How to Engage and Retain Young Adult Volunteers 

Whether through hosting volunteer appreciation events or finding ways to connect volunteers with one another, organizations that are intentional about building relationships between and with volunteers see higher rates of success with all demographics, especially younger volunteers. Bringing together a diverse group of people—different professional backgrounds, local Montanans and recent arrivals, social circles, etc.—is essential to fostering a sense of community among volunteers, who view their volunteering as a chance to meet people who share their interests but whom they would not have otherwise encountered.

One organization interviewed shared that holding volunteer appreciation events that bring volunteers from different programs together has had a positive impact on retention. This impact was so great that they estimated 95% of their current staff were past volunteers who oftentimes took significant pay cuts to be part of their team.

According to an article from the College Student Journal, “the social setting of the volunteering activity” is one of the most important factors in college students volunteering, and “students generally prefer to volunteer in an activity related to their respective area of interest as well as with their friends.” According to Moore et al. (2014), “Greek members were also more likely to be motivated to volunteer by the opportunity to maintain or grow social relationships.” Opportunities for community building to happen from volunteering opportunities is essential to the recruitment and retention of volunteers, especially those in their twenties.

So what can you do?

• Host an annual volunteer appreciation event that is informed by the needs and desires of your volunteers!
• Consider how to pair volunteers together in ways that allow them to co-work on projects
• Encourage volunteers to bring their friends to events or volunteering activities
• Start a Slack, text thread, Facebook group, or other digital communication group for volunteers to opt in to connect with one another
• Build in meet and greet time, icebreakers, or other relationship building activities into volunteer experiences

The organizations with the best retention of volunteers were those who made sure their volunteers felt included as a part of the team and felt their feedback was heard and implemented. Organizations that conducted surveys and requested feedback frequently made volunteers feel more invested in the organization they volunteered with.

In one case, feedback practices gave volunteers a sense of ownership that spurred them to take on additional volunteering tasks. Another organization expressed that ensuring that the impact volunteers’ were making for their mission was communicated to them was crucial for retention.

Overall, promoting transparency between the volunteers and organizational goals and activities in addition to ensuring volunteers were being heard is huge for retention. We all want to feel we are doing meaningful work and are more than just warm, expendable bodies – and this is especially true for younger volunteers.

Psychological safety and the ability to meaningfully contribute always leads to a better sense of inclusion and loyalty to an organization, so taking the time to invite feedback and share rationales for decision making can dramatically strengthen individual’s decision to stay involved in your organization. It’s important to remember that just asking for feedback doesn’t always mean you will get it – creating a space for people to feel like they belong and then finding the right way to ask – or be open when you receive it – is important. One organization noted that having younger staff members helping lead volunteer efforts contributed to a sense of safety and inclusion for younger volunteers, seeing themselves represented in the organization increased feelings of trust.

So what can you do?

• Have volunteers fill out a quick 4 question survey after each volunteering activity
• Send out a longer annual volunteer survey (don’t forget to offer an incentive!)
• Keep volunteers in the loop on big decisions and ask them their opinions about decisions that will impact them the most
• Invite feedback informally during interactions with volunteers, and take the time to follow up on it
• Check in with staff members managing volunteers to identify levels of trust and comfort

 Multiple organizations mentioned that to receive more engagement from volunteers in their twenties, they adjusted their schedules or volunteering opportunities so that they felt more manageable to those in their twenties. They recognized that it was difficult for twenty-something year olds to commit to volunteering long-term or far in advance. One interviewee adjusted by asking younger volunteers closer to the date of the event. Another said they adjusted by making the terms of their advisory board a one-year commitment with the opportunity to serve up to three terms (three years).  

It can be hard to match up your organizational needs with the demanding and busy lives of college students and young adults – and it’s worth it to identify creative ways to make volunteering accessible for all schedules. This doesn’t mean organizations have to change everything to accommodate volunteers, but it does mean being intentional about requirements and preferences for volunteering tasks.  

So what can you do? 

• Invite a volunteer or community member currently in college or trade school to review your current volunteer opportunities and schedule. Ask for feedback on timing, accessibility, and alignment to see how opportunities could be adjusted for higher engagement 

• Identify barriers to volunteering (by asking them!) . Transportation, meals, childcare, and schedule can all can play a role in making it harder for folks to show up. Identify a plan to address at least one barrier that impacts your actual or potential volunteers 

• Remind yourself of the benefits of finding ways to invite new volunteers into your organization, and recognize that different people – and generations – have different needs. Identify what demographic you hope to attract and get curious about how, what, and why they may want to be involved in your organization