As new scouts and parents join the troop, and as the troop continues to grow, the need for more volunteers becomes essential. But the key question is:
“How do I get the parents in my troop to help out?”
One of the most common questions I hear from Scout leaders is about how to get more help for their troop. And it’s no surprise—it’s one of the most important aspects of running a successful program. Troops that have enough volunteer support are able to offer a great experience, which not only helps retain current scouts but also makes it easier to recruit new ones. So, here are a few tips to keep in mind when recruiting scout parents to volunteer in your troop.
- Set an expectation that everyone volunteers in the troop
When new members join the troop, take the first opportunity to let parents know that they will be asked to volunteer for at least one position. Provide a handout listing the available roles, along with a brief description of each position’s duties. Since each troop may have different needs, customize this list to reflect your unit’s specific requirements. Emphasize that by sharing the volunteer responsibilities, the workload is spread out, ensuring that no one person is overwhelmed.
2. Let them see you having fun
Ever read Tom Sawyer? Remember how Tom convinced his friends to whitewash the picket fence? He made the job seem like fun. While you’re not asking people to do your work for you, you’re inviting them to take on a role that will directly enhance the program and create a better experience for their kids.
The key is to let parents see you enjoying what you’re doing. One thing I’ve noticed about successful, thriving troops is that their leaders are having fun. People want to be part of a team that’s having a good time—where laughter and camaraderie are a part of the experience. Create that environment. When you do ask for help, it won’t feel like a burden; it’ll feel like an opportunity.
Volunteering isn’t something you have to do; it’s something you get to do. You get to make a difference in your child’s life and in the lives of all the scouts. I can honestly say that, in all my time working with scouts, I’ve had an amazing time, and I wouldn’t trade those moments for anything.
3. Be the Trop People Want to Volunteer In
It might seem like a “chicken or the egg” situation, but it’s really not. The key is to run the best possible program you can with the resources you have. Start by ensuring that your current leaders are trained—and make sure you get trained as well. Follow the program outlined in the official literature. It works.
Push for ambitious programs. Take your scouts on trips, plan exciting activities—even if they feel like a stretch given your current resources. Don’t be afraid to ask your district for support or collaborate with other local troops to organize joint events. When you offer a great program, people will want to be part of it.
Equally crucial is maintaining consistency. Avoid canceling meetings or events unless absolutely necessary—such as in the case of a weather emergency or safety concern. If there is no legitimate reason to cancel, find a way to make the meeting happen. Reliability is key to building trust within your troop and your community. When scouts and parents know they can count on you, they will continue to show up and stay engaged. A canceled meeting often leads to disappointment, which can ultimately result in reduced attendance and a lack of continuity. Consistency is the cornerstone of a successful, thriving troop.
By focusing on these core principles—training, ambition, collaboration, and reliability—you’ll be well on your way to building a strong, committed troop that delivers an exceptional experience for all involved.
4. Fit the job to the personality
Some people thrive in front of a crowd, eagerly leading songs, teaching new skills, and engaging with scouts directly, while others may feel anxious about public speaking and prefer to contribute behind the scenes. These volunteers may find fulfillment in roles like managing equipment, tracking advancement records, coordinating camping reservations, or overseeing the troop’s finances. As a leader, it’s important to understand the unique personalities and strengths of your volunteers. By paying attention to their preferences and comfort levels, you can suggest roles that align with their skills and interests, ensuring that everyone feels valued and able to contribute in a way that suits them best. This not only helps build a strong, well-rounded team but also ensures that each volunteer is set up for success, making their involvement both rewarding and sustainable.
5. Thank and recognize the volunteer
It’s essential to regularly acknowledge and thank the volunteers who are already helping out. Most people appreciate being recognized for their contributions, and a simple thank you can go a long way in making them feel valued. Publicly expressing your gratitude not only reinforces the importance of their work but also sets an example for other parents in the troop. When they see that their fellow volunteers are being recognized, it plants the idea that they, too, could play an important role and earn that recognition in the future.
