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Indian nonprofits have embraced volunteer engagement. The majority (70%) of organizations we surveyed actively engage volunteers in their programs, indicating that mobilizing individual citizens to give their time and skills has become integral to how the sector operates.
As with fundraising, volunteer engagement receives strong organizational endorsement: 93% of organizations rate it as worthwhile, with more than one-third considering it highly valuable.
Volunteer numbers have grown over the past few years. This increase demonstrates growth in how nonprofits mobilize community participation.
These two indicators – the actual number of volunteers engaged and organizational perception of volunteer engagement being worthwhile – serve as key measures of volunteer program effectiveness throughout this analysis. However, it is important to note that while the number of volunteers engaged indicates an organization’s commitment to leveraging volunteers, more may not always be better. Unlike fundraising, where a higher percentage of funds raised correlates with greater perceived worthwhileness, volunteer program satisfaction appears to be independent of the number of volunteers engaged.
Analysis clearly shows that organizational scale, personnel size, and age also have minimal impact on volunteer engagement worthwhileness ratings, reinforcing the earlier finding that organizational characteristics don’t predict the value NPOs get from engaging volunteers.
In the sections that follow, we explore both the proven practices that help organizations unlock the true potential of volunteer engagement and the challenges that prevent nonprofits from fully leveraging volunteer support.
The majority of NPOs that engage volunteers find that they play a vital role in building visibility and spreading awareness. They act as trusted ambassadors, amplifying the organization’s message, sharing their experiences, and creating a ripple effect that extends far beyond their immediate contributions. This could be compared to the multiplier effect achieved through fundraising from everyday givers.
When nurtured well, such organizations not only sustain volunteer engagement but also create long-term advocates who carry the mission forward in their own networks and lives. This approach also reflects what researchers describe as the “champions model” of distributed mobilizing, where motivated volunteers evolve into advocates, mentors, and even staff members, helping organizations extend their reach and sustainability.1,2
U&I Trust exemplifies how nonprofits can strategically engage volunteers as ambassadors to maximize visibility and awareness. This Bengaluru-based organization that recruits thousands of new volunteers annually, has created systematically structured, volunteer-led social media initiatives, transforming volunteers into brand ambassadors who organically amplify the organization’s reach. “We now have more of a structured volunteering space for social media. A lot of our posts are curated by volunteers,” explains their Senior Manager for Strategy, Development & Crowdfunding. This ambassador approach generates authentic content as volunteers share their experiences and support outreach events, creating exponential visibility at minimal cost.
Beyond helping with day-to-day tasks, volunteers play a deeper role in strengthening the social fabric of a nonprofit’s work. Three out of five organizations see engaging volunteers as a way to build communities of like-minded people who share a commitment to a common cause. These communities become powerful ecosystems offering peer support, shared purpose, and a sense of belonging that keeps both volunteers and the organization energized. As a team member from a volunteer-driven organization described, “Urban loneliness is skyrocketing. People are just cloistered in their own little bubbles. [Volunteering] becomes an avenue to fight that – come hang out with the kids, make friends, have fun. And it actually happens. A lot of people become lifelong friends, some even live together and work together.”
At Rubaroo, volunteers who initially joined to facilitate youth programs often transitioned into fundraisers and long-term partners. Their first-hand experience of the impact made them strong advocates for the cause. The CEO stresses that “Our volunteers don’t just stop at giving time. Once they experience the program, they mobilize their own friends and family to contribute. The most powerful fundraisers are often those who were once participants themselves.”
More than half of the surveyed NPOs see volunteers as an essential extension of their team. Volunteers carry out critical tasks, from administrative work to specialized roles like photography, design, or event planning. By contributing time and skills without adding to payroll costs, volunteers significantly boost an organization’s operational capacity. This support, when managed strategically, can become a tool for sustaining and scaling organizational impact.
SNEHA (Society for Nutrition, Education and Health Action), a Mumbai-based nonprofit working on health, exemplifies how strategic volunteer engagement can significantly enhance operational capacity. With a focus on frontline service delivery, SNEHA relies on volunteers for some of the behind-the-scenes functions, including communications and fundraising, and in SNEHA’s programme on palliative care. The organization harnesses creative talent by engaging volunteers in photography and digital media, enabling them to capture powerful visuals and success stories that would otherwise require professional (and expensive) services. In the palliative care programme, volunteers are provided basic training to support senior citizens accessing these services. By tapping into volunteer skills, SNEHA is demonstrating how they turn time and talent into tangible impact.
