Volunteers are the backbone of most non-profits, including our Presbyterian churches. On any given day, church members and others give their time to assist with the church’s landscaping, bookkeeping and budgeting, newsletters and community relations, and certainly with Sunday School.

Martin Luther King Jr. said, “Life’s most persistent and urgent question is, what are you doing for others?”

Yet surprisingly, many people don’t consider volunteering at church as a form of stewardship. It’s actually a key component of giving to the church. “Time and talent” are essential elements of the stewardship formula – it’s a question of convincing people they have either the time or the talent that your church needs.

In 2024, each volunteer hour was valued at $34.79, according to Independent Sector and the Do Good Institute at the University of Maryland. Few churches would make it through a budget year if they had to purchase all the services provided by volunteers.

At Sycamore Presbyterian Church in Cincinnati, Ohio, Rev. Ross Reddick, lead pastor, sees volunteers as a critical spoke in the wheel of stewardship.

“We let people know there is a need” for help, he said. “We do that in multiple ways, because communication theory tells us people have to hear or see something a few times for it to register. Weekly emails, pulpit announcements, looping slides before service begins, social media posts, and yes, tables with physical sign-up sheets all help.

“We also don’t use the language of ‘volunteer,’” Rev. Reddick said. “Instead, we talk about servant-leadership. In our context, this seems to emphasize that volunteering is connected directly to our faith in Jesus, the one who came not to be served, but to serve.”

When you talk about stewardship and giving at your church, be sure to reinforce the idea that volunteering counts as stewardship! Consider some simple math: If a volunteer donates two hours each week, that carries the dollar value of about $3,618 – well above the average pledge.

“Like many churches, we have shared language around treasure, time, and talents as part of our theological approach to stewardship,” Rev. Reddick said. “I’d love to see churches move to treating those areas more equitably, though. It requires a significant effort to track data about time and talents, whereas the bank statement tracks the treasure side well.”

What are some ways to recruit volunteers and keep them coming back?

• Across your different platforms (church bulletin, website, social media, emails, newsletter), list the volunteer needs at the church and who to contact (email and phone number, please)
• If possible, create a “Volunteer Coordinator” position at the church – and make it a volunteer position. They will lead the effort to recruit, train and retain church volunteers, and keep records of who does what and when. That becomes important for the next point…
• Celebrate your volunteers. When something special happens, such as volunteers leading Vacation Bible School, give them a shout-out from the Sunday pulpit and mention them in your communications. And, consider quarterly write-ups in the bulletin (and newsletters/emails) highlighting EACH person who has formally volunteered and helped make a difference.
• As part of your stewardship campaign, make a point to reference volunteering time and talent as equivalent to giving money. Ask any strong church leader and they’ll happily take a committed and consistent volunteer who gives two hours each week for an essential service over a $20 bill in the offering plate every Sunday.

There’s a Chinese proverb: “A bit of fragrance always clings to the hand that gives roses.” That’s appropriate when we talk about contributing your time and talent as part of your church stewardship.