In addition to the official BSA leader awards, there are many creative and meaningful ways to show appreciation for your leaders. Whether it’s a handwritten note, a shout-out at a meeting, or a small token of thanks, these gestures can help cultivate a positive and supportive culture within your troop. Recognizing volunteers regularly will foster a sense of community, encourage further involvement, and ensure that your team remains motivated and committed to the success of the program.
6. Don’t Rush it, but Rather, Lay the Foundation for the Ask
Yes, I’ve heard the stories—those moments when a charismatic scout leader steps in front of the room, tells a compelling story, and somehow walks away with all the volunteers the troop could possibly need. I’ve done it myself, and I’ve seen others do it too. But the reality is, it’s a risky approach.
While it may seem effective in the short term, it can lead to some undesirable outcomes. You might end up with the wrong people in the wrong roles, or worse, volunteers who feel pressured or coerced into taking on a job they’re not fully committed to. The more you rush into the ask without getting to know your potential volunteers first, the higher the likelihood that you’ll end up in this situation. Take, for example, the Den Leader role—it’s arguably one of the most important positions in Scouting, so why would you risk entrusting it to someone just because they didn’t say “no” in the moment?
When recruiting new scouts, it’s important to set clear expectations right from the start—not by immediately asking for commitments, but by laying the groundwork for what’s to come. Frame it as a conversation about shared responsibility and teamwork. You might say something like, “Our troop runs much more smoothly when we all pitch in,” or “Everyone here has a talent or skill that can help make the program better for your kids.” This helps potential volunteers see that their involvement is essential, and that it’s not just about filling positions—it’s about contributing to something bigger.
Most importantly, share why you volunteer. Whether it’s to spend quality time with your kids before they grow up, to give back to a program that made a difference in your life, or simply because you enjoy it, be open about your own motivations. When people understand the personal, heartfelt reasons behind your commitment, it can inspire them to find their own reasons for getting involved.
But above all, avoid adopting the “hostage mentality.” Yes, volunteers are absolutely essential to running a successful program, but a “volunteer or else” approach is not the way to build long-term, committed support. People are more likely to give their time and energy to something when they feel it’s a choice, not a demand. Building a culture of appreciation, shared purpose, and genuine enthusiasm is far more effective in fostering lasting volunteer involvement.
7. Build the Relationship!
This is the key to recruiting scout parents or anyone at all. So I gave it a big subheading and changed the color – because it’s the most important one – by far. It’s the key to everything. Get to know people’s names. What do they do for a living? Learn what they’re interested in. What makes them laugh? What color eyes do they have? Do they have hobbies the kids would like? Where are they from? Where did they go to school? Do they have a Scouting history? Do your homework on them. Get to know them.
Building the relationship will make everything else easier. Whatever you’re going to ask for later will be made much easier if you’ve established a rapport first. This will also help you learn what they’re good at. What skills do they have? Do they have a dynamic personality, and are great with kids? Maybe they could be a good Den Leader or Cubmaster. Are they good with numbers and accounting? What about public relations? Are they very organized? This sort of person might be a better fit for your committee. By the time you’re ready to ask them to serve in a position, you’ll be able to ask them to serve in the position that’s right for them. You want the right person for the right job.
By the time you’re ready to make the ask, the relationship you’ve built will make you much more likely to get the “yes” you’re looking for.
8. Don’t Say No For Anyone
This one’s tricky. Sometimes it goes against human nature. If you think someone’s perfect for the job, but don’t think they’ll accept it, ask anyway!
The worst thing that will happen will be that they’ll say no. It’s very unlikely that they’ll hit you. More than likely, they’ll be honored that you asked. If they say no, take their no graciously, as it usually doesn’t mean “never”, it means “not now”, or “I don’t want to do that job, but I might like to do something else.”
It’s also a possibility that they might know someone else who’d be great at the job, and they may well be willing to help you recruit that person.
