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Recognizing Volunteers And Paid Staff
Ten steps to rewarding workers, both paid and volunteer, making it User-Oriented, Continuous, Sincere, Timely, Motivation-linked, Adapted to Change, Diverse, Shared, Creative, Respect Tradition & Integrated into management. A section on Recognition for your Program plus 26 critical "Tips" and Hundreds of ideas for our new century! Teaches how to devise rewards that fit your workplace. Easy to read; practical; learn from others examples!
24 pages, Paperback
First published September 15, 2001
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June 23, 2017
This is kind of an odd book. It's only 24 pages long, but the author does manage to pack a lot into those 24 pages. She covers the McClelland Motivational Classifications (with a slightly different take on "power"), Maslow's Hierarchy of Needs, the Theory of Significance, the Theory of Expectation, the Motivational-Hygiene Theory and briefly discusses how they relate to recognition. The book also includes marketing advice for gaining recognition for your program.
Many of her suggestions regarding recognition are really advice on managing people and creating a good work environment - things as basic as providing a suggestion box, greeting people by name, and not wasting their time. I agree with her that "[l]ife is challenging enough without adding to stress by having to fight your way through an unhealthy, inhibiting, or hindering climate," but I wouldn't lump it in with recognition. are some good insights and ideas.
Here are some ideas & takeaways I got from this book. Some are recognition-related, others are not.
No one has more than 24 hours in a day. (I learned that in a marketing class.) People often choose volunteer opportunities that somehow offer them a chance to do multiple things at once. For example, many of our volunteer opportunities give people a chance to meet and talk to people with similar interests while they are accomplishing the work.
We get more of what we reward and less of what we ignore. It's important to recognize those who did a little, not only those who did the most.
There is no one-size-fits-all reward.
Work something mission-related into recognition efforts to make them more meaningful.
People usually volunteer for 2 reasons
They are attached to the asker
They get something they value in return
Keep a spreadsheet of recognition by person to make sure you are providing recognition (can be any type of positive reinforcement) to everyone.
"Write for commendations from White House." If that isn't appropriate for your organization, is there a celebrity endorser or someone else you could ask?
For some volunteers, an excellent benefit is obtaining work experience and work references. Volunteer to write a letter of recommendation.
Bumper stickers that say "I volunteered at/for [your organization/event]" give volunteers seeking affiliation a way to show it and can also give your organization/program a little extra visibility.
Make badge ribbons fun, if possible. "Stage Crew" is more fun than "Staff." "Cookie Brigade" is more fun than "Catering."
Provide a "tantrum mat" and tell people to jump up and down on it when something gets too crazy.
Take group photos!
Prepare a float for a local parade.
Hold periodic raffles with multiple prizes - give out tickets for each hour or shift worked worked or anything else measurable. You may be able to get prizes as donations from clients or local businesses.
Provide discounts for anything you charge for.
(Simple HTML used to work in reviews. It looks like it doesn't anymore, so I'm sorry about the formatting.
Many of her suggestions regarding recognition are really advice on managing people and creating a good work environment - things as basic as providing a suggestion box, greeting people by name, and not wasting their time. I agree with her that "[l]ife is challenging enough without adding to stress by having to fight your way through an unhealthy, inhibiting, or hindering climate," but I wouldn't lump it in with recognition. are some good insights and ideas.
Here are some ideas & takeaways I got from this book. Some are recognition-related, others are not.
No one has more than 24 hours in a day. (I learned that in a marketing class.) People often choose volunteer opportunities that somehow offer them a chance to do multiple things at once. For example, many of our volunteer opportunities give people a chance to meet and talk to people with similar interests while they are accomplishing the work.
We get more of what we reward and less of what we ignore. It's important to recognize those who did a little, not only those who did the most.
There is no one-size-fits-all reward.
Work something mission-related into recognition efforts to make them more meaningful.
People usually volunteer for 2 reasons
They are attached to the asker
They get something they value in return
Keep a spreadsheet of recognition by person to make sure you are providing recognition (can be any type of positive reinforcement) to everyone.
"Write for commendations from White House." If that isn't appropriate for your organization, is there a celebrity endorser or someone else you could ask?
For some volunteers, an excellent benefit is obtaining work experience and work references. Volunteer to write a letter of recommendation.
Bumper stickers that say "I volunteered at/for [your organization/event]" give volunteers seeking affiliation a way to show it and can also give your organization/program a little extra visibility.
Make badge ribbons fun, if possible. "Stage Crew" is more fun than "Staff." "Cookie Brigade" is more fun than "Catering."
Provide a "tantrum mat" and tell people to jump up and down on it when something gets too crazy.
Take group photos!
Prepare a float for a local parade.
Hold periodic raffles with multiple prizes - give out tickets for each hour or shift worked worked or anything else measurable. You may be able to get prizes as donations from clients or local businesses.
Provide discounts for anything you charge for.
(Simple HTML used to work in reviews. It looks like it doesn't anymore, so I'm sorry about the formatting.
Displaying 1 of 1 review