Spirit does not need to be 'brought into' an organization. Spirit already lies within virtually every employee [volunteer]. It is waiting to be released and provided with a hospitable and nurturing environment - policies, structures and systems, behaviors, norms, and habits to support what people prefer: a place to work that feeds their spirit and produces a fine and worthy product or service.
Marie Morgan
I have often replied in response to the question, "How do we motivate volunteers?" that we don't motivate volunteers. Each person, each volunteer, brings their motivation with them and our job, as managers of volunteers, is to identify, understand and nurture that personal motivation. Recognitions systems are often created to help recognize volunteer efforts and nurture motivation. But like all systems, perhaps it is time to review our recognition programs to be certain they are doing what we want.
Recently a young friend shared that during an interview for a volunteer position there was a lengthy discussion about the annual volunteer recognition event and the annual awarding of service pins. Surprisingly, this conversation had turned her off and she was convinced this organization was not for her, because the recognition system revealed an emphasis on longevity with the organization. She commented to me: "I'm not sure I can make that kind of long term commitment at this point in my life and career. I think I need something with a bit more flexibility." The recognition system became a disincentive for this potential volunteer.
Many organizations over the years gradually fall into the pattern of recognizing longevity. They have volunteers that stay with them over the years and they looks for new/different ways to recognize their ongoing commitment and loyalty.
Today's new volunteers are not always impressed with the "tenure" pins. A large segment of contemporary volunteers are looking for episodic, short term, time specific volunteer assignments. They are seeking way to fit volunteerism into an already busy work/family schedule. The last thing many of these new volunteers are interested in is a recognition system that focuses on length of service.
Workplace trends indicate there are growing numbers of workers (and volunteers) who are not content with the once a year review and the annual pay increase (or volunteer recognition event). They are looking for task/project specific feedback and personal recognition. In many cases, money is not an incentive. The incentive is immediate recognition for a job well done.
Nonprofit and for profit companies are finding that recognition and appreciation needs to be part of the overall atmosphere of the organization. They are searching for ways to create and nurture the spirit of all employees, paid and unpaid, by creating an ongoing atmosphere that fosters respect, appreciation and teamwork. Volunteer managers have traditionally been skilled at recognizing and rewarding volunteers. But, what if we worked instead to create systems that promote an organizational spirit that recognizes the contributions of everyone, paid and non-paid staff. Wouldn't volunteers like working in an organization that values everyone? And wouldn't paid staff like being acknowledged and appreciated for their work? If we want to create a true sense of teamwork, then every member of the team needs to be recognized for his or her contributions, regardless of pay status.
Following are examples of things that can be done to recognize volunteers and also create the spirit of teamwork within your organization.
Add a photo to your memos and notes to personalize them. Create a workspace in a lunchroom or a meeting space with poster board, markers, glitter and assorted craft items, and invite staff members to create personalized photo frames for the volunteers they work with. Have volunteers create frames for paid staff they work with. Create a wall of photos of paid and unpaid staff. Send a photo of new staff (volunteers and paid employees) via email to everyone, with a nice profile that includes information about hobbies, pets, etc. Create an electronic web page with photos and profiles. A digital camera can make this an easy process.
Put stickers on notes, letters, envelopes, even telephones. They are an inexpensive way to make people smile, and everyone loves being told "good job." Create stickers that have little facts about the organization, or that state the mission, vision or values. Create return address labels that staff can use for personal correspondence that indicates they are a gold star volunteer or a valued member of the organization. Give volunteers personalized business cards. Address labels and business cards are nice personal touches and also help to create ambassadors for your program.
Take volunteers to lunch or breakfast. Better yet, arrange for various staff members to take them to breakfast or lunch. It's nice to spend some personal time with them that can be fit around their day. Send a gift certificate for lunch or dinner on you. Coupons for fast food, pizza, ice cream or a movie are nice surprises that can be tucked into a personal note of thanks for the person that goes the extra mile. All staff (paid and unpaid) enjoys these personal touches.
Have a family day event so that volunteers can share their work and worksite with members of their family. Give out sparkly pencils and pieces of candy. Encourage people to recognize each other, not just management recognizing employees and volunteers. Set up "prize buckets" for instantaneous recognition. When someone is seen enacting an agency belief / value, a peer (paid or unpaid) can grab a "prize" and hand it to them on the spot. The prize buckets should change contents every month. Spontaneous treats like a candy bar or ice cream bars for all or coffee and donuts are a nice surprise and a special way to say "thank you" to everyone. Create theme days, such as hot dog day, green day, bubble gum day, baby picture day, or stripes day. Give away "You are Loved" pins on Valentines Day. Have green colored popcorn on St. Patrick's Day. Have baby picture contests to match adults with his or her childhood picture.
Try something new and creative. Have one group of volunteers call other volunteers to thank them for their contributions. Ask volunteers to thank the employees they work with for the work they do. Make sure everyone know the mission and vision of the organization and connect their work to that mission.
Rewards and recognitions, to be truly meaningful, should be given to the individual in a way that says, 'YOU are special.' Keep an 'R and R' file with a list of each volunteers interests and hobbies. Then USE this when planning a thank you just for them!
(Glanz, 1996, p. 85)
Help make your organization a workplace that honors, recognizes and rewards the efforts of everyone. Paid staff as well as volunteers love a morale booster and a pat on the back. Don't limit your affirmations to volunteers. Seek ways to foster teamwork and spirit among paid and unpaid staff.
Imagine a place of work where employees put the needs of others first and where respect for one another abounds; where caring and appreciation permeate the atmosphere; where there is open communication and where creativity is rampant; where there is laughter and where people are committed to making a difference through their interactions and their very important work; and where there is excitement and enthusiasm even in daily tasks.
(Glanz, 1966, p. 206)
This is the type of workplace that attracts volunteers. So if you want to expand and retain your volunteer resources create a workplace that value and recognizes all contributions, big or small, paid or unpaid.
References:
Glanz, D. (1996). Care packages for the workplace. McGraw Hill: New York.