Most volunteer managers want good volunteers to stick around. But sometimes, life prevents volunteers from continuing their work with your nonprofit organization. Others move away. And then there are those volunteers who prefer to help for short-term projects at different times throughout the year. But for those willing and able to volunteer long-term, how do you retain them?

Volunteer retention starts with great communication—and that starts with the recruitment process. When both sides are clear from the beginning what the needs are, what the position entails, and what time commitment is needed, you’re more likely to retain the volunteer. There should be no questions about duties or hours needed. If your volunteer leaves because you indicated a maximum commitment of 2 hours a day and they cannot complete their tasks in that amount of time, you have a problem with process or communication—not retention.

During the interview process, repeat the job description for the available volunteer position. Assess their skills to ensure the volunteer is right for the job. Placing volunteers in positions that match their interests and abilities is an important step in retention.

Set aside sufficient time for orientation. Welcoming new volunteers and integrating them into the organization’s mission and culture is vital to a smooth transition. Show new volunteers where everything they need is located, and be sure to introduce them to all other volunteers and staff they’ll be working with. Let them know who to turn to when they have questions or problems.

Thorough training is important. Depending on the volunteer and the job they’re matched to, they may need little training, or extensive training. Try different techniques to see which are most successful for each volunteer—everyone learns differently. Ask for input and feedback to ensure you’re giving the volunteer the training they need, and that they are comfortable with their tasks.

Check in often. Informal chats as well as formal evaluations are a good mix. Especially in the beginning, ask new volunteers how they are doing, if they feel they’re succeeding at their tasks, and what help you can provide. Semi-annual evaluations will allow you and the volunteer time to review expectations, performance, and satisfaction. Provide constructive feedback and ask how you can better support their efforts.

Provide variety. Don’t expect a volunteer to enjoy the same tasks for a long period of time. Some folks like variety, so don’t forget to ask your volunteers if they are happy with their job or if they’d like to try new tasks.

Give recognition and express appreciation. You’d be surprise how many volunteers say they left a nonprofit organization because they didn’t feel appreciated! Tell your volunteers how much you need and appreciate their efforts. It will go a long way to volunteer retention.

Good volunteers can be hard to find—so retaining those you have should be a top priority in any charitable organization. Establishing procedures to improve volunteer relations is key to this ongoing challenge.

Wondering where to start? Let’s look at some basic steps to improving retention. Clear communication is key to smooth relationships; this is just as true with volunteers as with paid staff or anyone else in our lives.  Nobody can read minds, so be very clear about expectations and responsibilities. Explain how each volunteer’s role fits into the organizational mission. Keep them informed with newsletters and send event invitations to your volunteers.

Get feedback.  Ask your volunteers how they’re doing, what they need, and how you can be of service to them. You may find out more than you bargained for, but your effort will likely be appreciated. For more extensive planning, consider a formal survey of current and past volunteers. Streamline existing procedures or implement new ones based on the results.

Be sure your volunteers receive adequate support. From simple things like proper tools and sufficient supplies, to educational materials and development seminars, help your volunteers do their jobs and continue to learn. Engaged volunteers are more likely to stick around.

Show appreciation. Everyone wants to feel appreciated, but we all receive messages differently. Some folks need plenty of attention, encouragement and applause. Others shy away from the spotlight—just keeping them busy and respecting their time is enough.  Get to know your volunteers, find out what they need from you, and you’ll learn how you can best appreciate and motivate them.

An often-overlooked aspect of retention is safety. Do you provide a safe environment for your volunteers? Older volunteers, while usually in good health, can be more vulnerable to workplace hazards. Provide a physically safe environment for them to work in. Turn off the loud music so they can hear and interact better. Keep sidewalks and interior walkways clear. Provide plenty of exterior lighting and accessible, clean restrooms.

Most important, keep your volunteers safe by performing background checks. Proper volunteer screening for criminal or predator status will ensure that everyone’s safety is uncompromised. Make screening a standard procedure—it will help you recruit and retain the best volunteers for your organization—and keep them safe!