“Thank you” or “Way to Go” is the “paycheck” for a volunteer. Expressions of appreciation and recognition are important in keeping volunteers motivated and enthusiastic. Recognition has multiple functions beyond simple human courtesy. To the volunteer, recognition signifies that someone notices and someone cares. To the rest of the organization, recognition creates role models and communicates standards. There are seven principles guiding recognition.
Principle 1 – Emphasize success rather than failure.
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Ode to Volunteers
Many will be shocked to find with the Day of Judgment nears -- That there’s a special place in heaven set aside for volunteers. Furnished with big recliners, satin couches and footstools – where there’s no committee chair, no group leaders for carpools. Telephone lists will be outlawed, but a finger snap will bring cool drinks and gourmet dinners and rare treats fit for a king. You ask, who’s served the privileged few and works for all they’re worth? Why, those who reaped the benefits and not once volunteered on earth.
-Author Unknown. |
Principle 2 – Deliver recognition and reward in an open, public way.
Principle 3 – Deliver recognition in a personal and honest manner. Avoid providing recognition that is “too” slick or overproduced.
Principle 4 – Tailor your recognition and reward to the unique needs of the people involved. Having many recognition and reward options will enable management to acknowledge accomplishments in ways appropriate to the particulars of a given situation, selecting from a larger menu of possibilities.
Principle 5 – Timing is crucial. Recognize contributions throughout a project. Reward contributions close to the time an achievement is realized. Time delays weaken the impact of most rewards.
Principle 6 – Strive for a clear, unambiguous and well-communicated connection between accomplishments and rewards. Be sure people understand why they receive awards and the criteria used to determine awards.
Principle 7 – Recognize recognition. That is, recognize people who recognize others for doing what’s best for the organization.
Thoughts on Personalizing Volunteer Recognition
McClelland and Atkinson found three types of information that people exhibit, which include: affiliation, achievement and power/influence. By keying in on a volunteer’s motivation, you can personalize recognition to mean more to the volunteers receiving the recognition.
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A Leader is Best A leader is best when people barely know he exists; not so good when people obey and acclaim him; worse when they despise him. But a good leader, who talks little, when his work is done, his aim fulfilled. They will say: “We did it ourselves.”
-Chinese Proverb |
Affiliation-motivated Volunteer Characteristics
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Gets involved with group projects.
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Likes to have a personal relationship with supervisor.
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Needs to be perceived as a good person.
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Needs to be liked.
- Seeks socialization opportunities.
Affiliation-motivated Volunteer Recognition Ideas
- Cards, gifts, etc. on birthdays or special holidays.
- Letters to supervisors telling of their work to benefit people.
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Unexpected thank-you notes.
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Awards that are personalized with a thank you from client served.
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Opportunities to give input about specific clientele needs.
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Banquets, luncheons, picnics, social outings or attending community events as a group.
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Include volunteers in slide shows or photos showing their work.
Achievement-motivated Volunteer Characteristics
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Perhaps the world little notes nor long remembers individual acts of kindness, but people do. |
Achievement-motivated Volunteer Recognition Ideas
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Tangible awards, plaques, or pins that can be displayed.
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Letters of commendation for specific accomplishments from board members and to area newspapers.
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Opportunity to use their own ideas to attain goals.
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Include in staff meetings when appropriate.
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Nomination for area, state or national awards.
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Be careful not to waste their time.
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Color name tags, badges to honor time spent with the agency.
Influence-motivated Volunteer Characteristics
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Volunteers are not paid -- not because they are worthless, but because they are priceless. -- Susie Riner |
- Needs to impact and influence others.
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Enjoys teaching others.
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Can respond to needs of people or programs.
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Seeks position of authority and responsibility.
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Responds to titles that depict authority; has strong feelings about status and prestige.
Influence-motivated Volunteer Recognition Ideas
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Impressive job title.
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Ongoing program or site named for them.
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Recognition that is broad-based that will be seen by people in authority and power.
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Letter of commendation noting their impact and importance sent to newspapers, colleges and magazines.
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Send them to seminars for volunteers and ask them to teach others.
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Introduce them to people of influence and media contacts.
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Give them the opportunity for input into the agency direction and decisions.
“A volunteer is a person who can see what others cannot see; who can feel what most do not feel. Often, such gifted persons do not think of themselves as volunteers, but as citizens – citizens in the fullest sense: partners in civilization.”
Former President George Bush