By Brent Lacy

You need volunteers. Your people are already stretched thin.

They work full-time jobs. They raise kids. They care for aging parents. They coach little league and show up for their neighbors. And you’re asking them to also teach Sunday school, run the sound board, and coordinate the Christmas program.

The answer isn’t to ask less of your people. It’s to ask better.

Why the Pulpit Ask Fails

“We need volunteers for the nursery. See the sign-up sheet in the foyer.”

You’ve said this. It hasn’t worked. Here’s why.

A general ask from the pulpit creates diffusion of responsibility. Everyone assumes someone else will sign up. The people who are already overcommitted feel guilty. The people who might be a great fit don’t see themselves in the ask.

The pulpit ask is useful for awareness. It’s not a recruitment strategy.

The One-Person Ask

The most effective volunteer recruitment in a small church is simple. Ask one person at a time, for a specific role, with a clear time commitment.

Not: “We need help with children’s ministry.”

But: “I’d like to ask you to teach the 3rd through 5th grade Sunday school class on the first Sunday of each month. It’s about 45 minutes, and I’ll provide the lesson plan. Would you be willing to try it for three months?”

That ask works because it’s specific, bounded, supported, and personal. You chose them. That matters.

Match People to Roles by Gifts, Not Desperation

Desperation recruiting fills slots but creates problems. A volunteer in the wrong role burns out faster and is harder to redirect.

Before you recruit, ask yourself: who in this congregation has the gifts, personality, and availability for this role?

• Children’s ministry. Patient, warm, comfortable with chaos, loves kids.
• Sound and tech. Detail-oriented, comfortable with technology, reliable.
• Hospitality and greeting. Outgoing, remembers names, makes people feel welcome.
• Administration. Organized, follows through, comfortable with details.

When you recruit based on fit, volunteers are more likely to stay and more likely to thrive.

The First 30 Days

Most small churches recruit volunteers and then leave them to figure it out. That’s a retention problem waiting to happen.

• Week 1. Provide a written role description. What they do, when, and who to contact with questions.
• Week 2. Have them shadow an experienced volunteer or observe their first session with you present.
• Week 3. Check in personally. “How is it going? What do you need?”
• Week 4. Thank them by name in a service or newsletter.

Keeping the Volunteers You Have

Recruiting new volunteers is harder than keeping the ones you have. Retention comes down to three things.

Clear expectations.

Volunteers quit when the role expands beyond what they agreed to. If the role changes, have a conversation. Don’t just add responsibilities and hope they adapt.

Regular appreciation.

A handwritten note. A mention from the pulpit. A small gift at Christmas. The goal is simple: we see you, we value you, and what you do matters.

Burnout prevention.

Build rotation into your volunteer system. No one should serve every single week in a demanding role. Even a once-a-month rotation gives people breathing room.

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