Volunteering is more than just lending a hand; it’s a gateway to active civic participation. For almost 50% of the nonprofits in this survey, it’s a way to deepen public awareness and involvement in key issues, be it education, health, gender equity or environmental justice. What often begins as a small act of service can grow into long-term advocacy, as volunteers develop a stronger sense of ownership in the cause. The “State of Generosity 2024” report by GivingTuesday introduces the idea of civic intent, ”a composite metric that captures how individuals express their commitment to the common good through generosity, community-mindedness, and depolarizing behaviours”3. That report states that India demonstrated exceptionally strong civic engagement compared to other surveyed nations, with respondents showing higher levels of community belonging and civic generosity. Volunteers and advocates consistently reported greater community connection and trust than the general population, revealing clear links between generous activities and strengthened community bonds.
For nearly half of the nonprofit organizations in our study, volunteer engagement is not just a way to expand capacity or deliver services; it is a core part of who they are and how they create change. In these organizations, volunteering is not treated as an operational add-on, but as a strategic pillar, embedded in the organization’s identity and values. The mission of these organizations goes beyond delivering programs to actively fostering a culture of volunteering in the communities they serve.
For these NPOs, their impact is measured not only by the outcomes of their programs, but by how many people participate, contribute, and take ownership of social change. By placing volunteering at the heart of their work, these organizations aim to build a more engaged, empathetic, and empowered society, where civic action becomes a norm rather than the exception.
For Humans of Volunteering, volunteer engagement isn’t just a means to deliver programs. It’s a part of their Theory of Change. The organization aims to embed civic action and community participation into everyday life. As a team member explained, “The mission of our organization is to make volunteering a national habit. That’s the biggest reason we engage with volunteers. And as a new organization, working with volunteers also helps us keep costs down.”
To identify what drives effective volunteer engagement, we analyzed survey data from a diverse set of nonprofits, complemented by in-depth interviews with sector leaders and experts. This section highlights not only widely adopted volunteer management practices but also those statistically linked to stronger outcomes – specifically, higher volunteer log counts and greater perceived value of volunteer management.
Accessing new volunteers is often time and resource-intensive for nonprofits. Insights in this section were drawn from both self-reported strategies and regression analysis to uncover which strategies truly move the needle. The processes guiding how volunteers are recruited and assigned tasks vary widely across organizations, and the data show that Indian NPOs are taking widely varying approaches to volunteer recruitment.
NPOs reported that volunteer recruitment is most effective when rooted in relationships and local networks.
Referrals by existing volunteers was rated most effective by NPOs. Those using this channel also tend to have 3.7 times more volunteers than those who don’t. This highlights the critical role of word-of-mouth in expanding your volunteer base. “It’s always a referral. People who come through referrals are aware of the kind of expectation of time that is demanded from them,” agreed the leader of a child rights based organization in New Delhi. NPOs reported accessing volunteers through members of the community to be the second most effective channel.
Focused on education, health, livelihoods, and community development, The Rangoonwala Foundation (India) Trust (RFIT) embeds volunteering directly into its program design, mobilizing women, youth, and even patients’ families to participate in initiatives. Former beneficiaries have transitioned into active contributors, advocates, and some of them even donors, illustrating how service can lead to deeper community ownership. This approach not only builds trust and extends the organization’s reach, but also creates a sense of shared responsibility within the communities it serves.
While just over a quarter of respondents rated partnering with corporates as an effective channel, analysis showed that organizations that use their corporate partners as channels to access volunteers tend to have 1.6 times more volunteers.
Partnering with Indian schools, colleges, and universities helps NPOs tap into students who want to volunteer as part of learning, exposure, or community service. “Volunteering is a gateway into career building—especially for college students,” an independent expert highlighted. However foreign schools, colleges and universities were rated less effective and least used by Indian NPOs. They reported misalignment with local needs and logistics as the main reasons for not using this channel. NPOs prefer local and culturally aligned sources.
Volunteer management organizations, job boards and advertisements had low effectiveness ratings, and more than one-third of the respondents do not use these channels. Interviews with NPOs indicated that platforms work better when onboarding for structured roles like mentors.
