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What can we doto attract today’svolunteers?• Create a volunteer culture.Consider these questions:Is our church open andinviting to volunteers? Whatdo people say and thinkabout helping out at ourchurch? Is there a clear pathfor people to take to volunteer? Does everyonein the church know how to get involved? (Forideas, see what Jeff and Beth Jones had to say—page 7. )• Improve recruiting skills. Aim to put theright people into the position that fits them.This requires advance planning and a selectiveapplication process. How we recruit willdetermine who responds. Ask:* What does the “ideal” volunteer look likefor this position?* Where do we find the right people? Whatpublicity vehicles reach them?* What message would motivate the rightpeople to volunteer?• Remember, personal invitations work best.People will more readily say yes to helpingif they are asked personally than if they aresimply seeing a general public announcement.The number one reason people give for notvolunteering is that no one asked them. (Peopledon’t consider a general appeal to be a requestfor help from them personally.) Encourage yourpresent workers to sell their friends on the ideaof volunteering.Volunteers want to spend their timedoing things that are meaningful andshow a tangible outcome. . . . Theywant to make a difference, not doendless work with invisible results.Make volunteer jobs attractive√ Constantly emphasize what each position means to the vision as awhole.√ Cut the time commitment down into manageable increments—in otherwords, consider task sharing. (For ideas, see what Matt Beemer had to say—page 8. )√ Give them an opportunity to try out an area of ministry before committing.(For a great way to do this, check out Steve and Mamie Ogle’s contribution inthe Alumni Blog section—page 11.)√ Define the result or goal from the beginning, so everyone will know whenit has been achieved.√ Make sure the work is meaningful, challenging, appreciated, and utilizingevery volunteer’s specific gifts.√ Important: Adjust positions to fit the needs and interests of the volunteer,rather than offering the job in the same format just because “we’ve alwaysdone it this way.”√ List the benefits. In your publicity, focus on what people can expect to gainfrom volunteering. Identify and advertise the potential benefits, whichcan include learning new skills, improving employment opportunities,exploring strengths, helping a cause, making contacts, meeting people,and making a difference.MORE TIPSfor reeling in volunteers• Be prepared. The worst thing we can do isrecruit volunteers and not be ready to usethem when they show up to help. We musthave the workplace ready, the tools in place,and a specific, meaningful job for them to do with clear instructions for doingit and with results they can see and feel good about.• Have a strong infrastructure. How do we supervise and support ourvolunteers? How do we recognize their efforts? How do we manage theirperformance? Every volunteer should know:* Who is responsible for what.* Who everyone reports to.* What is inside and outside of the position’s description.• Keep the vision alive. Remember, the church doesn’t exist to give volunteersa place to work. It exists to fulfill a mission. Make sure all your volunteers knowit and understand their part in fulfilling it.• Take aim at older folks. Involve seniors as volunteers. They have more time,skills, and wisdom than many younger people, and they may be looking toadd meaning to their lives.r h e m a . o r g | 1 7