Book Bites December: The Volunteer Shelf Life: A No Fault Look at Volunteer Retention and the Reasons Volunteers Leave

This Month's Selection:

The Volunteer Shelf Life: A No Fault Look at Volunteer Retention and the Reasons Volunteers Leave
By Meridian Swift

Why This Book:

If you lead volunteers in any way, this book is vital because it will affirm you as a leader of volunteers and remind you, that even if you do everything right, volunteers will still leave your program; and that is ok. It is 121 pages, a very easy read and chock full of a variety of examples and stories of situations that will make you laugh, cry, gasp and celebrate. In the end, you will walk away feeling empowered and reminded of exactly why you stay in this profession.

You Should Read This Book If:

· You lead volunteers full-time or part time

· You feel like you can’t keep volunteers around

· You want to improve volunteer retention

· You need a little inspiration

· You need to connect with someone who understands you as a leader of volunteers

Chapter 1: Can We Retain Volunteers Forever?

The book opens with the cold-water-in-the-face reality check that leading volunteers isn’t for the faint. It is a difficult and complex, yet exponentially rewarding job, career, profession, dare I say, calling.

What I love about this chapter is it deals with the unrealistic expectation that we have been sold; that it is our responsibility to keep the organization’s volunteers around…. forever. She starts the book by shedding light on practices that unknowingly set us up for failure, grounding us in reality and then builds upon it.

Chapter 2: Are You Leaving Already?

This chapter reminds us that, sometimes, even if you do everything right, volunteers may leave because of circumstances in their lives. It is another reminder of why we show appreciation and gratitude to our volunteers and don’t take them for granted. She shares examples of several dedicated volunteers who left their volunteering roles at several organization, all due to life-changing situations. She ushers us a choice: We can wallow in the fact that we lost really great volunteers, or understand that everything is a season and choose to be happy that volunteering with the organization was a part of fulfilling part of their lives for a season. The choice is ours.

Chapter 3: What Did You Do With the Volunteer We Knew?

This chapter cautions about crossing the fine line between supervisor and friend, manager and counselor. We often find ourselves becoming close to volunteers, so she challenges us with the question, is it appropriate to invite volunteers into our inner circle… ie to our home, or hang out after work? She cautions about overstepping boundaries, which can be difficult when we see they are being mistreated  or taken advantage of in their personal lives.

We want to help, but should we? She reminds us that volunteers come to us for a reason and that reason should be the continuing motivating factor. Period. Lastly, she discusses the heartbreaking reality of aging volunteers and how to address the situation. It is difficult, but it has to be done for best interest for everyone involved.

Chapter 4: Maybe You Shouldn’t Be Here Anymore

I must admit I perked up when I saw the title of this chapter and this sentence made me laugh out loud in solidarity. (in regards to longstanding volunteers (20+years), “Fixtures have a certain mystique about them, an untouchable aura that keeps criticism at bay. If volunteers have lasted that long, the theory goes, they must be good. They are seasoned, they are knowledgeable."

Oh, how true. Just because a volunteer has a long tenure, doesn’t mean they are accurately informed or doing what is best for the organization. It may very well be that no one has had the guts to address the behavior. She gives examples of why it is vital to do so, and what happens if it doesn’t happen. She also gives advice on how to handle a volunteer that should no longer be a part of the organization, but isn’t for several reasons…most typically due to internal politics.

Chapter 5: So Many Reasons, Aren’t There?

Reading this chapter is like breathing. It was written by someone who gets us. She gives great suggestions on how to really explain volunteer engagement to those outside our field using analogies. She reminds us of the importance of advocating for our volunteers because volunteer engagement is the job of everyone in the organization, not just the volunteer manager. One of the most powerful quotes in this book is “Volunteers are smart enough to know when the volunteer department is the only source of thanks and praise.”

Chapter 6: Can It Get More Complicated?

In this chapter, the author explains “magical thinking;” those preconceived ideas that are untrue such as there are hundreds of volunteers just sitting around waiting to be called upon to help. Another one is when all else fails and you can’t find someone else to do it, ask for a volunteer; I mean they are all retired and don’t have anything better to do right? Lastly, she addresses the elephant in the room; when organizations make sweeping changes they don’t take into consideration the effect it has on the volunteers too.

