Volunteers are the backbone of associations, especially in regional associations, where local leadership helps deliver value on the ground. But recruiting committed volunteers and keeping them engaged remains a consistent challenge for many associations.
In this blog, we will give you some ideas about how leaders can attract the right local people as volunteers and retain them in meaningful, sustainable ways.
1. Make the “Why” Clear and Compelling
Too often, recruitment efforts focus on what volunteers will do, not why it matters. Instead of just listing tasks, communicate the impact of volunteering. Communication to recruit volunteers needs to be clear, simple, and provide enough detail to make clear the value and importance of their work. What difference does their contribution make
- • How does their work support the association’s mission
- • How does it benefit the industry or their peers
Tip: Tie every volunteer role to a larger purpose. People will be more likely to commit if they understand how their time connects to something meaningful.
2. Offer Roles with Flexibility and Purpose
Today’s professionals are busy, especially those with leadership potential. That doesn’t mean they’re unwilling to volunteer, but they’re more selective.
To attract and retain them:
- • Design roles with clear expectations and required time commitment in mind.
- • Offer flexible options, such as short-term projects, virtual involvement, or co-chair positions.
- • Avoid filler roles—every position should serve a purpose and provide value.
Tip: Include a variety of opportunities for different skill levels and time availabilities, from micro-volunteering to leadership track roles.
3. Onboard Like It’s a New Job
In some cases, volunteers leave simply because they don’t know what to do or how to do it.
The solution to this is a structured onboarding process that includes:
- • A welcome packet or intro guide to familiarize yourself with the position.
- • A call with a current committee member or chair who explains to them how the association processes work.
- • Access to tools, timelines, and contacts.
Tip: Don’t assume prior knowledge; even returning volunteers benefit from clarity and connection at the start.
4. Create a Culture of Recognition and Feedback
Volunteers are more likely to stay engaged when they feel seen and supported. Make recognition part of your culture, not just a once-a-year award.
Consider:
- • Monthly shout-outs in chapter communications
- • Peer-nominated recognition
- • Personal thank-you notes or small tokens of appreciation
- • Opportunities for volunteers to share feedback and ideas
Tip: Ask volunteers how they want to be recognized; it’s not one-size-fits-all.
5. Build Community, Not Just Committees
The most engaged volunteers often stay because they’ve built real connections within the association. Think beyond meetings to encourage the creation of relationships and networks between volunteers, Board and members:
- • Create social touchpoints (virtual or in person)
- • Encourage collaboration and idea-sharing
- • Pair new volunteers with seasoned ones in informal mentorships
Tip: The stronger the relationships, the stronger the commitment. Foster belonging, not just responsibility.
6. Support Growth and Leadership Development
Many volunteers assume this role because they are looking for professional growth. Give them chances to:
- • Take on leadership or project lead roles
- • Attend association leadership training
- • Represent the chapter at national events
- • Be considered for future board or national committee positions
7. Ask for Help—Strategically
Finally, don’t underestimate the power of a personal question. Mass emails rarely convert the way one-to-one outreach does.
- • Identify potential volunteers through event participation, referrals, or member engagement.
- • Reach out personally, explain why you think they’d be a great fit, and offer a clear next step.
Tip: People are far more likely to say “yes” when they feel invited, not recruited.
Final Thought: It’s About People, Not Positions
Attracting and retaining engaged volunteers isn’t just about filling committee seats. It’s about building a community of people who believe in your association’s mission and want to help move it forward.
When you approach volunteerism as a relationship, not a transaction, you’ll create an environment where people want to give their time, not just out of obligation, but out of genuine connection and purpose.