Udayan Care, an NPO that runs residential homes and education programs for children and youth, has long relied on skilled professionals as mentors and trainers. A large share of these come through corporate volunteering programs. Partner companies, including large multinational consultancies, encourage employees to volunteer time for financial literacy, digital training, and mentorship sessions. For Udayan Care, this has been working very well, as young people in their community gain exposure to real world knowledge while corporate employee volunteers bring in specialized expertise. In addition, corporate volunteering has helped the organization reduce the high costs of sourcing professional trainers. “Our biggest advantage is when volunteers from corporates don’t just teach but stay on as mentors, building lasting relationships with our youth,” reported the Executive Director. This sustained engagement has turned corporate partnerships into one of Udayan Care’s most reliable volunteer pipelines.
Building on trusted direct relationships with the community, existing volunteers, or corporate and educational institutions, tends to be a more effective approach for accessing volunteers in India, than impersonal or general outreach methods. These targeted channels offer strong engagement and provide access to specific demographic groups that might be best suited to particular volunteer roles, allowing organizations to align volunteer skills and interests more effectively with program needs.
Teach For India (TFI), established in 2009, provides a powerful example of how universities and colleges can channel young people into sustained employment pathways in the social sector. TFI recruits primarily from premier Indian universities and many regional colleges. Each year, thousands of students and young professionals apply for the Teach For India Fellowship, a two-year, full-time, paid program that places Fellows in under-resourced government and low-income private schools. Separately, TFI also runs a volunteering program that allows young people to engage with classrooms in more flexible ways. Both the Fellowship and the volunteering program create opportunities for students to transition from academic settings into meaningful frontline education experiences.
The most commonly used strategy for encouraging volunteering is in fact the simplest: Providing certificates of appreciation. The good news is that this strategy is also highly effective. Data show NPOs who offer certificates of appreciation recruit up to 5.58 times more volunteers than those who don’t.
Though not as widely used, NPOs that provide networking and mentorship opportunities tend to have 1.8 times more volunteers. Flexible and meaningful volunteer opportunities also have a positive correlation with volunteer count. “Flexibility has really made a difference for us. None of the volunteers who joined on their own have left us so far. We never force anyone to commit to fixed hours or tight timelines,” said a digital marketer from a young organization working in South India.
Teach For India (TFI) has seen this dynamic play out firsthand through its volunteering program. Many young people come to volunteer, sometimes because their colleges require them to complete a certain number of community service hours. To support this, TFI offers a certificate once a volunteer completes 60 hours in the classroom. This recognition particularly resonates with college students, while also helping them engage more meaningfully with education. As one TFI staff member explained: “We find that many college students are eager to engage in classrooms, and the certificate we provide after 60 hours of volunteering gives them both recognition and a pathway to contribute meaningfully.” By combining structured recognition with impact-driven opportunities, Teach For India has built a strong and motivated base of volunteers across its eight-city network.
Interestingly, analysis shows a positive link between organizations that offer flexible volunteering opportunities and two fundraising related outcomes: A higher share of donations from everyday givers and a greater percentage of recurring donors. This suggests that flexibility may reflect an organization’s overall sophistication in both fundraising and volunteer engagement strategies, allowing the organization to be agile in the way it engages with everyday givers.
Though public acknowledgement of volunteers doesn’t have a significant relationship with volunteer count, data shows that it has a strong positive correlation with the percentage of funds raised from everyday givers. Could this suggest that volunteers, when publicly celebrated, become powerful ambassadors, amplifying organization missions and inspiring others to give, far beyond their direct contributions of time?
These findings highlight a key insight: Volunteer engagement doesn’t necessarily require complex or resource-heavy interventions. Simple, well-structured strategies like offering certificates or providing flexibility can have a significant impact. Recognition, relevance, and respect for volunteers’ time are powerful motivators.
Organizations that combine these elements with opportunities for connection and growth are better positioned to build a vibrant, committed volunteer base. Thoughtful volunteer management isn’t just good practice: It’s a driver of scale.
“Although the alumni engagement strategy is still evolving, the organization is working to strengthen connections across past volunteers, fellows, and even supported children—creating a broad and responsive network that continues to offer mentorship and support. Together, these practices make MAD’s volunteer engagement both robust and deeply relational,” explained the Director of Fundraising & Partnerships at Make a Difference.
“Many of our team members were once volunteers seeking sector exposure before committing full-time.” – CEO of an 8 year-old education based NPO.
