Nonprofits: Get your new volunteer board members off to a strong start!
You created a robust pipeline, leveraged professional relationships, and finally landed your dream board member(s). Now what? These dedicated volunteers have committed to give freely of their time and talent. They really want to do a good job. However, without the right planning and support, they may never become fully engaged, deliver maximum impact, or stay with you long term. These are my best tips to help your newest board member feel supported and inspired – and to keep your talent pipeline full.
Prepare An Onboarding Plan
Whether you’re polishing an existing onboarding plan or creating a new one, make sure your plan includes these components:
Develop descriptions for each board position that include role-related responsibilities as well as general expectations for board service.
Create a checklist to ensure all items are covered during orientation (technology tools, signed forms, contact information, conflict of interest, access to documents, etc.).
Make sure you have matched each board member to a committee suited to their skill sets and the amount of time they have available.
Set up quarterly meeting dates for new board member orientation. This will make it easier to get new board members onboarded quickly.
Create an Environment for Success
Making new board members feel welcomed and appreciated is critical to their success. These tips may help:
Assign a mentor to each new board member and invite the mentor to attend orientation too. This will give the new board member a go-to person for their questions.
Ask your board President to schedule a six-month check in call with each new board member to make sure they are acclimating well and to ask for feedback to improve the onboarding process.
As your board members get up to speed, remember to acknowledge and celebrate their successes along the way, big and small.
Keep Feeding That Talent Pipeline!
Board and volunteer recruitment should be worked on throughout the year, not just once per year to fill vacancies. These steps can help:
Keep an eye out for the top volunteer performers and look for pathways to elevate them to leadership positions over time.
Consider bringing on new board members throughout the year, versus once per year. This allows you to pivot as needed to recruit specific talent needed for a balanced board.
Engage your newest board members in volunteer recruitment. They are excited and motivated to make their mark.
Identify and plan for your next President, Vice President, Treasurer and Secretary. Planning ahead will avoid panic during times of transition.
Just a little extra preparation and communication can go a long way. A solid onboarding process and a strong pipeline of talent can calm nerves, increase productivity, and create a more welcoming and vibrant environment where all can thrive.
Could your organization use support to create a onboarding process or strong pipeline of talent? Our consultants are here to help.