Volunteers’ interest in skill-based rewards and in awards in nonprofit organizations: a study of volunteer recognition in France 

Photo by RDNE Stock project on Pexels.com

Guillaume Plaisance¹

¹ Bordeaux University, IRGO UR4190, IAE Bordeux, France

While many non-profit organizations rely solely on the voluntary commitment of the people around them, the challenge of retaining these individuals has become paramount. In a context where the number of civil society organizations is increasing and the terms of engagement are becoming increasingly volatile, it is up to researchers to better understand the mechanisms of recognition of engagement in order to promote volunteer retention. However, recognizing engagement is complex, as it involves understanding the unique characteristics of each organization, as well as those of each individual volunteer. Indeed, volunteers do not all have the same motivations, the same drivers for engagement, or the same expectations in terms of recognition. 

That is why the study I conducted sought to investigate adapted forms of rewards and awards in a specific context: that of France. French organizations are central to society, but they vary greatly in size: 75% of them have an annual budget of less than €10,000, and only 10% employ staff. The aim of the article was therefore to determine whether certain individual features and characteristics specific to volunteering could explain the interest – or lack thereof – in awards, as well as in rewards dedicated to recognizing skills. Given the context of this survey, I also wanted, in consultation with Recherches & Solidarités, to understand whether the economic, social, and political crises had an effect on volunteers’ need for recognition. 

Before going into detail about the results of this study, I think it is important to emphasize the strength and value of a contingent approach to volunteering. Too often, scientific literature has focused on organizational characteristics or those of volunteering to analyze mechanisms of recognition, satisfaction, or rewards and awards. A more contingent approach reminds us that individual personality, private life, and relationships with others inside and outside the organization have an effect on the volunteer’s experience and, consequently, on their need for recognition. 

This study also provided an opportunity to highlight the current systems for recognizing volunteer work in France. There is a strong emphasis on skills-based programs: two types of skills portfolios exist, offered either by a private entity or by the government. The public authorities have even introduced a training certificate in nonprofit management. In addition, volunteering allows those who wish to do so to use this experience to validate certain university degrees without attending lectures. More generally, volunteering gives access to training rights, according to specific regulatory arrangements. France is also known for its official medals, such as the Legion of Honor and the National Order of Merit. 

Overall, this study revealed the profiles of volunteers interested in each of the recognition schemes. The age and gender of volunteers were therefore studied, as well as the modalities of their involvement: frequency, tasks offered, virtual or non-virtual, etc. Volunteer satisfaction was also tested, alongside the crisis context. Details of the different profiles are available in the article. 

This study has enabled recommendations to be formulated for non-profit organizations, volunteers, and all their partners. First, it is not advisable to streamline or minimize the number of rewards and awards available. Many respondents expressed interest in several schemes simultaneously. Second, although the contingent approach has the weakness of not offering universal recommendations, it highlights the importance of a governance-level discussion about the recognition choices made by the organization, depending on its sector of activity and its possibilities. It also highlights the need for individualized exchanges to better understand the expectations of each volunteer. Less procedural and less schematic, this approach is obviously more difficult to implement in organizations with modest resources. However, given that volunteers are essential to non-profit organizations, this effort seems appropriate. 

The concept of effort is also central to the findings of this study. In a context of economic, social, and political crisis, such as that experienced at the time of the survey, volunteers demonstrate a particularly strong sense of sacrifice, wishing to maintain their commitment despite their own personal, material, and financial difficulties, as well as those of their organization, which may then struggle to offer quality conditions for engagement. It is therefore understandable why these volunteers need recognition for their efforts. Furthermore, the generational effect should not be overlooked: the youngest volunteers surveyed are also those most interested in recognition schemes. 

This study is part of a long tradition of reflection on the adequacy of management practices implemented by non-profit organizations and the needs of practitioners – in this case, volunteers. It should be borne in mind that the contingent approach adopted should not absolve the stakeholders surrounding these organizations, and in particular public authorities, of their role in supporting recognition practices. The acknowledgement of the specific characteristics of rewards and awards, as well as the associated contingencies, does not prevent these partners from offering support to organizations in adapting their practices. 

Click here to read the free full-text article: Plaisance, G. (2025). Volunteers’ Interest in Skill-Based Rewards and in Awards in Nonprofit Organizations: A Study of Volunteer Recognition in France. Nonprofit and Voluntary Sector Quarterly, 0(0). https://doi.org/10.1177/08997640251366233