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The red leather Bible on my bookshelf evokes twinges of regret. It belongs to Steve, a seminary student who volunteered on our youth ministry team nearly 15 years ago.

As a full-time intern, I was responsible for growing a ministry to a large suburban high school. I had recruited Steve and I admired his heart for God. Together, we decided he would focus on building relationships with the senior boys. Steve was older than most of our volunteers and loved basketball, so we thought he would have natural credibility.

Steve gave it his best shot. He showed up for athletic events, attended our programs, and joined in training sessions. By the middle of the year, however, I could tell his enthusiasm was waning. He showed that hangdog look of someone who feels defeated. He made less time for students. He skipped our end-of-year picnic.

Just before that, Steve had left his Bible in my car by mistake. Long after the picnic was over, I realized that I still hadn't connected with Steve to return his Bible and to thank him for his service. By that time, summer vacations were underway, Steve had finished seminary, and I had no way to find him. His Bible still sits on my bookshelf.

While he probably shared some responsibility, I have come to believe that I bear ownership for Steve's decline in morale. I simply didn't understand volunteers.

Today I still wrestle with the question of keeping volunteers happy and productive, even though I'm now a volunteer. I have the privilege of leading a ministry in our church that is almost entirely led, funded, trained, and staffed by volunteers. I have a deep appreciation for the unpaid workers in the Kingdom. I want to keep them motivated and connected. I am on a personal quest to discover what volunteers really want.

Most churches can't afford to add all the staff they need, and many of the skills for "doing church" today are not taught in our seminaries. These forces will continue to drive churches to hunt for willing, able volunteers.

The demographics hold good news. As Baby Boomers reach retirement age, they have more discretionary time. And Gen X-ers display a natural inclination toward activism. This creates a deep talent pool, if you know how to maximize it.

As I reflect on my own experience, one insight consistently surfaces. I serve for many reasons, but the greatest is meaning.

Like many volunteers, I spend most of my week in the marketplace, pleasing several masters: bosses, customers, employees. Those stakeholders have values different from mine. If my workday thoughts appeared in over my head in a cartoon bubble, you would read, "I can't wait to do something that really matters with people I love and with whom I share a common cause."

If you are looking for volunteers, you should be salivating as you read those thoughts. People with those thoughts are ripe for volunteer work, on a few conditions.

* Give me a clear, compelling purpose. Happy volunteers are crystal clear on their ministry's purpose. They can tell you not only why their group exists, but also why that cause is important. For an important cause, they will give selflessly, and thank you for it.

As Andy Stanley said recently in a talk on vision, volunteers want answers to three big questions:

1. What is the problem?
2. What is the solution?
3. Why are we the ones to solve it now?

Answer those questions clearly, and people will volunteer for all manner of tasks.

I applied those questions to our newly married couples' ministry. The responses were motivating.

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