In Recruitment of Volunteers for Christian Ministries, Remember that Value Motivates People to Serve

Effective recruitment of volunteer church and ministry workers depends on what you believe about how to motivate people to serve. So, think about the difference "value" makes to their motivation.

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 of when we truly believe in the value of both the task and the person.

Recruitment in Which Value is Given to Task That Helps with Motivation:

  • You permeate the whole process with prayer to make sure you get the right person for the task.
  • You stress the importance of the job in your communication about it.
  • You 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.
  • You avoid approaching people in the hallway or the church parking lot.

Recruitment in Which Value is Put on the Person That Helps in Motivating Them to Serve:

  • You personally interview the prospect rather than rely on a pulpit announcement or bulletin insert.
  • You let them know how you will help them succeed in what you are asking them to do.
  • You stress how their own needs are important.
  • You work with their personal bents.
  • You show appreciation and respect for the person regardless of whether they accept the position.

In addition to this content, the Staffing Ministry Manual briefly expounds on the above points.

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