Without volunteers, churches would never be able to fulfil God’s mission in their communities. Serving is critical for growth for both the givers and receivers that results from service.
Skilled volunteers can be some of the most difficult to recruit. Graphic designers, developers and such, can be as scarce as they are needed. Why you don’t have the volunteers you need is not a mystery or a difficult challenge to address.
Besides general scarcity, there are other reasons you might not have the skilled volunteers you need.
1) Never Asked
This is one of the most obvious and overlooked reasons. A lot of people tend to wait for an invitation to give of their talents and time. Be brave, make the ask.
If the skilled individuals are not willing to commit for the long term, how about involving them in short term projects? You will not know unless you ask.
The worst anyone can say is, “no”. In any case it doesn’t take anything away from you because they are not engaged anyway. Ask.
2) Lack Of Willingness to Upskill or Train
Sometimes the people you need exist, they just don’t have the skills yet. A strategy to build a volunteer base with the skills you need may just be to upskill. It may not have immediate results, but it is a worthwhile medium to long-term investment.
Your challenge as a leader and recruiter is to identify the unskilled who have the aptitude but not the skill. It will be worthwhile to think and act over a longer term. If you can’t find them, create them.
3) Not Clear
Another reason you might not have volunteers is that there is no clarity on expectations. People don’t know what you expect of them.
What will demands on their time and other resources?
Be clear on what you want your volunteers to do. When you know there’s a need but don’t know everything it will take to meet it, let them know.
Also, is it clear how to sign up and get involved? Make sure you’re clear on how people can get involved if they’re interested.
4) Yawn!
Volunteers want to know that despite difficulty in assignments they’re going to have fun. You have to be creative for those you have currently serving. They tend to become the best recruiters when they enjoy what they do.
To what extent do you make volunteering fun?
Find ways to show that you fun. For example, make a promo pulling the curtain back, showing how enjoyable what you do can be. Make your work fun.
5) No Challenge
Most skilled people want challenge. A lot of them search for ‘safe’ environments to explore and experiment. The church is easily one of the best places to exercise creativity.
Creative people want to be stretched. Find ways to not only challenge but also inspire them to build things they never have. Challenge them to find fresh solutions. Allow them to colour outside the lines.
Don’t be overly prescriptive; create room for exploration. You will be pleasantly surprised.
Question:
What would you add to this list? What are some of the ways you’ve used to engage more skilled or specialised volunteers?
[via bossfight.co]
Jeremy Smith says
I love your first point and would love for you to expound upon that more. I think that some churches have a general expectation that “we ask on a powerpoint slide and in the bulletin so that’s enough.” Further, I think churches don’t want to overwhelm their congregation or be seen as pushy. How does that factor into “just ask?”
Blessing Mpofu says
Glad you pointed that out. Think of the powerpoint and bulletin as a “shot gun” approach. Another way which I think is key to complimenting ask on those platforms is a more focused one. For instance, asking potential volunteers directly or in person. Perhaps setting up a coffee to make the ask. Using the church database to identify potential volunteers. Also, asking via small group leaders or in small groups may prove effective. Most people usually respond positively when asked personally. Connect with your congregants.
On coming across as pushy: to avoid this be careful how you communicate. A matter of crafting your message or communication. For instance, highlight the privilege and potential impact people can make if they got involved. Don’t take them on a guilt trip… The churches who make the asks are better off than the ones who don’t. Another way to ask people without asking or being pushy is sharing stories of volunteers who’re already involved. Let them say to the church why they volunteer and what they get out of it.
(I think this warrants a complimenting / follow up post — stay tuned)
Sarah B says
I’ve seen a pretty drastic drop off in volunteers with a certain ministry I’ve worked in for 3+ years over the last 6 months because the time commitment slowly increased. The leaders never addressed this or why it was happening, just sent out an email saying show up earlier. It has gone from a 2 hour commitment every week to an almost 4 hour. So now when I try to get my friends to come help they look at my like I’m crazy to ask them to give up 4 hours on a Sunday night. And our long time volunteers are burnt out which I’m sure isn’t appealing to new volunteers. Ugh.
Blessing Mpofu says
that is sad. i guess that’s another reason why potential volunteers may not consider volunteering: how present volunteers are managed. It is always worth honest (sometimes uncomfortable) conversations with volunteer leaders. speaking to leaders might be wise and perhaps encouraging those who are stepping down to have a conversation with leaders. after all, everyone is on the same team: the mission of God wins 😉
Eric Dye says
This was solid. Great points Blessing!
Blessing Mpofu says
glad some found it helpful 🙂
Beth Rickert says
To the section on clarity, I would add the following elements: 1) Connect to the Vision — some people don’t volunteer their talents because they don’t see the strategic value of their service. If you can append a “so that” clause onto your job description, and explain why their role is vital to the overall objectives of your organization, it will add a motivational kick/ 2) Map the Accountability — State who the leaders are and define their role in supporting, and bearing responsibility for, the outcome. Beginners are uneasy about stepping into a situation where there is a risk of failure or blame. If you make it clear that the leaders do that heavy lifting, your newbies will find it easier to jump in. 3) Acknowledge the Non-Routine Aspects — Volunteers tend to quit when they’re blindsided by added task assignments that come their way unexpectedly. If you know that certain variables sometimes enter the picture, it’s best to note them up front with a “From time to time…” statement, such as, “From time to time, you may also be asked to move tables and chairs, bring items to and from the storage closet, or set up in other ways to prepare the facility for the next day’s activities.” Stating these things up front vaccinates against resentment and promotes a collaborative atmosphere. I have written a blog post about this that might be helpful, Find it here: http://remarkablemessaging.blogspot.com/2012/05/friday-fundamentals-how-to-describe-job.html
Blessing Mpofu says
Hey Beth; this is spot on! What you’ve highlighted also means a conversation (sometimes ongoing) with (potential) volunteers. It also means anticipating some needs and drawing from past experiences of the known. a very helpful list. thanks for adding value!