I love the analogy she uses that sometimes volunteer requests are “akin to putting in quarter in a gumball machine.” She eloquently describes the complex process of matching the skills of volunteers available that suits the need to be filled. She gives tips on how to educate staff on the volunteer request process so that it is smooth and efficient for everyone involved. She points out that the people paid to do so are not the only ones who should show appreciation and recognition to volunteers in an organization; one thing that can help with this is to invite staff and volunteers to collaborate on projects together. This builds bonds that can be beneficial for the entire organization.

Chapter 7: What are the Right Reasons?

THIS CHAPTER!!!!!! It is the powerful reminder of why we do what we do. She reiterates why it is important to gather with other leaders of volunteers and share stories to laugh and cry together; share those touching moments that remind us why we do what we do. She also reminds us of the importance of not to digitize everything, but as Melissa Carter Rhodes says, be “people led and technology supported.”

This is the perfect chapter to keep around and reread when you are having a difficult day. She explains the difference between compassion and passion fatigue. We have to be passionate about what we do and project it at all times. It ties in with the November Better Impact Webinar: Your Passion for Volunteer Engagement Matters to Everyone She reminds of the importance, however, that as we show compassion, not to create unrealistic expectations for our volunteers either. This chapter was so inspiring and encouraging, I literally highlighted the entirety of page 79. Frankly, it almost brought me to tears.

Chapter 8: You Did What?

This chapter is specifically dedicated to those who lead volunteers on more of a part-time basis and is a part of their overall job description, but their position isn’t strictly volunteer engagement. She cautions to not fail victim to the “too busy to ask for help” syndrome as it can sometimes lead to dire situations including legal battles. It is interesting to note that sometimes, the most dedicated volunteers, without supervision, get into the most trouble because their passion often tends to overstep boundaries. We can never be too busy to pay attention.

This chapter is full of examples of what can happen if we are too busy to pay attention. She offers, if you are busy, think about training up a lead volunteer that can help. Whatever you do, ask for and find help; also, there is no shame in asking for help. She reminds us that “the notion that volunteers must be permanently attached to our organizations has to change with the changing volunteer roles and the changing ways in which volunteers view themselves.”

Chapter 9: Why Do Volunteers Have a Shelf Life?

It is our job to advocate for our volunteers and protect them against becoming marketing tools or donation bait for our organization. Additionally, this chapter reminds us of the importance of speaking up and having influence beyond a seat at the table where sweeping organization decisions are being made that can directly negatively affect our volunteers. These situations will send them running out the door faster than originally intended. It is incumbent upon us to document these instances and address the issue, otherwise our volunteer departments will be forever doomed.

With that said, sometimes, it is just time to go. When was the last time you did something consistently for 10 – 15 years? Most people don’t even stay at paid jobs that long. There can be a flurry of reasons, and sometimes, it has just run its course. As leaders of volunteers, we can offer a plethora of solutions such as changing up their shift, days they volunteer or even the activities. That may work, and it may not. They may still choose to go and we have to be ok with that. Of course, if there are things we can do to improve, we should, but sometimes it has nothing to do with us or the organization. Instead of looking at it like we failed them, we should be thankful for their service. After all, when an employee leaves, we don’t chase them down and beg them to stay. Sometimes, when it’s time to go, it’s time to go.

Chapter 10: So Where Do We Go From Here?

Meridian offers this. “In order to naturally retain volunteers, there are five points to remember.” I have listed the main points below and she goes into a detailed explanation of each.

1. As hard as it may be to hear, start with the end in focus; be prepared for volunteers to leave.
2. Set yourself up to avoid accidents
3. Understand volunteer motivations
4. TREAT THIS AS A PROFESSION! (I added the caps and explanation point because it resonated so much) AL!VE just did a powerful Academy webinar on this exact topic. You can watch it here: This Is A Profession!
5. Try to retain good volunteers

The Last Bite

What a way to end the year. This book was so refreshing and a great reminder of why I do what I do everyday. The reminder that at the end of the day, there are several reasons why volunteers leave is a bit of a relief. We can do all we can, but sometimes, it is just time for their volunteering journey with us to end. Sure, we can fix processes and improve volunteer experience, and in those situations we must. Then, at the end of the day remember that all good things must eventually come to an end, and be ok with that. Just because it ends, doesn’t mean that another amazing volunteer won’t walk through the door or an amazing opportunity presents itself. Sometimes, things have to walk away to create room for more good to come along. I was so inspired by this book, I am going to try to get Meridian on my podcast next year. Wish me luck!

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