The association is a volunteer organization. The association that maximizes the use of volunteers will be more successful in accomplishing its mission. Volunteers bring to the associational organization many skills, interest, and talents that will help it accomplish its mission.

People are motivated to volunteer for various reasons. While some are looking for power or position, or to socialize and to be with people, most people will volunteer because they want to use their talents and abilities in a ministry position. Others will volunteer because they are responding to a call from God to a particular ministry.  It is wise to use good recruiting methods to enlist the right people for the right position.

There are five major components for an effective volunteer program.  Together they will ensure that the association’s purpose in making use of volunteers will be a good experience.

Volunteers need to know what they will be doing. A job description must be developed.  A job description for every position or role assures that the aspects of each role has been carefully considered and planned.  It is very useful tool during the enlistment and interview process for the person who does the enlisting as well as the prospective volunteer. A good job description will answer many questions that the volunteer may have, and will serve as a standard guideline for those who are doing the recruiting and supervision.  It also can be used as a guide for orientation and training purposes.

Have a planned, deliberate method in place for enlisting volunteers. This will insure that the association has a constant supply of new ideas, and will keep the association alive and vibrant as new people are coming on board with new enthusiasm and energy.  Enlistment plans should be in place at least a year in advance in order to ensure that volunteer vacancies are filled.

Personal contact is the ideal method of enlisting volunteers. Most people do not volunteer simply because they have not been asked.  A personal visit, or a phone call followed by a personal visit, is more motivating than an advertisement in a bulletin, newsletter, or public announcement.  However, volunteer needs can be placed in associational and church newsletters and bulletins.  They will make people aware of the needs and opportunities, and a few people will volunteer as a result.  Whatever method that is used, remember, about 80% of potential volunteers do not volunteer because they are not asked.

Orientation and training is a must. After the volunteer is enlisted, he or she will need to know how to do the work, and will need to know about the associational structure and organization.  Volunteers need an initial orientation that provides a basic knowledge of the association’s mission, structure, policies and procedures, and activities.

Beyond the orientation, volunteers need further training in skills related to the position that is being filled.  Both the orientation and training of volunteers are necessary to build and maintain confidence and ability.

Volunteer Recognition is important. What happens when a volunteer works hard, gets results, but nobody notices?  Soon, the volunteer will question whether he or she is  making a difference. There are many ways of recognizing the work of volunteers.  These include: a  warm smile; a “Thank you;’’ a volunteer of the month article in the associational news letter or web page; an annual volunteers’ banquet; recognition given at the Associational Annual Meeting. Asking a volunteer for advice and guidance is a more subtle approach and is often a more motivating vote of confidence that will spur the volunteer on to greater achievement.

When is it time for a volunteer to move on? There are usually two indicators.

1.  The volunteer shows dissatisfaction. Sometimes the signs of volunteer dissatisfaction are not always evident.  The associational missionary or the volunteer’s supervisor should be aware of indicators that signal the volunteer’s dissatisfaction. These are often seen in poor behavior or attitude, not attending staff meetings, or other necessary meetings, and a habit of not fulfilling obligations.  

2.  The volunteer’s actions are having a negative effect upon the association’s mission and upon the ministry that is being performed. When this happens, there is no easy answer.  In any event, the problem must be dealt with before the association’s ministry crumbles and more volunteers are lost.

Accomplishing the mission of the association will be enhanced by enlisting, training and using volunteers.  A good volunteer organization will help the association empower its churches to reach out and minister to their communities.