Comment pouvez-vous identifier les domaines où vous avez besoin de bénévoles dans votre organisme à but non lucratif ?

Too often volunteers; most all of which are giving of themselves with good intentions, get a bad rap for not doing much. If your volunteer core is weak that’s our fault… we recruited them! We must assign them with a meaningful task that they are excited about and compliments their skills and knowledge. The best way to position your volunteer for success is to align their deliverables with your needs, particularly this is a tremendous opportunity to marry expertise to a skills or experience gap and work with your volunteers individually rather than with a broad stroke. You will quickly realize a tremendous value added to your institution. My best volunteer experience has been when the volunteer in fact becomes my mentor

Best way to find out is to ask bottom-up your employees. They are the ones that have to interact with the volunteers later. If they feel left out or even replaced, your organization will face high coordination costs and low impact results. Second, define areas where volunteers can develop and create their own space and services. The best recruitment for new volunteers are the existing volunteers!

Start with your strategic plan - this is the guiding document or road map for the organization. What are your priorities and who is responsible? Ask them what type of help is needed, how much help is needed and when the help is needed. This is creates the buy-in needed to welcome, train and engage the volunteers you hope to bring on board. Now the fun part starts recruitment!

To identify areas of need for volunteers in your nonprofit, consider conducting surveys or assessments to gauge current workload and potential gaps. Engage with existing volunteers and staff to gather insights on areas requiring additional support. Analyze your organization's goals and projects to identify where extra hands would be beneficial. Regularly reassess and communicate openly with your team to adapt to evolving needs.

In addition to insights from Linkedin, the need for volunteers in a non-profit involves a blend of introspection, evaluation, and external input: • Internal/External Assessment - Review your program to identify core activity areas where volunteers can contribute effectively. • Conduct needs assessments to identify gaps in areas where the nonprofit could expand its reach, providing opportunities for volunteerism based on the skills volunteers are increasingly offering.

Volunteers want and need to know exactly what they will be doing at the organization as a volunteer. One thing I’ve learned that volunteers will loose interest if there is a clear vision or objective of what is needed. Be sure to explain what the mission and vision of the organization and the specific project so they can be onboard for what is needed and understand the assignment.

Set goals and expectations with written volunteer SOP’s and training documents. Volunteers are much more likely to sign up if they know what to expect upon arrival. Even details like where to check in and where to store their bags help prepare them to get the work done. With that in mind, don’t be afraid to expect big things from your volunteers. There is a mindset of apologizing to volunteers because we may feel bad that they aren’t being paid for their service. From my experience, volunteers want responsibility and to see the impact of their work. While you shouldn’t ask them to perform work that a paid employee does, don’t shy away from assigning them tasks that move the needle, and then show them the impact of their work.

Nonprofits can identify goals through a strategic planning process. Start by assessing your organization's mission and vision, and then outline specific, measurable, achievable, relevant, and time-bound (SMART) objectives. Engage stakeholders, including staff, volunteers, and beneficiaries, to gather diverse perspectives. Consider conducting a SWOT analysis (Strengths, Weaknesses, Opportunities, Threats) to identify internal and external factors affecting your nonprofit. Set realistic short-term and long-term goals aligned with your mission, and regularly review and update them to stay responsive to changing circumstances.

In my extensive experience leading non-profit organizations, a key expectation for volunteers is that they embody authentic ambassadors of the cause and organization beyond their roles. Encouraging volunteers to champion the cause in their personal and professional lives outside the organization fosters a ripple effect, expanding the reach and impact of our mission. This approach transforms volunteers into advocates, amplifying the organization's message and creating a more profound connection with the community.

Review organization's goals and objectives: Example: If your non-profit aims to expand outreach efforts, you may need volunteers to help with community outreach activities such as organizing events or distributing promotional materials.

Identifying ideal volunteers is a big task. At our organization we have partnered with local universities and made opportunities available for their students. For example, we needed extra help with our Domestic Violence program legal department, we then partnered with the local law school and their students were great fit for our legal department's needs. We matched their skills with our program needs and everyone had benefited from this volunteer experience.