This quote isn’t just a reflection of individual growth; it’s a powerful testament to how effective volunteer management can build long-term capacity within organizations, even when the organization is relatively young. Just as with fundraising, the concept of the leaky bucket applies to volunteer engagement as well. Without intentional efforts to retain them, volunteers can slip away just as quickly as they arrive. Sustained volunteer engagement requires more than gratitude; it demands consistent, purposeful connection. When volunteers feel seen, valued, and meaningfully involved, they’re far more likely to stay and to grow into deeper roles that strengthen the organization from within.
Strong volunteer engagement doesn’t happen by chance, it’s built through intentional communication practices that make volunteers feel connected, supported, and valued. Exploring how nonprofits approach these ongoing interactions can reveal what it takes to create meaningful and lasting volunteer relationships. While this wasn’t called out as a best practice in the quantitative part of the study, many organizations highlighted the importance of regular check-ins and communication in the qualitative interviews. As the co-founder of a small organization, that engaged more than 500 volunteers in 2025, said, “We maintain consistent touchpoints through platforms volunteers actually use, delivering content in language volunteers can relate to.”
Humans of Volunteering maintains regular check-ins with their volunteers and assigns them to specific teams and roles. Rather than leaving volunteers to figure things out on their own, the organization designates team leads who actively guide and support volunteers throughout their involvement. This structured approach ensures volunteers feel supported, understand their responsibilities, and know where to turn for help or direction, making a significant difference in both engagement and retention.
NPO respondents rated seeking regular volunteer feedback as one of the most effective practices in volunteer engagement.
Apart from soliciting feedback from volunteers, many organizations also make sure to provide a clear feedback loop to the volunteer by showcasing visible outcomes from their work. As the co-founder of an organization whose mission it is to promote volunteering, said, “Every year, many of the same volunteers return, because we’re able to show them the kind of impact they are helping us create.”
Maintaining open, two-way communication, where volunteers are both heard and shown the outcomes of their efforts, fosters a deeper sense of ownership, motivation, and alignment with organizational goals.
At an education based NPO headquartered in Maharashtra, feedback is central to how the organization operates and improves. Weekly post-school meetings bring the team together to review ongoing programs, discuss challenges, and reflect on outcomes. This regular feedback loop informs strategy and ensures the organization stays responsive and anchored in the ground realities. Volunteers are fully included in this process. Their input is actively sought and used to refine both engagement practices and program design. By embedding volunteers into a continuous improvement cycle, the NPO strengthens both its programs and its volunteer relationships, building a culture of shared ownership and learning.
Indian NPOs engage volunteers primarily for community outreach and engagement, and programmatic activities. Further analysis showed that NPOs that engage volunteers for raising awareness (advocacy) or community outreach, perceive volunteering as 58% and 38% more worthwhile respectively, than NPOs that engage volunteers for other tasks.
In contrast, organizations that involve volunteers primarily in fundraising activities often feel that the effort isn’t worth the return. Could this be due to a mismatch in expectations? For instance, volunteers may not feel equipped or motivated to meet fundraising goals, while nonprofits may expect outcomes that volunteers are not prepared to deliver.
Offering a wide range of volunteer opportunities is not just about filling roles, it’s about creating meaningful entry points for people with different interests, skills, and time commitments. Even though a few tasks stood out as the most common ones in which volunteers are engaged, nearly 82% of NPOs reported offering a diverse range of volunteer opportunities, with nearly half rating it as highly effective practice. Providing a diversity of roles also opens up opportunities for learning, creativity, and leadership, turning volunteering into a deeper experience rather than a one-time task. As a digital marketer from a health based nonprofit observed, “Flexibility, low-pressure engagement, simple communication tools, and a strong intent to recognize volunteers – these are the practices that have helped us the most so far.”
Rubaroo, a Hyderabad-based nonprofit focused on youth leadership and citizenship, has seen strong results from offering diverse volunteering opportunities. Volunteers can choose from themes like gender, interfaith dialogue, STEM, or citizenship education, aligning their work with personal passions. Beyond program roles, Rubaroo also involves volunteers in creative activities, like emceeing, poetry, or design, turning volunteering into a space for self-expression, learning, and leadership. As the CEO notes, “We don’t see volunteers just as people filling gaps. For many, this becomes a space for confidence-building and even international exposure. The range of options is what keeps them invested.”
