Understanding the motivations of volunteers can help attract and retain them for service. Dunn et al. (2015) performed a systematic literature review on volunteering. Their review highlights that the two most important factors in motivation are altruism in helping others and the opportunity for socializing (p.431). Of these two, the more consistent and powerful motivator is altruism. Lisa Gallegos emphasizes that just because people are there for altruism, one must show some kind of appreciation. This could come in the form of a year-end volunteer appreciation event or could be as simple as stopping by to thank them or give them a simple signed card. The strength of altruistic motivation is increased when brought into the light. There are many resources online for ideas on how to celebrate volunteers such as this: https://join.mobilize.us/blog/volunteer-recognition-ideas

The motivation of socializing is also served by assuring that staff check in with volunteers and show them appreciation. This is especially true if they are going to be working in frequent isolation. There needs to be a consideration for this secondary motivation. This might look like getting enough volunteers to have two in the reading centers at a time so they have a companion to work with, or hosting monthly or quarterly meetings to bring the team together. These meetings should be a moment of celebration, connection, and an opportunity for training (to be discussed in more detail in the training section). The importance of social connection to volunteer motivation and retention is reinforced in academic studies, such as the work of Bidee et al. (2012):

They [volunteers] also seem to benefit from environments in which they have to cooperate with others and in which they are encouraged to identify with their volunteer group… The management of the volunteering group really benefits from a more personal as well as a social approach. This confirms the important role to play by the manager. (p. 43)