Difference between revisions of "Membership Retention"
Ashish Bhatt (talk | contribs) (Created page with 'Membership Retention means getting active brothers to stay active. For Iota Phi, retention has historically been a challenge because the chapter is so big. The turnover rate …') |
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Many different things have been tried over the years to improve membership retention. | Many different things have been tried over the years to improve membership retention. | ||
===Active Interviews=== | ===Active Interviews=== | ||
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Membership VPs have tried various incentives to encourage actives to come out and fulfill their requirements. In [[Luong Class|Spring 2010]], officers tried financial incentives. For example, for a Baskin Robbins fellowship, they gave discounts for the first 20 members who came. In [[Chandler Class|Fall 2010]], they created customized buttons corresponding to each trait in the [[Scout Law]], and passed a different kind out at each meeting. | Membership VPs have tried various incentives to encourage actives to come out and fulfill their requirements. In [[Luong Class|Spring 2010]], officers tried financial incentives. For example, for a Baskin Robbins fellowship, they gave discounts for the first 20 members who came. In [[Chandler Class|Fall 2010]], they created customized buttons corresponding to each trait in the [[Scout Law]], and passed a different kind out at each meeting. | ||
===MVP Interviews=== | |||
In [[Jaromay Class|Spring 2009]], Membership Vice Presidents introduced post-rush, mid-term, and end-term interviews for actives. These interviews entailed getting to know actives and trying to figure out their goals for the term, or to help them come up with a plan to make active status. This was intended as a retention tool, and attending all three interviews earned one wildcard. One concern for this idea was that having actives approach the officers was a passive affair that would only attract those who already intend to be active. It did not help with assessing why the more distant members had begun to go inactive. | |||
===MVP Office Hours=== | |||
This idea has been tried occasionally. It is similar to the MVP Interviews, as actives are encouraged to come and talk to the Membership Vice Presidents about plans to make active status. Actives could also talk about any concerns they had about meeting requirements here, and the officers could help them come up with a plan. Also similar to the MVP Interviews idea, this strategy targets those who already intend to be active. However, some people find it very helpful. | |||
[[Category: Terminology]] | [[Category: Terminology]] | ||
Revision as of 07:31, 28 January 2011
Membership Retention means getting active brothers to stay active. For Iota Phi, retention has historically been a challenge because the chapter is so big. The turnover rate is often very high. Usually, Membership Vice Presidents are held responsible for improving retention.
Approaches to Membership Retention
Many different things have been tried over the years to improve membership retention.
Active Interviews
Occasionally, actives were given the option of interviewing around 15 pledges for a wildcard. This approach is meant to help actives meet newer members and create more relationships within the chapter, so people never feel too disconnected.
Active Retreat
Membership VPs have tried active retreats with varying success. Usually, this event has worked best before the start of a term. Particularly, ExComm has held pre-retreats to check out the Pledge Parents' intended Pledge Retreat campsite. Actives have often been invited to join in.
Incentives
Membership VPs have tried various incentives to encourage actives to come out and fulfill their requirements. In Spring 2010, officers tried financial incentives. For example, for a Baskin Robbins fellowship, they gave discounts for the first 20 members who came. In Fall 2010, they created customized buttons corresponding to each trait in the Scout Law, and passed a different kind out at each meeting.
MVP Interviews
In Spring 2009, Membership Vice Presidents introduced post-rush, mid-term, and end-term interviews for actives. These interviews entailed getting to know actives and trying to figure out their goals for the term, or to help them come up with a plan to make active status. This was intended as a retention tool, and attending all three interviews earned one wildcard. One concern for this idea was that having actives approach the officers was a passive affair that would only attract those who already intend to be active. It did not help with assessing why the more distant members had begun to go inactive.
MVP Office Hours
This idea has been tried occasionally. It is similar to the MVP Interviews, as actives are encouraged to come and talk to the Membership Vice Presidents about plans to make active status. Actives could also talk about any concerns they had about meeting requirements here, and the officers could help them come up with a plan. Also similar to the MVP Interviews idea, this strategy targets those who already intend to be active. However, some people find it very helpful.