Diverse group of volunteers in a vibrant community garden, symbolizing teamwork and purpose.

Beyond the Paycheck: How Smart Recognition and Training Boost Volunteer Retention

Theo Raines in Culture & Society August 2025 • 4 min read.

"Unlocking the Secrets to a Thriving Volunteer Workforce: A Fresh Look at Human Resource Practices"

Volunteers are the lifeblood of countless nonprofit organizations, dedicating their time and skills to causes they believe in. In 2015, U.S. adults volunteered 8.7 billion hours to nonprofits. But managing volunteers presents unique challenges. Unlike paid staff, volunteers are not bound by employment contracts, so organizations must work harder to keep them engaged and committed.

High volunteer turnover can disrupt operations, increase recruitment costs, and negatively impact service delivery. Recognizing the importance of volunteer retention, a new study delves into the impact of human resource (HR) practices – specifically training and recognition – on volunteer turnover.

By analyzing longitudinal administrative data from an Indiana nonprofit, the study uncovers valuable insights into how organizations can create a supportive environment where volunteers feel valued and are motivated to stay.

Why is Volunteer Retention so Critical for Nonprofits?

Diverse group of volunteers in a vibrant community garden, symbolizing teamwork and purpose.

Nonprofits rely heavily on volunteers to deliver services, manage programs, and achieve their missions. When volunteers leave, organizations face increased workloads for existing staff, recruitment expenses, and potential disruptions to services. High turnover rates also erode institutional knowledge and create instability.

Volunteer turnover has been an increasing challenge to nonprofits, and the Corporation for National and Community Service reported annual turnover rates of 24 and 47% for the organizations with which they work. As such, organizations are constantly trying to find out how to make volunteers stay. Understanding the reasons why volunteers stay or leave is, therefore, essential for effective volunteer management.

Voice and Recognition: Volunteers who feel heard and appreciated are more likely to stay.
Competence and Efficacy: Volunteers need to feel capable and effective in their roles.
Distributive Justice: Fair treatment and equitable opportunities enhance retention.
Volunteer Motivation: Understanding and addressing individual motivations is crucial.
Organizational Support: A supportive environment fosters commitment and reduces turnover.

The study highlights the need for nonprofits to look at turnover management practices, as those who are surveyed may be less likely to want to draw attention to volunteer retention problems, which potentially leads to social desirability bias. Therefore, more research should be done incorporating objective measures to mitigate these limitations.

Turning Insights into Action: Building a Thriving Volunteer Program

Managing volunteers can be difficult. By implementing strategic HR practices like targeted training and meaningful recognition, nonprofits can cultivate a loyal and engaged volunteer base. Creating a supportive and inclusive environment where volunteers feel valued is essential for long-term success. Volunteer management will lead to universal board service and charitable nonprofit organizations will be able to rely on volunteers for service provision.

About this Article -

This article was crafted using a human-AI hybrid and collaborative approach. AI assisted our team with initial drafting, research insights, identifying key questions, and image generation. Our human editors guided topic selection, defined the angle, structured the content, ensured factual accuracy and relevance, refined the tone, and conducted thorough editing to deliver helpful, high-quality information.See our About page for more information.

This article is based on research published under:

DOI-LINK: 10.1002/nml.21344, Alternate LINK

Title: “Don'T You Want To Stay?” The Impact Of Training And Recognition As Human Resource Practices On Volunteer Turnover

Subject: Strategy and Management

Journal: Nonprofit Management and Leadership

Publisher: Wiley

Authors: Marlene Walk, Ruodan Zhang, Laura Littlepage

Published: 2018-11-02

Everything You Need To Know

Why is volunteer retention so crucial for nonprofit organizations?

Volunteer retention is paramount for nonprofits because they heavily depend on volunteers for service delivery, program management, and mission achievement. High turnover leads to increased workloads for existing staff, increased recruitment expenses, and potential disruptions to services. Furthermore, it erodes institutional knowledge and creates instability, making it harder for organizations to achieve their goals and serve their communities effectively. High turnover rates is a major challenge in the sector.

What are the key human resource (HR) practices that significantly impact volunteer retention?

The study highlights that strategic HR practices, particularly training and recognition programs, play a vital role in volunteer retention. Implementing these practices creates a supportive environment where volunteers feel valued and motivated to stay. Training equips volunteers with the necessary skills and knowledge, boosting their competence and efficacy in their roles. Recognition, including acknowledging volunteers' contributions and providing a sense of voice, fosters a feeling of appreciation and belonging. Both of these elements reduce volunteer turnover.

What specific factors influence a volunteer's decision to stay or leave a nonprofit?

Several key factors influence a volunteer's decision to stay or leave. These include voice and recognition, competence and efficacy, distributive justice, volunteer motivation, and organizational support. Volunteers are more likely to stay when they feel heard and appreciated, feel capable and effective in their roles, perceive fair treatment and equitable opportunities, have their individual motivations addressed, and experience a supportive environment. Conversely, the absence of these factors can lead to dissatisfaction and turnover.

How can nonprofits turn insights into action to build a thriving volunteer program?

Nonprofits can turn insights into action by implementing strategic HR practices like targeted training and meaningful recognition programs. Creating a supportive and inclusive environment where volunteers feel valued is essential. Nonprofits should focus on understanding and addressing individual volunteer motivations, ensuring fair treatment and equitable opportunities, and fostering a culture of appreciation and recognition. This approach will cultivate a loyal and engaged volunteer base, leading to long-term success and the ability to rely on volunteers for service provision.

What is the impact of volunteer turnover on nonprofit operations and service delivery, and how can this be mitigated?

High volunteer turnover can severely disrupt nonprofit operations. It leads to increased workloads for existing staff, recruitment expenses, potential service disruptions, and a loss of institutional knowledge. To mitigate this, organizations should prioritize implementing effective HR practices like training and recognition. By creating a supportive and inclusive environment where volunteers feel valued, competent, and motivated, nonprofits can reduce turnover rates, retain experienced volunteers, and ensure the smooth delivery of services. Addressing volunteer motivation and ensuring distributive justice are also key to creating a stable and effective volunteer workforce.