Analyze skills and expertise of existing volunteers: Example: If you have volunteers with graphic design skills, you may identify a need for their expertise in creating marketing materials or designing promotional materials for fundraising events

While identifying ideal volunteers, don’t overlook the potential for non-traditional roles. These could include remote volunteers, skills-based volunteers, or volunteers with unconventional backgrounds. By broadening your perspective on who can contribute, you may discover untapped talent and resources that can greatly benefit your nonprofit.

Cada organización no gubernamental o sin fines de lucro tiene unas metas fijadas y acorde con esas metas está el requerimiento de personas, en ese sentido, es necesario diseñar un perfil ajustado a lo que se busca. De acuerdo a los objetivos se puede considerar cuáles son los perfiles idóneos para llevar a cabo esas actividades que logren cumplir con el objetivo.

Clearly outline the key stages of the volunteer journey, from initial interest to ongoing engagement. Common stages include recruitment, orientation, training, active service, and recognition.

Auch Freiwilligen sollte die Möglichkeit gegeben werden sich konkret mit Meinungen und Expertisen in Entwicklungsprozesse einzubringen. Dies generiert eine Win-Win-Situation auf besonderer Ebene. Zusätzlicher wertvoller Input und Perspektiven für Entwicklungsprozesse und Wertschätzung, die den Identifikationgrad erhöht.

Drawing from over 17 years of leadership in non-profit organizations, I've found that maintaining volunteers' enthusiasm is paramount to retention. While incentives like custom cause-themed merchandise—such as T-shirts, water bottles, or backpacks—can add a delightful touch, it's crucial to emphasize that these alone won't suffice. Motivation stems from a deeper connection. Nevertheless, it's noteworthy that globally recognized non-profits often utilize merchandise strategically to add that extra sparkle to volunteers' eyes. Integrating thoughtful incentives enhances their experience, fostering a sense of belonging and commitment to the organization's mission.

Todo voluntariado debe tener una hoja de ruta, además de saber para dónde vamos, también es necesario saber cómo haremos el camino para lograrlo. Cuando además, se conoce a los tipos de voluntarios que se requieren, el capital humano necesario para cumplir las metas, es importante capacitarlos para que esos logros se ajusten aún más a lo que se requiere. Una parte importante para el logro de los proyectos sociales es el equipo de trabajo humanitario, tan expuesto a situaciones de violencia, de situaciones emocionales diversas. Se hace necesario tomar en cuenta el cuidado al cuidador y generar programas que inviertan en el capital humano para mantenerlo motivado y satisfecho. Muchos líderes de organizaciones aún no lo aceptan.

At that time, I must deliver the vision of the organization to every volunteer. This automatically generates in them what they should expect during volunteering and whether these expectations are appropriate to their personal expectations or not!

Gather feedback from current and past volunteers. Conduct surveys or interviews to understand their experiences at each stage. Identify pain points and areas for improvement. Develop personas representing different types of volunteers. This helps in tailoring the journey to different needs and motivations, enhancing personalization.

Retention strategies are as important as recruitment strategies. As such, garnering input from previous volunteers is also important to ensure that current and future volunteers are retained.

Regularly monitor and update the volunteer journey map. As your organization evolves, so might the volunteer experience. Stay responsive to feedback and changing needs. Acknowledge and celebrate volunteer milestones. Recognition plays a crucial role in volunteer satisfaction and retention.Leverage technology to streamline processes and enhance communication. Online platforms or volunteer management systems can simplify application, scheduling, and tracking.

When I recruit volunteers, I start by asking them what they would like to do instead of presenting them with pre-determined options. I ask them what a successful volunteer experience looks and feels like. Most will respond they've never been asked that, or they've never thought about that. I've had great success working with volunteers, sometimes hundreds at a time. In a way, that philosophy follows Stephen Covey's guidance to "seek first to understand, then to be understood." Putting people in the right positions and giving them a positive volunteer experience develops loyal volunteers.

In my experience in Tokyo and San Francisco: Motivating NPO/NGO volunteers can involve implementing a system of rewards, enhancing professional visibility, providing recommendation letters, and offering opportunities to transition from volunteer/intern roles to staff positions, creating a mutually beneficial arrangement outside a straight remunerative propositions.

One aspect that could be highlighted is the importance of leveraging community partnerships. Collaborating with local businesses, schools, faith-based organizations, or other nonprofits can provide access to a wider pool of volunteers and resources. Additionally, these partnerships can foster a sense of community engagement and support, benefiting both the nonprofit and the broader community.