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Volunteer Recruitment and Participation
Leadership Training ConferenceSession VII-2
March 4, 2011, Dallas TX
(1:00 – 2:30)
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Objectives
• Why members volunteer / get involved• Understand why members participate and
what might encourage those that don’t currently participate
• Introduce ASME’s recruitment resources• Discuss “a method how to…”• Develop solutions or action plans that may
be used to solve your real membership challenges
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• How Did You Get Involved?
• Survey Data on ASME Members• ASME Recruiting Resources• Create Your Success Story – Group
Exercise
Outline
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Why do People Get Involved?Thomas W. McKee “The New Breed”
(www.volunteerpower.com)Most people respond to three levels of motivation.
• Basic Level: Self-serving drive (WIIFM) - meets personal needs e.g. for business, friendship, belonging or other
• Secondary Level: Relational drive - investing in relationships is one of the strongest stimulators for our inner motivations
• Highest Level: Belief drive - strongest level of commitment - passion for a cause
Why did you get involved in ASME?
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How Did You Get Involved?• How were you personally (5-6 min) recruited?
• With your table (5-10 min)– Summarize with your group the recruiting
stories you have heard– What was it that made the recruiting
successful? (flip chart or your paper)
• Share two unique observations (5 min) with the group
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Decision to Volunteer
1. Another Volunteer2. From the Unit (Section, Division, Affinity Group,
Institute, Committee, etc.)
3. Meeting, Conference, Other Event4. Staff Member Asked5. Call for Volunteers6. My Employer
How ASME Volunteers First Learned About Volunteering:
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Decision to Volunteer
1. I feel it is important to do so2. I can do something for a profession or
cause that is important to me3. Volunteering allows me to gain a new
perspective on things4. I feel compassion toward people in need5. I can explore my own strengths
Top Five Most Important Aspects of Volunteering Among ASME Members:
Top 5 of 15 Possible
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“I would start volunteering now if …”Top five statements of ASME members thathaven’t volunteered in past 12 months:
1. …I knew the volunteer opportunity was meaningful
2. …I knew I had the skills needed to do a good job
3. …the location was easily accessible to me
4. …I could be given short term assignments
5. …I did not lose income as a result
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“I do not currently volunteer because …”Top reasons given by ASME members not currently volunteering:
1. …of not enough info on opportunities.2. …I volunteer elsewhere.3. …they never asked me.4. …I don't know of volunteer activities that
can be done electronically.5. …I don't know of any short-term
assignments. 6. …the location is inconvenient.
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Survey Data on ASME Members Research:
• Decision to Volunteer - an Internet survey deployed Nov-Dec 2007 by American Society of Association Executives (ASAE) (23 orgs - 26,395 responded -725 ASME members)
• What Volunteers Need - Volunteer and Retention Task Force survey, 2002. (A copy is included on your flash drive)
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Why People Volunteer
Findings:• A satisfied volunteer is the best recruiter
– < 20% of people will volunteer on their own– People like to be asked
How could you use this information?
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Why People Volunteer• Best Practices for creating satisfied
volunteers:– Provide opportunities for achievement (manageable,
defined task, necessary resources, backup help, praise for a job well-done)
– Allow volunteers to make discoveries about themselves and others
– Enable social bonding and relationship/community building
– Provide training, feedback and recognition
How could you use this information?
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Generational Differences
• Generations have different priorities, conflicting values and negative stereotypes of each other.
• These differences often lead to generational gaps that result in misunderstanding, miscommunication, conflict and a corresponding loss of productivity
• The result is that morale goes down and the general atmosphere in the organization suffers
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Summary of Key StatisticsGeneration Birth Date
# of People
% of Workforce
Key Information
Key Description
Mature/Traditionalists/WWII
1925-194575 million
5% WealthiestGroup
Loyal
Baby Boomers 1946-196480 million
45% Largest Group
Born in US
Optimistic
Generation X 1965-198446 million
40% Smallest of Four
Generations
Skeptical
Millennials/Generation Y
1985-200576 million
10% Most GlobalizedGeneration
Realistic
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A Word About Millennials
How to Recruit (Court) Them:
– Offer Teamwork– Rely less on job definitions and more on their
project or task– Sell them on the opportunity to meet their
personal goals– Contributions and ideas are evaluated on
merit, not on a person’s years of experience– ASME is a fun, relaxed place to be; we’re not
like a company or like school– Their work will be challenging and meaningful
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All good in
formatio
n,
BUT…
HOWHOW
do I DODO it?
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By talking to people…
FO
RM
amily
ccupation
ecreation
essage
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BUT…BUT…
What is the “Message ??”
What is the “Message ??”
““Have you ever thought Have you ever thought about getting more about getting more
involved with ASME?”involved with ASME?”
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Your Unit Operational Structure Can Help Success
- for example:
Chair Vice Chair Treasurer Secretary
Past Chair
Director 3 Director 2 Director 1
Advisors
Public Relations & Marketing
Industry
Education
Membership
Vo
tin
g M
e mb
ers
Teams…
rather than
individuals
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Implications for ASME Units• What do we do well/what are our strengths?• Where could we improve? • Ideas for effective recruiting/motivating:
– Form a team of satisfied volunteers– List specific tasks, time & skills needed – Ask people personally– Help new volunteers get started
(training/mentoring)– Follow up with new volunteers (how’s it going,
recognition, what else would you like to do? etc)
• Others?
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Create Your Success StoryInstructions:
• Work in groups of 6-8 people.
• Develop practical solutions to the challenge presented that will be of potential help to your unit and can be shared with others.
• Consider the information presented in the workshop & handouts & document key items.
• Use the first 20 minutes to discuss ideas and formulate clear solutions.
• Use 10 minutes to summarize the group experience and list 2-3 take-a-ways to share.
• Group Reports
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ASME Recruiting Resources
Best Practices Webpage:
• leadership volunteer resources best practices
http://volunteer.asme.org/practices/
(scroll down to “Members and Leaders” and check out the Technology and Society Division)
• Contribute your own unit’s best practice!
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ASME Recruiting Resources
Member Recruitment Kit
• Leadership Volunteer Resources Unit Leadership Resource Center (scroll down to ASME Member Recruitment and Retainment Kit)
• Seven steps and sample letters to help Unit Leaders with recruiting and retaining local members
http://volunteer.asme.org/unit/Member_Recruitment_Retainment.cfm
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Volunteer Recruitment References
The New Breed: Understanding & Equipping the 21st Century Volunteer, Jonathan and Thomas McKee, Group Publishing, Loveland, CO, 2008
The New Recruit: What Your Association Needs to Know About X, Y and Z, Sarah Sladek, Expert Publishing, Andover, MN, 2006
The Decision to Volunteer, Beth Gazley and Monica Dignam, ASAE and the Center for Association Leadership, Washington, DC, 2008
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Questions !
