Crucial to volunteer retention is a supportive team environment, with positive relationships between volunteers and staff.

Effective staff and volunteer integration depend on:

• The involvement of paid staff in role development and volunteer placement.
• Use of a role description so expectations and boundaries are clear to everyone.
• Listening respectfully to issues raised and taking actions to remove the issue.
• Timely and respectful dispute resolution between volunteers and staff members.
• Defined channels for volunteers to voice ideas or criticisms.

Recognition is not one-size-fits-all, so consider and apply what is relevant according to the volunteer in mind. The key is to understand their motivation for being involved and if practical, to satisfy that motivation. It's always helpful to know what's important to your volunteer, so you can help meet those expectations during their volunteer journey. 

• Schedule regular check-ins with your volunteer to see how they're doing and what you can do to support them or make the position more meaningful. 
• Ask your volunteer why they started/continue to volunteer. 
• Try to meet those expectations where practical.

Informal recognition contributes to a positive culture of gratitude and creates a feeling of belonging and connection.

Informal recognition is when you:

• Remember someone’s name and personal details.
• Include them in team meetings/activities and ask for their input.
• Communicate, to them and to others, how their contribution is making a difference to the activity and/or community.
• Offer opportunities for skills/professional development.

Expressions of gratitude and feeling appreciated can improve well-being, physical health, strengthen social relationships and help us cope with stress. In general, recognition is most meaningful when it’s specific. Say a simple "thank you" and make it about a specific thing.

Specific things you may recognize and express thanks for can include:

• A skill demonstrated or quality of character demonstrated.
• Persistence—remaining reliable through a difficult period.
• Exemplary customer or client service.
• Assistance in resolving a particularly difficult problem.
• Creativity—generating ideas, innovative problem-solving.

Create both an informal and formal recognition strategy because each type can be viewed differently by the beneficiary of that recognition. Informal recognition is often viewed as coming directly from the person giving the recognition and the immediate team. Formal recognition is more likely to feel like it is coming from The Salvation Army as a whole.

Formal recognition works well as an addition to informal recognition but cannot replace it.

Formal recognition includes:

• Certificates.
• Thank you letters or cards.
• A featured volunteer story in a newsletter or on the web.
• Team morning/afternoon coffee breaks, lunches.
• Nominating for awards, such as Volunteer of the Year.

Strong volunteer retention reflects a healthy organization. So, consider the characteristics that create an encouraging and supportive place to volunteer and the steps you can take to construct that environment. When thanking a volunteer, consider how you will tailor that recognition to the unique personality of the volunteer. For example, if you know your volunteer is quite shy, give them a handwritten card, if your volunteer is an extrovert, present them with a certificate in front of the team.

For the Recognize stage, have you: