If you want to design meaningful rewards for your volunteers, a good starting point is to look at the reasons they volunteered in the first place. What did they hope to get? How can you help meet those needs and expectations? Some common motivations for volunteering are:
(List adapted from The Volunteer Recruitment Book, by Susan J. Ellis; available from the Points of Light Foundation, 800/272-8306. Copied with permission from The Volunteer Monitor, Spring 1996.)
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This plan was developed by Sandy Fisher, Director of the Florida Lakewatch program, to keep volunteer monitors involved and motivated. Some of the action items are specific to her program, but the general ideas can be tailored to fit your group's specific dynamics.
Improve feedback:
1. Hold more meetings - at least one general meeting in each Lakewatch county per year. These meetings will:
- give volunteers a sense of connection to a group
- offer opportunities for Lakewatch staff to deal firsthand with volunteers' questions and concerns
2. Speed turnaround time between data collection and feedback; improve data report format.
3. Produce a variety of types of feedback (videos, brochures, in-person presentations); produce newsletters at least twice a year.
4. Hire regional coordinators to maintain closer touch with volunteers.
Improve screening
1. Enroll new volunteers selectively, with long-term commitment as the primary criteria.
2. Develop an initial interview that will:
- emphasize the benefits of having a long-term database
- caution volunteers not to expect data alone to solve any particular problem
- warn volunteers about possible delays in receiving feedback
- identify and weed out potential volunteers who have goals different from the program's.
Add new challenges
1. Offer veteran volunteers training in monitoring additional parameters, such as bacteria levels, bird populations, or aquatic plant levels
2. Use experienced volunteers as trainers
3. Involve all volunteers in fundraising and recruiting
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