However, short-term volunteering opportunities didn’t show a strong link to better volunteer engagement outcomes. Instead, NPOs offering opportunities for long-term volunteering had 3.4 times more volunteers. The good news is that about 90% of the NPO respondents who engage volunteers reported that they provide long-term volunteering opportunities, with 46% of them rating this approach as ‘highly effective’.
The data suggest that combining role variety with pathways for deeper involvement means that organizations could turn short-term volunteer interest into long-term commitment.
Sanjhi Sikhiya sees long-term volunteering as a strategic investment. Some volunteers transition into core staff, while retired professionals and newcomers bring in fresh expertise. “You may not benefit in the immediate run, but the same person can go on to become a very strong advocate, a very strong team member maybe in future,” reveals the Co-founder.
Recognizing and rewarding volunteers is an essential aspect of sustaining engagement, but what recognition looks like can vary widely across organizations. From tangible rewards to symbolic gestures, nonprofits are experimenting with different approaches to acknowledging volunteer contributions.
While over half of NPOs surveyed offer monetary stipends to volunteers, only a small fraction find that approach highly effective. In fact, this was the only practice linked to lower perceptions of volunteer engagement being worthwhile. Could this be because payments lead to increased expectations from the NPO, or because payments conflict with the fundamental idea of volunteering as an unremunerated gift of time, talent, or voice?
Non-monetary forms of recognition – like branded merchandise, skill-building opportunities, and community appreciation – show stronger links with higher levels of volunteer engagement. NPOs that provide NPO merchandise or community-made products saw 1.8 times higher volunteer counts. “We provide merchandise and different other items to all the people who volunteer with us. They kind of feel their swag in those T-shirts, posting pictures on social media. That also helps because they feel proud to be part of the team,” said the Co-founder of Humans of Volunteering.
For the Renovatio Foundation, recognition comes in the form of skill training and visibility. Through regular training sessions focused on social-emotional learning skills, volunteers gain valuable professional development while understanding their program impact. Monthly recognition events featuring partnerships with organizations and brands rather than monetary rewards also maintain motivation without requiring substantial funding.
Some organizations use intangible rewards, such as public appreciation, personal growth opportunities, and a strong sense of purpose, to recognize volunteers and keep them meaningfully engaged. Recognition can also come in the form of simple hand written notes.
Ultimately, recognition is not just about tangible rewards, it’s about reinforcing a sense of belonging, purpose, and appreciation. Thoughtfully designed recognition strategies can strengthen the relationship between volunteers and the organization, helping to sustain meaningful engagement over time.
At Vidya Poshak, recognition comes in a simple yet powerful form: Handwritten letters from students to the volunteers who support them. Each quarter, volunteers receive personal notes updating them on the student’s academic journey – exam scores, college admissions, training programs, and more.
This ongoing, personal connection does more than inform; it strengthens trust and deepens engagement. “When a volunteer receives a handwritten letter from the student they selected, it builds a sense of trust and attachment,” shared their Executive Director. “They feel part of the student’s journey and stay connected long after the initial act of volunteering.”
By turning recognition into a relationship, Vidya Poshak demonstrates how small, thoughtful gestures can have a lasting impact on volunteer commitment.
One of the most consistent themes emerging from both survey responses and in-depth interviews is the importance of structure in the form of clear policies, well-designed volunteer programs, and defined roles. These foundational elements not only streamline volunteer engagement but also build trust and reliability into the experience for both the volunteer and the organization.
Nearly half the respondent NPOs emphasized the value of having a well-drafted volunteer program policy. In fact, analysis shows that organizations with a well-drafted volunteer program policy had 2.4 times more volunteers. A senior mentor coordinator from a Delhi-based NPO noted that even without a formal orientation, their program document is so clear and accessible that volunteers can understand their role simply by reading it. Frequently updated FAQs and talking points ensure that as new questions arise, information remains current and helpful. This approach has been widely appreciated by both their corporate partners and individual volunteers, reinforcing that clarity is a key driver of positive volunteer experiences.
Clearly articulated roles and pathways also emerged as crucial to volunteer satisfaction and long-term engagement. The founder of a Mumbai-based NPO said, “Role alignment has not only improved volunteer commitment but also made engagement more meaningful for all involved.”
While having dedicated staff to manage volunteers is seen as an effective approach to engaging volunteers by more than half the respondents, 24% of respondents reported that they do not have a dedicated volunteer management team. At the Freedom Employability Foundation, volunteers have repeatedly praised the efforts of coordinators who ensure timely communication and support.
