How to run a volunteer orientation People Remember.

Many organizations lose new volunteers before the second shift. Some leave because the first day was confusing, some because no one seemed to notice them, and some because they never understood what they were supposed to do. A good orientation fixes all three.

Keep it short

An hour is usually enough for a first orientation, less for a one-day event. Cover what the volunteer needs for their first shift and leave the rest for later training.

What to cover

• Why the work matters. Two or three minutes on who the organization serves and what the volunteer's role contributes. Specific beats inspirational.
• The role itself. What they will do, where, with whom, and what a good shift looks like.
• Safety. Emergency exits, first aid, how to report an injury, and any hazards specific to the site.
• Boundaries. Confidentiality, how to treat the people you serve, what volunteers should not do, and who to ask when unsure.
• Logistics. Where to park, how to sign in, what to wear, and how to cancel a shift.

Put it in writing

Give volunteers a one-page summary to keep, with the name and phone number of their contact. Ask them to sign that they have read the policies that apply to their role. For roles involving minors, vulnerable adults, or money, screening should be complete before the orientation, not after.

Pair them for the first shift

Assign each new volunteer to someone experienced for their first shift. People learn the work faster by watching it done, and they come back more often when someone knows their name.

Follow up

A short message after the first shift, thanking them and asking how it went, costs a minute and tells the volunteer they were noticed. Their answers are also the best feedback you will get on your orientation.