How can you use volunteer impact data to identify and recognize top-performing volunteers for team building?

Some volunteers want to be called out in newsletters or given awards at fancy dinners...others really just want to see how their time is turning into benefits for the cause. It's OK to ask them what they prefer!

In my experience with not only being a volunteer but also working with them, I find it important to engage with them on a constant basis to find out how their work is going, and how could the organization can enhance their work experience. Volunteers are in most cases the first responders and it is imperative that they not only feel valued but understand the objectives and vision of the organization. Appreciation is necessary and can be carried out in numerous ways and best achieved with full engagement on preferences. I.e Some would like to enhance their skill set, others would like to be mentioned in case studies/organization newsletters etc.

Volunteers want to be treated kindly (not bossed) and valued. They want to be assigned to a task and their time well spent. In the social media world, you can share a group photo thanking all the volunteers for the event. Hand written thank you notes and thank you emails help build community and value. Small simple steps of recognition creates positive engagement.

Engaging volunteers in data collection promotes transparency and accountability, aligning their efforts with the organization's goals. By setting clear standards and allowing self-set expectations, volunteers can regularly partner with management to track progress. This involvement deepens their impact understanding, boosts motivation, and fosters a collaborative culture where their insights lead to enhanced processes and outcomes. This approach can also encourage accountability and a sense of ownership over their contributions.

We promote on going communication through our volunteer WhatsApp group. All services have been developed with their input and suggestions. Many are from the community we serve and are our eyes and ears to help us better serve our clients

I used to volunteer at an organization who at the end of every shift let us know how many volunteer hours had been completed so far that year, including our shift and then equate those hours to full time employees to demonstrate how much our time and effort had saved them which they could turn around and put those dollars to work in the community. The statement of we could not do this work without you was proven and we had stats THAT DAY to walk away with and share to others. You felt that moment that your were important and made a difference to your community.

I'm reacting to the word "performance" used here for volunteers. I don't think of it that way, especially since some of our volunteers spend their time with us to escape the competitiveness of corporate America. Rather, I ask individuals to share what they're hoping to contribute for the quarter, and then do a report that shows collectively what they all did.

I'm concerned with the framing of the question: identifying your "top-performers" is less important than identifying & increasing the percentage of volunteers who are meeting expectations and making a positive impact. In my experience, I look at qualified/effective volunteer retention as a key data point. Our formula for success included: 1. surveys to measure volunteer & recipient satisfaction, impact, and suggestions 2. tracking of retention data & program impact 3. improvement of program operations (volunteer training, right volunteer/right role fit, & effective communication) Conveying volunteer program impact to the entire cohort helped the programs to scale. Volunteers are often motivated by helping not "winning" aka being the best

It's hard to go wrong with a hand-written note, or with invites to exclusive meetings or events. For example, I ask senior administrators from the University to join our meetings and talk frankly about what's going on, and how my volunteer board members can help. I trust them, and I tell them that's why we're able to offer this level of transparency.

I agree with Jennifer on a handwritten, thoughtful note. Additionally, send them photos of them in action, results beyond the data, and a “birthday” card on their anniversary of volunteering. Thoughtful little touches go a long way.

The platform speaks when you share your view, bring them closer in shared responsibility and it will help them identify what they are.

Personal attention to your volunteer are vital in valuing the contributions to the organization. Being transparent and honest to them concerning the organization is a great honor to their work. You make them feel part of the organization and share the good news of the achievements. This aspect of showing personal respect and sharing of information about the organization are sometimes more important than public thanks and shows of appreciation. Godian Ejiogu

For my understanding all volunteers should be treated the same way we treat other team members, the difference should only that they are not in the payrolls. There some volunteers who join the organization to specific tasks/ assignment, those will be measured based on the delivery of that task. But if volunteers are doing the DJs like other staff member, treatment should be the same. Again volunteers when they join your organizations they also have their career goals too and is GROWTH. Use all the technical you are using to other team member to grow for them too. These can be 1. Proding them constructive feedback 2. Providing them with new assignment 3. Allowing them to participate in partnership development 4. Career development

En la medida que tenenos datos sobre los voluntarios, podemos ide tificar sus pote cualidades, áreas de fortalecimiento de modo que se posibilite enfocar sus acciones para potenciar sus habilidades y competencias, además; permite generar un programa de fortalecimiento a si medida para favorecer su desarrollo personal y profesional.

Because volunteers selflessly dedicate their invaluable time and energy towards organizational goals and/or mission, they deserve to not only be meaningfully recognized, but also appreciated for such positive contribution through volunteer impact data. In this way, their morale, loyalty, satisfaction, engagement and productivity are enhanced.