Ultimately, well-drafted policies, structured programs, and clearly defined volunteer roles are more than administrative tools – they are enablers of meaningful, scalable, and sustained engagement. Nonprofits looking to strengthen their volunteer efforts invest in these foundational elements to build clarity, trust, and alignment, while also laying the groundwork for long-term growth and deeper volunteer commitment.
The Renovatio Foundation, based in Nagpur, offers a compelling example of what structured volunteer roles can achieve. Running entirely on volunteer effort, the organization has built a three-tiered pathway – Volunteer, Volunteer Leader, and Super Volunteer – each with defined responsibilities, time commitments, and growth opportunities. In just one year, this structure supported a scale-up from 225 to 1,000 volunteers across 50 schools. “The combination of a well-drafted volunteering policy, continuous upskilling, and clear communication of the volunteer journey has been the most effective in enhancing engagement” claimed the Co-founder of the Renovatio Foundation.
A growing number of nonprofits are recognizing the importance of tracking and measuring volunteer engagement, not just for operational efficiency, but also to deepen relationships, improve retention, and enhance the overall volunteer experience.
Just as the use of CRM systems has been shown to improve fundraising outcomes, qualitative interviews with NPOs suggest that applying similar tools to volunteer engagement can offer significant benefits. From managing communication to identifying patterns in volunteer activity, tracking systems help organizations stay connected with their volunteer base over time.
At Udayan Care, a dedicated volunteer management system plays a central role in maintaining relationships. “We are able to take better care of our volunteers, hear their voices more clearly, and even re-engage those who return after months or years,” shared a team member. “Volunteers are cyclical – some are very active and then step away, but many come back. All that happens because we stay in touch, and for that, an automation system always helps.” Beyond logistics, their system supports the organization in leveraging volunteers as advocates, extending impact far beyond the initial act of volunteering.
Organizations are also rethinking how they measure engagement. One leader from a youth organization pointed out that simply counting the number of volunteers engaged may not reflect the full picture. “Today, someone might be volunteering in health, tomorrow at a blood donation camp, and three months later planting saplings. Volunteers contribute in different ways across different programs. When you add it all up, the total volunteer hours run into lakhs.” So instead of asking how many volunteers were involved, the better question is: How many volunteer hours were clocked?
While not every organization may be ready to build custom dashboards or implement full-scale CRM systems, the underlying principle remains the same: What gets measured, gets managed. Tracking volunteer engagement, whether through formal tools or consistent internal systems – even if those are just Excel sheets – allows nonprofits to respond to volunteer needs, recognize contributions meaningfully, and design more impactful programs over time.
U&I has demonstrated the power of investing in tracking early. The organization built its own volunteer dashboard about six years ago, well ahead of the curve. This experience helped build organizational capacity that enabled the development of a robust volunteer management system. Today this platform is able to track volunteer activity and outcomes, helping the team understand what’s working, where support is needed, and how engagement evolves over time. The move professionalized their approach and contributed to U&I’s growing visibility and brand recognition, all while keeping costs low. Their model has since inspired similar practices across the sector.
Beyond structured roles or formal incentives, many nonprofits highlight a more intangible yet powerful element of volunteer retention: The sense of community and belonging that volunteers experience.
Together, these examples show that retention is not only a function of structured programs or recognition, but also of how deeply volunteers feel connected to the people, values, and mission of the organization. When volunteers feel like they belong, they’re far more likely to return, and bring others along with them.
At Udayan Care, the emphasis is on building authentic relationships. “It’s more about personal relationships and just being there,” shared a team member. “The focus is really on making volunteers feel valued and involved, which is far more meaningful than giving them something like merchandise.” This human-centered approach fosters trust, emotional investment, and loyalty.
Winner With You actively nurtures a sense of team and family among their volunteers. Regular communication keeping volunteers informed about the progress of their work contributes to a feeling of inclusion. “It’s about making them feel like a part of the team – keeping them connected,” said a representative.
At Youth for Seva (YFS), culture plays a central role in driving engagement. The organization consciously cultivates a shared identity and set of values that resonate with volunteers. “YFS has a very unique culture that draws volunteers in,” explained a team member. “There’s a strong sense of bonding between volunteers and the organization.”
