Union leaders often find it very difficult to get members involved. Many leaders say "Nobody wants to do anything," or "I can't even get members to agree to be stewards." It is never easy, but here are some useful tips for getting people to participate as part of the one-on-one structure or in a union action.

Think about the reasons you first got involved in Teamsters. Always think about a person's motivation for getting involved before you attempt to recruit them. Understanding what makes people tick will help you overcome problems with recruitment.

Reasons people get involved:

• were raised in Teamster families... it's a way of life

• want to see real change

• believe in the labor movement

• someone asked them

• seems like something they can do

• think they can make a difference

• want social interaction

• seek recognition

• feel strongly about an issue and see union as best way to accomplish goal

When seeking their participation, always think of people’s motivation and try to insure that their needs are met in the process. Also, recognize that many people don't participate because they are afraid of failing, don't know what's expected of them or see an endless commitment in front of them. People need reassurances, training and realistic expectations to increase their chances to succeed.

How Do We Get People Involved?

Ask them. Few people will volunteer their services. This doesn’t mean that they don't want to be active. People wait to be asked. Asking builds activity. Activity builds commitment.

Make clear what job you are asking them to do, and be sure it has a definite beginning and end. People don't want to sign up for life, so don't get them to over commit themselves.

Ask people to do things they can do well, especially in the beginning. People are more willing to try things they already know they can do. Later, when they feel comfortable, they will be more willing to try new things. Start slowly with people. As their confidence grows, so will their participation.

Tell each person how his/her job fits in with the rest. People want to understand things they are part of, and they work best when they know that others are depending on them.

Let each person know that his/her particular help is needed. If people feel that you are just "looking for people" they will also feel easily replaceable and less responsible for doing a job.

Discuss their own goals and how they fit into those of the group. People have their own reasons for getting involved. You need to know them in order to lead effectively. Also, you must help people keep their expectations realistic; otherwise you will not be able to meet them.

Ask what they would like to know, and give them plenty of time and help in raising questions. Many people are reluctant to ask questions. Often tasks we consider easy such as leafleting or telephoning, may create anxiety for people who have never done them before. By encouraging questions, you build understanding. When people know what's expected, they do a better job.

Ask people in person if possible; don't rely on phone calls. Never rely on a letter inviting them to participate. There is no substitute for talking face-to-face. It lets the person know that you consider the discussion important, and it gives you a chance to get acquainted. It is much harder to say no in person.

You have a right to be enthusiastic about the importance of your work. Don't apologize or belittle it. Your mood will get across to the people you talk to, and they will respond to it.

Keep people accountable. After you ask someone to do something, check back to see if and how the work was done. In doing this you send the message that his or her contribution is important and you catch mistakes early. A well trained member will be a strong source of support to the local union.