Volunteer Onboarding Experience and Retention Audit
Review how your volunteers are welcomed, trained and supported in the first weeks, and find why some leave early, with practical fixes.
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Please audit the way our organisation welcomes and supports new volunteers. I will give you what happens now and some numbers about who stays and who leaves. Help me find realistic improvements for a group with limited time and money. Inputs: the steps from enquiry to first shift [VOLUNTEER_STEPS], number of people who enquired, started and were still active after 3 months in the last year [VOLUNTEER_NUMBERS], what training and written guidance exists [TRAINING_AND_GUIDANCE], who looks after volunteers [VOLUNTEER_COORDINATOR], and any reasons people have given for leaving [LEAVING_REASONS]. Produce: (1) a funnel table with columns Stage, Number, Percent of previous stage, Percent of enquiries, with the arithmetic; (2) the biggest drop-off and likely causes, stated only as hypotheses with the evidence for each; (3) a review from 1 to 5 of: Quick reply to enquiries, Clear role description, Safe and welcoming first shift, Training that matches the task, Named contact person, Feedback and thanks, Fair expectations of time; (4) a list of paperwork or checks that are normally needed, written as questions to confirm, labelled [VERIFY] such as checks for roles that involve children or vulnerable people; (5) a one-page first-shift checklist; (6) a short thank-you and check-in message after week two. Guardrails: do not invent legal or safeguarding rules; point to the relevant official body or a qualified adviser for those. Do not name individuals. Keep suggestions low-cost. Add a worked example with invented numbers: 60 enquiries, 36 started, 18 still active at 3 months. Show 60 percent, 50 percent and 30 percent overall.
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