losing volunteersDo you know why you’re losing your volunteers?

Some attrition is normal in every workplace, even when it comes to the volunteer sector. Folks and their families move away. Interests and skillsets change.

Sometimes, the reason why your best people leave is less straightforward. In fact, if there seems to be a steady flow of volunteers in and out of your group, it’s a good idea to find out if there are other, hidden reasons behind the mass exodus from your non-profit.

As you look into why your people are leaving you, it might be surprise for you to learn many volunteers leave because of their relationship with their leaders.

It Comes Down to Leadership

Several months ago, Forbes ran an article by Victor Lipman, the author of the 2015 book, The Type B Manager: Leading Successfully in a Type A World. In the article, Lipman discusses why he chose to title one of the chapters in his book, “People Leave Managers, Not Companies.” Lipman talks about data from Gallup and other polls that show around two-thirds of the workforce is disengaged. He then illustrates how a failure in leadership is often to blame for employee dissatisfaction and high turnover rates.

Lipman’s observation is generally true for both commercial and non-profit associations. If we truly enjoy our work and it’s fulfilling, we’ll usually stick around, unless a co-worker or boss makes our working environment unbearable.

If your organisation has an ever-turning revolving door, take a closer look at how you and your organisation’s leaders interact with your volunteers.

Your volunteers are truly your non-profit’s most valuable asset.

You can connect with your volunteers and improve retention by finding the answers to the following questions.

  • Being able to pair the right people with the right tasks requires insider knowledge about people’s knowledge and talent.  Have you taken the time to get to know your volunteers on a personal level?
  • Most of us feel more loyal to both people and institutions when we feel a personal connection. Do your volunteers know that you are interested in them as people and want to help them succeed?
  • Nearly everyone wants to help, but all of us need some direction and guidance. Do your people know what to expect?  Are their roles and responsibilities defined?
  • If your organisation does have clear guidelines for volunteers, has that been communicated to volunteers? Have you made it easy for volunteers to both get and give information and to stay updated?
  • What steps have you taken steps to improve communication within your organisation? Do your volunteers know who to contact when they have questions or need help with their work?
  • No one enjoys work for the sake of being busy and almost all of us want to feel that what we do is important. Do you provide your volunteers with opportunities to work on projects that are meaningful and that help them to feel good about themselves?
  • Sometimes, life does genuinely get too demanding. Have you made it easy for people to volunteer with your organisation? Have you searched for ways to lighten the load of volunteers who are overworked? Do you offer flexible scheduling?

By improving communication, giving clear direction and making it easier for volunteers to bond with leaders and one another you will reduce your turnover rate while creating a stronger and more diverse organisation.