Engaging volunteers can be a powerful way for nonprofits to extend their reach and impact, but for many organizations, doing this effectively remains a significant challenge. Understanding the obstacles that prevent nonprofits from engaging volunteers is crucial to designing support systems, training, and policies that address their specific needs. To do this, we need to look at the reasons why some organizations haven’t started involving volunteers and what difficulties others face in managing them effectively.
Roughly one in three nonprofits from the study’s sample is not currently engaging volunteers. For them, the barriers are predominantly internal and knowledge-related, including the lack of skilled or suitable volunteers, insufficient knowledge about volunteer management strategies, and resource or capacity constraints. Only 6% consider volunteer engagement irrelevant to their work, demonstrating that – just like with fundraising from everyday givers – the vast majority see potential value but face practical implementation challenges in engaging volunteers.
Nearly 70% of the respondents in the study’s sample engage volunteers in some form and the primary challenges they face center around accessing new volunteers and sustaining them for the long term.
The most prominent barrier identified by NPOs to get volunteers to sign up is time constraints among potential volunteers. This indicates that nonprofits feel that while many individuals are interested in volunteering, they struggle to find the time to commit. Offering flexible volunteering opportunities has a positive correlation with volunteer count, but offering short-term volunteering opportunities didn’t show a strong link to better volunteer engagement outcomes.
Lack of awareness about volunteering opportunities is another significant concern. This suggests that many nonprofits see visibility of opportunities and outreach as key limitations in their recruitment efforts, with potential volunteers either unaware of opportunities or unsure how to get involved. This is corroborated with data from earlier sections that show how most successful recruitment happens through existing networks and relationships rather than wide-reaching, generic campaigns. This raises an important question for nonprofits: How might they invest in more strategic outreach approaches that go beyond existing networks, while still leveraging the trust and connections those networks provide?
Other structural barriers, such as geographic limitations and a mismatch of skills, point to logistical hurdles that are harder to overcome. Organizations may struggle to reach volunteers who live further away or may have difficulty finding individuals whose skills align with their specific needs.
When it comes to retention, organizations have reported they struggle most with funding for rewards and stipends. Yet data from previous sections show that these material incentives are actually associated with lower volunteer engagement. On the other hand, simple, low-cost recognition strategies – like certificates of appreciation – are associated with higher volunteer engagement, indicating that effective recognition doesn’t require substantial financial investment.
Limited staff capacity presents a more complex challenge, as small teams often lack the bandwidth for effective volunteer management, including clearly defining volunteering roles and regular communication – all elements that make successful engagement easier. Addressing this may require small and simple steps to make volunteer roles more defined, and using basic tools for tracking and onboarding.
Notably, the most challenging barriers to recruiting volunteers appear to be external factors that nonprofits perceive as challenges faced by the volunteers themselves, such as time constraints, lack of awareness, and geographic limitations. This distinction highlights a need for further research to hear directly from everyday givers in India about the obstacles they face in contributing their time, skills, and voice to nonprofit work.
“I know that with better tools – like volunteer tracking software, automated onboarding platforms, or even training content – we could improve how we manage and engage our volunteers. If we had access to free or low-cost tools, mentorship programs, or even templates for building a strategy, that would definitely help us strengthen our volunteer engagement practices in the long run,” observed a representative of the ATG Healthcare Foundation.
In contrast, the biggest challenges to sustaining volunteer engagement tend to be internal, including limited funding and staff capacity. This points to an area that could benefit substantially from external support, both financially from funders as well as in the form of capacity and training from other supporters in the ecosystem.
“One thing that would be helpful is access to better tracking technology—tools that can help us monitor volunteer engagement and draw insights to inform our strategies. Currently, this is an area where we see room for improvement. With more efficient systems to track participation, interests, and impact, we would be able to design more targeted and effective volunteer engagement practices,” noted a team member from Rubaroo.
Organizations already engaging volunteers overwhelmingly find it worthwhile, despite operational challenges. By reducing practical barriers, more nonprofits may be equipped to harness the full benefits of volunteer engagement in advancing their missions.
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2MacIndoe, H., and Barman, E. (2019). How Organizational Stakeholders Shape Nonprofit Growth and Decline. Nonprofit Management and Leadership, 29(4), 491-510. https://doi.org/10.1002/nml.21630 ↩︎
3GivingTuesday. (2024). State of Generosity 2024. https://stateofgenerosity.givingtuesday.org/2024#trust ↩︎
