Kids Hope USA, the national mentoring organization I work for that partners local churches with local schools to run mentoring programs, wanted to know more about volunteer mentors. So we put together a 2014 survey that gathered information representing over 7,000 mentor-student relationships. The results are worth trumpeting.
The study found that 91 percent of all relationships continue from one year to the next. To put that number into context, researchers at the 2014 National Mentoring Summit stated that "a third to a half of all relationships established through formal programs do not make it to their initial time commitment." The data shared came from a large, secular national mentoring organization that asks volunteers for a one-year commitment.
Yes, 91 percent is extremely good, especially compared to 50 or even 67 percent.
Because Kids Hope USA works exclusively with congregations, the bragging rights for this data belong to local churches. What a fresh message, compared to all the efforts to prove people engaged in church are the same as—or worse than—the general population.
Emboldened by this data, I'm willing to take whatever criticism comes my way from saying: Church volunteers are more committed and, for that reason, better.
Again, all credit goes to local churches. But what are the reasons for such deep devotion to serving others? Closer examination reveals four key factors that drive church volunteers to unmatched commitment levels.
1. Working together Partner people and their commitment levels climb. It's easy to walk away from a task; it's hard to turn your back on another person. Accountability is a good thing when it occurs within a relationship. Pair a mentor with a prayer partner and together they will accomplish plenty—and together they will stick around. Keep in mind, Jesus sent his team out in pairs.
2. A well-organized program Most often, volunteers want to join a deliberate, defined, and structured effort. Why? So they feel confident that they're not wasting their time. Consider these ingredients to create such assurance: clearly defined roles, strong equipping/training, consistent on-going communications, and full/easy-to-access support when challenges arise.
3. Encouragement and appreciation Volunteers need to know someone notices their effort in real time, not simply at the year-end celebration. A few times throughout the year, they also need a vision refresher that reminds them of the big picture—and clearly articulates how much they're valued in making that big picture happen. "You make this possible" is volunteer-speak for "You are loved and appreciated." Get this one right and the need to recruit diminishes. Can I get an amen?
4. Kingdom perspective Ensure that a volunteer sees that life change is taking place because of his or her invested time and effort, and that person will passionately continue serving. Key to success: it has to be real. A tremendously wealthy man stood up at a holiday family gathering and, choking back tears, shared that his young mentee scored an A on a recent spelling test. "His success might be the greatest thing I was part of this year," he said. Every year, stories emerge from mentors across the country who hear "I love you" from a little boy or little girl who they meet with every week for just an hour. When that happens, more than one life has changed.
Of that, I'm 100 percent certain. No wonder church volunteers stick around.
David Staal, senior editor for Building Church Leaders and a mentor to a first grader, serves as the president of Kids Hope USA, a national non-profit organization that partners local churches with elementary schools to provide mentors for at-risk students. David is the author of Lessons Kids Need to Learn (Zondervan, 2012) and Words Kids Need to Hear (Zondervan, 2008). He lives in Grand Haven, MI, with his wife Becky, son Scott, and daughter Erin.
©2014, David Staal
