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Effective recruitment of volunteer church and ministry workers depends on what you believe about
How to Motivate People:
People are generally motivated by a sense of value they place on something and by the way they are valued. If they do not believe a task is important or that they are needed, they will tend to be demotivated. Even if they accept a ministry position, they will tend to be unfulfilled in it if they do not feel they are making a difference. The frustration and dissatisfaction they feel may lead to apathy or uninvolvement. This is one reason for low retention of workers. People can be talked into helping but won't stay if they find little value in what they are doing or if they don't feel appreciated.
To effectively recruit, you must show people:
1) the value of the task -- what they do matters
2) the value of the person -- who they are matters
The way to show it is to believe it yourself in your heart of hearts. Scripture says "The good man brings good things out of the good stored up in his heart, and the evil man brings evil things out of the evil stored up in his heart" (Lk. 6:45). If you are personally convicted about the value of both the task and the person, it will come out in the way you recruit. If not, that will be evident as well. Consider the effect.
If You Value the Task . . . .
- You will permeate the whole process with prayer to make sure you get the right person for the task. You will personally pray about who to contact. You will pray the prospective person follows God's will. You will enlist other teachers and staff members to pray for needs. You will ask the person you are trying to recruit to pray before giving a final answer. In so doing you are saying that the job, however menial it may seem, is important enough that you don't want to simply fill a position. You want God's very best person for this spot.
- You will stress the importance of the job in your communication about it. You will verbalize how it fits into the big picture. You will help people understand how God sees every ministry as important.
- You will have a job description written to hand to prospects that will show the responsibilities involved in the task and the qualifications needed in a person to do the job. A job description will not only help the person make the right choice by helping them gain a realistic picture of the job but it will also communicate that you believe the task is worthy of your time to have thought it through and to have taken the time to write it down.
- You will avoid approaching people in the hallway or the church parking lot. The ministry will be considered no more important to people than the way they were approached. They may tend to perform to the same level with which they were recruited.
If You Value the Person . . . .
- You will personally interview the prospect rather than rely on a pulpit announcement or bulletin insert. Nothing will communicate value more than the personal contact. It lets people know that you consider them and the ministry important enough that you would set aside time for them.
- You will explain to them the process that led up to contacting them. You will avoid giving the impression that they were asked because no one else would do it. You will explain how you came up with a list of prospects based on prayer and ministry profiling. You will help them understand that you are looking for the right person for the right tasks. You will share the qualities you believe they have that would make them a good person for the job.
- You will let them know how you will help them succeed in what you are asking them to do. You will be available to answer any questions they may have. You will give them a preview of materials or the job itself before they make a decision. You will describe the training that will be provided for them.
- You will stress how their own needs are important. You are concerned about them as individuals and not just in filling a position. You want them to be in a place where they will not only be a blessing to others but will also grow spiritually themselves.
- You will work with their personal bents. If a person needs to feel secure, you will allow them to help in small ways until they feel more confident. If a person thrives on order, you will use them to keep things organized. If a person needs personal interaction you will make sure they are involved in activities with people contact. If a person is an achiever, you will be sure to provide opportunity for purposeful activity in which they can set goals and keep moving. If a person doesn't like to work alone, you will make sure they are part of a team.
- You will show appreciation and respect for the person regardless of whether they accept the position. Relationship will clearly be more important than task.
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