Getting people to join and volunteer for you fire department is one thing. After you get them how do you make sure you keep 'em. Turn over rate can be high in many departments. Not only is this frustrating but also turns into a time consuming and potentially expensive situation as your department will consantly have to devote more and more time into training new members (hopefully getting them FFI/II certified) along with the expense involved in purchasing the training supplies or sending them away to training classes. If a department starts making a sizeable investment in time, money and education to a member it should be expected that that member will commit to serving that department.

There are many reasons why people will decide not to stay with a department. Some of the reasons can be unavoidable like job situation or relocation, death in family requiring other obligations to be filled. Other reasons may include: joined and decided it just isn't for them, personal disputes w/ other members, politics of the department, burnout and a host of other reasons.

A department is not able counteract and compensate for every reason, but there are some things a department can do to help improve member retention.

First is training. The must be consistant training done every month. The more competent and skilled a member gets the more they will feel a sense of pride (and also responsibility). We all want to grow as a person and that means learning new things, polishing up on skills & knowledge that we already have. If we are well trained we feel more comfortable and safer with ourselves and also our teammates.

Trust is then earned as we become better trained. We will develop confidence with each other and be more willing to put the safety of ourselves in the hands of our department. We all know that what we do can be very dangerous. I want to know that the person I go in with is trustworthy and will watch my back and be there when I need them . . . just as they have the right to expect the save service from me.

Training & trust are just two factors that will help influence retention. But all work and no play . . . well you know the saying. In addition to the work aspect there is also the brotherhood. We become a family and as such need to do things together. We need to get to know each other. Learn about their families, outside jobs, interests, likes & dislikes. Have department picnics & bbq's, Christmas parties, summer get togethers. Work together on pancake breakfasts. This will go along with building the trust factor as we become more familiar with each other.

Now every family does not get along with each other all the time and there is nothing wrong with that. We all don't have to be best friends, but we do need to be able to work together and respect each other. Respect can be a very powerful motivator. There are two different kinds of respect: earned & assigned. The assigned respect comes with a position. The chief & his officers should be afforded a certain kind of respect due to the position they hold. Earned respect is totally different. There is no official position associated with this but instead is earned through the actions and attitude of the person. We all know someone who is not an officer or the head of anything but when they speak or make a suggestion everyone listens. Experience is usually the main contributor to earned respect but there are many factors that make it up.

When members notice that they are respected and appreciated they will strive more and more to participate and grow as a person. We all have an ego that likes to be noticed. This doesn't know mean that we want to be self centered, but instead focus on positive reinforcement. Let the members know when they are doing good. Too many times we focus on the negative and are quick to jump on someone when they do something wrong. We do not recognize the positive because we feel it should be done that way anyways so why recognize it. Remember to give them a pat on the back now & then.

Pride: Firefighters are one of the most prideful bunch of people I have ever seen. We all like to display our affiliation to the fire service with flags, t-shirts, bumber stickers, tatoos and all kinds of trinkets & doodads. Developing and fostering the right kind of pride in your department is crucial. Again, we can not be egotistical about it and put ourselves up on a pedestal. We can encourage our members to wear their shirts with pride in the public and remind them that when ever they are wearing department emblems they are representing not only themselves but the department and everyone on the department. Whatever they do while wearing them reflects on the group as a whole. We know that the public sees all and especially in small towns will repeat all. Don't be wearing your FD t-shirt to the bar each weekend and getting drunk, fighting and passing out. Stay professional at all times.

Public relations. As a business owner I can not stress the importance of public relations enough. Especially for the fire department. Like I said, whatever we do it is always seen by the public. The public can be the harshest judge, jury and executioner. We need to conduct ourselves in all aspects as if our lives are being observed under a microscope (because in effect it is). Make the community proud of you and your department. Training & practice will enable us to become better firefighter and will help us with property conservation. Treat all victims & patients with respect, curtousy and dignity. Remember it may one day be one of your family members that you are working one.

Don't be afraid to toot your own horn. When members complete their FF I/II training or become a first responder take their picture and submit it to the papers. Let the community know what you do for training and how much time is devoted each year to training. Many people don't realize the time that volunteers put in. They just think that the only time we are out is when there is a fire and then we all just go to play with the hose. Visit churches & other organizations and give them fire safety & fire extinguisher presentations. Being out and about in the public (especially in non-emergency roles) is a great way to engage and get to know the community.

Flexibility: Volunteers face some difficulties and situations that are unique to them. Everyone's schedule is different. It is important that these schedules are taking into consideration by the department. You may have to schedule several different training times to meet the availability of the members.

Training, Trust, Respect, Pride, Public Relations and Flexibility. These are just a few of the factors that should be taken into consideration to help better member retention.

John