Retention

Once any recruit has started volunteering it is very important that they receive ongoing support to ensure they feel comfortable and so they know they are valued and wanted!

Support should start from the beginning and it is a good idea to:

- Try to match potential recruits to roles they feel happy with and one in which they can utilise their skills.  Don’t match a volunteer to the only role you have available, as it may not be suitable for them.

- Let your new volunteer know that they will receive appropriate training for their position, if this is required.

- Make them feel comfortable, not daunted!

In order to make your new volunteer feel comfortable it is very important at this stage to advise them of the ASA, and your clubs, child protection issues/policy.  This is not only for the safety of the children they may have contact with, but also for their own safety!  Every volunteer should be made aware of the following:

- What happens if you suspect a young person is being abused?

- What happens if a young person discloses to you abuse by someone else?

- What happens if you receive an allegation about any adult or about yourself?

Try to provide each new recruit with a point of contact or buddy/mentor.  Someone who can answer their questions and most importantly a friendly face.  Try where possible to use someone who has done the job before, so as to encourage a handover of responsibility.

It is often a good idea for every new recruit to receive a short induction.

- Introduce them to other members of the club and explain what roles they carry out.  Perhaps provide them with contact numbers for members of the club, or a club handbook if available.

- Provide information on and explain emergency procedures, health and safety and child protection.

- Provide them with a copy of their role description.

Make sure they are clear what to do:     

- Any meetings they need to attend, when and where.

- Who they report to?

- Where equipment is kept and how to use it?

Don’t assume that, just because people may have been involved in the organisation for some time, they know how everything works!  It is safer to provide information that people don’t need than to make assumptions about their level of knowledge.

Set standards.  Most volunteers want to do a good job and will appreciate knowing what standards your club/county expects early on, rather than being told they have done something wrong after the event.

It is often a good idea for the club chairperson to spend time with any new recruit, welcoming them to the club and thanking them for their interest and becoming involved!

If your human resource planning has been good you will now have recruited and inducted the correct person for the role that needs doing.  So always give them time to ‘get on with it’.  Yes, continue to support where necessary, but empower all volunteers to take responsibility.  People will operate better if they feel they are trusted, but appreciate knowing that they can ask for help!

Continue to provide feedback.  Let them know how they are getting on and its gives the volunteer a chance to ask any further questions or air any concerns.  Arrange a review date to have such a get together.  Try to find out:

• Are they enjoying themselves?
• Is the role what they expected it to be, if not, why not?
• Would they like to take on anything else?
• Is there any training they would like to get involved in?

Not only should you use this time to praise your volunteers but also help them to improve in any areas where they may be struggling.

Remember many volunteers volunteer because it will ‘look good on their CV’.  That’s fine but make sure their volunteering is a positive experience.

Always have empathy and understanding.  Someone’s voluntary role may only be a small aspect of their life, and sometimes other things may demand more of their time.