Ask active volunteers what keeps them here and what would push them out — intentions measured before the third missed shift, not after the goodbye.
Quick answer
Use it as a retention pulse on volunteers still active: what is keeping them and what would make them leave, captured while both are still intentions and ranked by length of service, so coordinators act before the pattern becomes a resignation.
Exit interviews are volunteer research's worst timekeeper — by the exit, the retention question is decided. This pulse asks people still here the two questions that matter: what is keeping you, and what would make you leave? Intentions are captured while they're still intentions, ranked by length of service, so coordinators see which drivers hold which tenure band — and act before the pattern becomes a resignation.
Sample form preview — live and ready to fill in.
Everything you need to run this template.
Stay-drivers and push-out risks, scored apart — retention is both ends.
Six-month continuation captured before it hardens into a resignation.
New volunteers and veterans drain for different reasons; the waves show which.
What people say they get here becomes what you celebrate publicly.
From copy to deliverable in four steps.
Copy it in; align drivers to your volunteer program.
Same wave every three months — movement is the message.
Where do veterans leak? Where do newcomers wobble?
Fix the named push-out factor before the third missed shift.
Pick your role — see how it fits your workflow.
Get early warnings with names and roles attached.
See which posts leak veterans and why.
Say the small thing now, before it becomes the reason you left.
What makes this template work as a professional deliverable.
A preview of the real questions in this form — exactly what respondents see.
