I once attended a family ministry conference where a workshop was titled, “How to Have More Than Enough Volunteers.” When I reached out to the workshop leader, he responded, “If you have the answer to having more than enough volunteers, please let me know!” 

It’s clear that churches are always searching for more volunteers. In my 30 years of ministry experience, I’ve never encountered a growing ministry that has more than enough volunteers. Often, it’s not about finding enough people to fill roles; it’s about inviting people into ministry alongside us.

When the pandemic hit, just five months after I joined my current church, I was confronted with a big challenge. I kept asking myself why managing 140 volunteers at my old church felt easier than overseeing 60 at my new church. After much reflection, I realized the answer: relationships. 

Ministry is always about people, not programs. At my old church, I had invested in my volunteers for four years. But with the pandemic and the shift to a new church, I found myself lacking the relationship capital I needed with my new volunteers. I’ve learned over the years that ministry thrives best in the context of relationships. 

If we want a ministry environment conducive to discipleship, our volunteers must be people who are willing to invest in the lives of others. And if we want volunteers to invest in others over the long term, we as ministry leaders need to invest in them first.

When we talk about investing in volunteers, it can feel overwhelming. How do we get to know all of them, and how do we invest in each one individually? The key is: you don’t do it alone. 

First, I’ve learned to identify leaders within my volunteer teams who can also invest in others. This creates a trickle-down effect where people are loving and caring for those they serve with. For example, I have coaches who serve in each children’s ministry environment. As ministry leaders pour into these coaches, the coaches, in turn, care for their fellow volunteers. We also have regional coaches whom our director of discipleship mentors, and they, in turn, care for our community group leaders.

Second, we need to give our volunteers space and margin. Caring for volunteers means journeying alongside them. Volunteers are not just “workers” in our ministries—they are beloved children of God placed in our community. While I have clear expectations for volunteers to show up and fulfill their scheduled responsibilities, I also make it clear that we understand life happens. Family issues, work stress, or personal struggles can all take a toll. 

If volunteers need time off for any reason—whether to deal with personal matters or to simply recharge—I encourage open, crucial conversations. I let them know their health and well-being are a priority. By caring for them as brothers and sisters in Christ, not just as volunteers, we create a culture where volunteers feel loved and valued. 

Third, create a culture of community among your volunteers, one where the greatest interest is helping one another grow in faith and love for Jesus. While I’ve never heard of a church with “more than enough” volunteers, I am aware of at least one non-profit organization that has a volunteer waitlist: the Peninsula Humane Society in Northern California. 

They have a firm application and training process. Adult volunteers are required to commit 2-4 hours per week for a full year, while junior volunteers must commit 2 hours per week for six months. Those under 15 must volunteer with a parent or guardian. All volunteers must go through orientation, and they will not be allowed in if they are late. Upon completion of the orientation, they must purchase a volunteer pack, which includes a T-shirt, lanyard, and ID tag.

You might think that these strict protocols would turn people away, but in fact, they’ve created a waitlist of people eager to volunteer. Why? Because the organization has communicated that their volunteer positions are important, and that volunteering is not about showing up whenever it’s convenient. By setting firm expectations and standards, they’ve elevated the volunteer role. People want to be part of something meaningful where their work is taken seriously and where they feel like they belong to something significant.

Volunteers seek personal growth, the opportunity to make an impact, clear communication, ease, recognition, and social connections. When you create a culture that communicates, “You’re making a difference. You belong. You are loved and cared for,” you’ll start attracting volunteers—not because of the roles themselves, but because they want to be part of a community that values them and the work they’re doing.

When volunteers experience a genuine community where they are discipled, loved, and cared for in your ministry, you’ll naturally attract more people to join your team. You may never feel like you have “enough” volunteers, but you will experience the joy of having committed, quality volunteers who are deeply invested in your mission.

Gloria Lee is the director of family ministries at Pacific Crossroads Church in Los Angeles.