How can a church possibly function without volunteers? Ministers treasure these precious souls who give of their time when they are not at their real jobs; they often leave family to do so, unless they serve with their children in tow. 

Yet, there are volunteers, and there are VOLUNTEERS. The first kind of volunteer answers the call because we have asked. They don’t necessarily want to or feel equipped to do so, but they love the church and know there is a need (because we keep asking), and so they respond. This type of volunteer can easily be spotted. They show up most of the time because they are supposed to, but their attitude and body language suggest that they don’t really want to be there. They are more likely to cancel at the last minute, are not necessarily interested in growth and learning, and are more subject to burnout. 

On the other hand, VOLUNTEERS serve in areas where they know they are gifted. They feel a passion to serve in this way, and it shows in their attitude, their consistency, their reliability, their preparedness, and their longevity. They are indeed worth their weight in gold. 

It is not uncommon for a church to have a lot of volunteers but only a few VOLUNTEERS, requiring ministers to constantly be in recruitment mode. And of course, constant recruiting takes an enormous amount of time. 

Many believe that the best way to recruit volunteers is to ask from the pulpit. However, when everyone hears that we need someone to serve in the nursery, they interpret that anyone will be sufficient, so no one responds. Others hear this plea week after week, and they do respond, even though they don’t want to or feel equipped to do the task. 

I served for six years as a children’s minister. One of the first things I did was meet one-on-one with the volunteers, to get to know them and how they were serving. One of the most impactful conversations I had was with a woman who was serving as one of two coordinators for children’s church. As I began to ask her what that was like, she responded: 

“I dread every time it is my turn to serve. I don’t know what I am doing. I don’t know how to do it, and I hate every minute of it.” 

Unprepared for this response, I gently asked, “Then why are you serving in this area?” 

She said, “Because they really needed a coordinator, and no one else volunteered, so I decided I should.” 

As we continued to talk, I asked her what she enjoys doing. As a C.P.A. by profession, she enjoys all things logistical, statistical, organizational and efficient. In that moment, I realized she was the one I needed to be my right-hand planning Kid’s Camp, a huge summer event that included kids from first grade through twelfth, with many adult volunteers. She accepted the role. I found another coordinator for children’s church, and I watched this woman serve with enthusiasm and joy. 

So, what is the solution? How can we recruit more VOLUNTEERS? I believe that the best recruitment is done in the context of relationship. This requires that we know people, what they are good at doing, what they are passionate about, and how they are willing to serve. As a minister, you cannot be in relationship with everyone, but everyone is in relationship with someone. Ask around. Find out who is known for a particular quality, and schedule a one-on-one meeting with that person. Folks are much more likely to respond if a minister recruits them from a place of, “You are so gifted at…” Rather than, “We really need someone to….” 

Once you recruit a VOLUNTEER, be careful not to shove them into a classroom as you dash off to handle your next problem, shouting over your shoulder, “Let me know if you need anything!” 

No, once you have recruited, your work with that VOLUNTEER has just begun. As the minister, it is your job to pour into the people who are serving in a volunteer capacity, much like you would with an employee if you were the boss. This includes things like: 

• Providing training/teaching for the role they will be doing. Don’t assume that because they have gifts, they will know how things are done in your organization. It might be that you are not the best one to train them. Perhaps someone else is a better trainer. It doesn’t matter—as long as they are getting what they need. 

• Equip them. Find out what they need to be successful. Maybe all they need is the above mentioned training/teaching. Maybe they need a period of time to observe someone who has been in the role a long time. Maybe they need more materials. Get them what they need. 

• Hold them accountable. Let’s be real. Most of us don’t like accountability, but it makes us better. We need structure. We need boundaries. What time do you want me here? How often do you need me to serve? How do I go about finding a substitute when I need it? 

• Express gratitude. Make it a practice to acknowledge, praise, thank, and reward these faithful, gifted souls who are worth their weight in gold.