Adapt Your Volunteer Program

Set up clear orientation processes:

• Be ready – Once volunteers arrive, don't keep them waiting.
• Make volunteers feel welcome – When you first meet your volunteers, offer a tour of the office or event area, make coffee or water available and don't hold back your enthusiasm.
• Introduce volunteers to other staff members – Avoid any potential tension between volunteers and staff positions by being clear about roles and responsibilities.
• Set expectations – Be clear with your volunteers about what is expected of them. Tell them what you need accomplished and act as a resource should they have questions or concerns.
• Provide enough training – Take time to give them the tools they need to do their volunteer work, including clear guidelines.

• Design episodic volunteer opportunities – Offer flexible schedules, where possible.
• Make it easy for them – Offer parking permits, bus fare, and schedules that don't conflict with commuter traffic or meal times.

• Thank them – Congratulate your volunteers on a job well done. Do it often.
• Check in – Periodically ask them how comfortable they are with their level of duties.
• Recognize volunteers who show greater interest by promoting them to positions of greater responsibility.
• Make it a rewarding experience – Let people know they're important. Offer perks such as lunch on a long day, or host volunteer appreciation activities.
• Find out what recognition means to your volunteers – not everyone feels recognized in the same way.

• Actions speak volumes – Be the professional, well-run organization they believe you to be.
• Remember that for baby boomers, feeling purposeful is key – The more engaged they are, the more likely they are to continue volunteering.
• Respect their commitment to your cause – Treat them as partners, not subordinates.