z), use email communication as much as possible. This establishes a professional tone. An extra handy tip – in VolunteerLocal, you can automate confirmation emails, schedule reminder emails, and send broadcast emails to volunteers in an entire event, or even a specific shift in the event. Of course, attach documents, links, or pictures if you like, too!

Phone Calls: This is a great way to touch base with your volunteers, especially with new updates/news. There are some things to be aware of though!

  • The younger the volunteer base, the less comfortable they often are with phone calls (especially from unknown numbers). The older the volunteer base, the more comfortable they are with a phone call.
  • You may hope that the phone call is brief, but some folks like to chat! Make sure you keep track of the time so you don’t suddenly find yourself an hour behind schedule.
  • A phone call is not a written record. Sometimes it’s helpful to have important information in writing so it may be reviewed later.

Text: Considering that text messages are widely accepted as an informal mode of communication, remember to keep your texts professional. Texts might be helpful for sudden updates/announcements. Another handy tip – VolunteerLocal also allows you to send texts to volunteers, without leaving the platform. Sudden thunderstorm? Tell your volunteers to seek shelter, stat!

Although you may want to give your communication style and channels some thought in the beginning, it usually becomes very natural once you’ve established a system for communicating with your volunteers. Your volunteers will sincerely appreciate the effort, too. With consistent, informative communication, they’ll be well prepared and ready to volunteer! Remember, VolunteerLocal has a whole tool belt to help you pull this off. Never leave a volunteer hanging – jump in with immediate, scheduled, or automatic emails and texts, whenever you need.

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