“Changing the oil don’t fix the broken fuel pump…”

I am always amused when I see someone attempting a repair without ever addressing the underlying cause or condition. My favorite is the suggestion to change your motor oil as a fix to nearly every car problem. Will changing the oil help?  Well kinda, but only if all of the core systems are in functioning order. Changing the oil will have no impact on the fuel, air, spark, or compression which are the requirements for a running engine. Solving volunteer challenges also requires that core systems be functioning smoothly so there is a solid platform for continual improvement.

So when it comes to creating a culture of volunteer satisfaction and retention it is vitally important that we ensure that  core realities are already in place. So here are my four key expectations that every volunteer leader must already have in place before attempting to apply any of the strategies and approaches: Excellence, Mission, Appreciation, and Invitation. Every volunteer already expects these and without them failure is imminent.

Excellence. Your ministry environment must be marked by excellence. If your world is subpar then your volunteers will feel that and be attracted to areas, leaders, or programs that are marked by excellence. Retention pursuits will never work with the “your group is in the basement behind the boiler” mentalities. Our strategies are not nearly powerful enough to overcome  the impact of a lazy, absent, or passive leader.

“If you have an excellence problem, you will have a volunteer problem.”

Mission. Prior to ever working on creating a great culture of volunteerism you must have a foundation of meaning that is worthy of someones valuable time and energy. Failing to have a compelling mission and vision will surely sabotage any ability to experience volunteer satisfaction and retention.

“Nobody invites their friends to go places they hate to go.”

Appreciation. All of our trainings are built upon the assumption that long ago you realized the utmost importance of laviously expressing gratitude to your volunteers. The volunteer leader who must be convinced of the need to express appreciation is light years away from ever experiencing the gift of retention.

“Failure to appreciate reveals an attitude of superiority and pride.”

Invitation. The number one myth that we observe in volunteer management is the assumption that volunteers volunteer. Volunteers do not volunteer, they respond to an invitation to volunteer. The quality leader of volunteers is gifted at sharing a vision and inviting others to join them in accomplishing this incredible mission.

“If what you are doing is hidden, people won’t know you need volunteers.”

If your leadership is marked by excellence, mission, appreciation, and invitation then you have an exciting volunteer platform from which to build a culture of satisfaction and retention.