Transcript files.asme.org

Volunteer Recruitment
and Participation
Leadership Training Conference
Tools and Fundamentals
March 2, 2012, New Orleans LA
(1:00 – 2:30)
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Volunteer Recruitment
and Participation
Alma Martinez Fallon
COFI – Member-at-Large
[email protected]
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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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Outline
• How Did You Get Involved?
• Survey Data on ASME Members
• ASME Recruiting Resources
• Create Your Success Story – Group
Exercise
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Why do People Get Involved?
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
recruited?
• With your table
(5-6 min)
(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
with the group
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(5 min)
Decision to Volunteer
How ASME Volunteers First Learned
About Volunteering:
1. Another Volunteer
2. From the Unit (Section, Division,
Affinity Group,
Institute, Committee, etc.)
3.
4.
5.
6.
7.
Meeting, Conference, Other Event
Staff Member Asked
Call for Volunteers
My Employer
Any others?
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Decision to Volunteer
Top Five Most Important Aspects of
Volunteering Among ASME Members:
1. I feel it is important to do so
2. I can do something for a profession or
cause that is important to me
3. Volunteering allows me to gain a new
perspective on things
4. I feel compassion toward people in need
5. I can explore my own strengths
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“I would start volunteering
now if …”
Top five statements of ASME members that
haven’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:
…of not enough info on opportunities.
…I volunteer elsewhere.
…they never asked me.
…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.
1.
2.
3.
4.
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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 welldone)
– 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 Statistics
Generation
Birth Date
# of
People
% of
Workforce
Key
Information
Key
Description
Mature/
Traditionalists/
WWII
1925-1945
75 million
5%
Wealthiest
Group
Loyal
Baby Boomers
1946-1964
80 million
45%
Largest
Group
Born in US
Optimistic
Generation X
1965-1984
46 million
40%
Smallest of
Four
Generations
Skeptical
Millennials/
Generation Y
1985-2005
76 million
10%
Most
Globalized
Generation
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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By talking to people…
Family
O ccupation
R ecreation
M essage
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“Have you ever thought
about getting more
involved with ASME?”
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Your Unit Operational
Structure Can Help Success
- for example:
Director 3
Director 2
Director 1
Past Chair
Chair
Advisors
Vice Chair
Treasurer
Secretary
Education
Membership
Public Relations &
Marketing
Industry
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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 Story
Instructions:
• 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 !
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