9. You’re Not Asking for You, You’re asking for them
When you’re asking for volunteer help, remember, you’re not asking for support for you—you’re asking for their scouts. The success of the troop and the quality of the program directly impacts their children, and it’s important to frame the request in this way. Volunteers aren’t just filling a position—they’re contributing to an experience that will shape their child’s growth, development, and sense of adventure.
By emphasizing that their involvement will help create lasting memories, teach valuable skills, and provide a safe, enriching environment for their kids, you shift the focus from a burden to an opportunity. You’re inviting them to be part of something that will benefit their family and help foster a community where their children can thrive.
When parents understand that volunteering isn’t about doing you a favor, but rather about giving their scouts a better experience, it becomes easier to inspire them to step up. Everyone wants what’s best for their child, and the more you can tie the need for volunteers to that core motivation, the more likely they’ll be to offer their time and energy.
10. Make Individual Asks
Now that you’ve built the relationship, you’re going to make an individual ask. You’re going to go in with a specific job description for what you want the person to actually do. Feel free to customize the national job description down to the four or five things you really need them to do.
Personalize the ask to them. Find a place where they’re comfortable, be it their home, favorite restaurant, or a campout, and make the ask there. If there’s a specific person in the troop they can’t say no to, have them help you in the ask meeting.
11. Don’t Downplay the Job
When recruiting scout parents, it’s tempting to downplay the importance of the role you’re asking them to take on, thinking that if you make it sound less demanding, they’ll be more likely to agree. But every role in Scouting is essential in its own way, and if a position weren’t important, you wouldn’t be asking for help in the first place.
Underselling the job has a couple of significant drawbacks:
- “If the job isn’t that important, why are you asking me?” If you minimize the responsibility, parents might wonder why it’s worth their time or energy. They may begin questioning whether the role really matters, which could lead to a lack of commitment when it’s time to get involved.
- Loss of Trust: When the job inevitably turns out to be more demanding or challenging than you initially suggested, you risk losing the volunteer’s trust. They might feel misled or unprepared, and that can lead to frustration or burnout. Setting clear, honest expectations from the start builds trust and helps volunteers feel ready and supported in their role.
By being upfront about the importance and potential challenges of the job, you ensure that parents are fully informed and ready to contribute in a meaningful way. It’s about giving them the confidence that they can handle the role, and that their effort will directly impact the quality of the program and the experiences of the scouts.
12. Let Them Know What Support Exists
It’s essential to make sure new volunteers know that they are fully supported in their role. Get familiar with all the training resources available for their position, and share them from the start. Let them know about the various training courses, such as BALOO (Basic Adult Leader Outdoor Orientation), OWL (Outdoor Leader Skills for Webelos Leaders), and Wood Badge, which are designed to equip them with the skills they need to succeed. In addition, let them know about roundtables, where they can meet other leaders and exchange ideas.
Highlight the availability of leader guides, which are invaluable resources that provide detailed, step-by-step instructions for running a successful program. Emphasize that they don’t have to create everything from scratch—they can rely on these guides to help them plan activities and meetings. You can also point them toward online resources like Scouting Magazine and Aaron on Scouting for additional tips, ideas, and updates.
If you have a website or a personal blog related to Scouting, share that with them too—it can be an excellent source of inspiration. Also, encourage them to set up a my.scouting.org account, where they can access training, resources, and helpful tools for managing their role.
To make sure they feel connected and supported, provide them with a card listing the names, email addresses, and phone numbers of key contacts in your unit and district. Knowing who to reach out to for help can alleviate any concerns and make them feel less alone in the process.
The goal is to show them that they are not expected to “figure it all out” on their own. There’s a wealth of support, training, and resources available to help them thrive in their role. When they understand that help is always within reach, they’ll feel more confident and empowered to succeed.
Follow Up
Take the time to visit a few of their meetings, call them occasionally, or even catch up over a cup of coffee or lunch. Regularly checking in shows that you care about their experience and allows you to offer support when needed. Be encouraging, and always make yourself available to answer any questions they may have. The key is to make sure they don’t feel like they’re left to handle things on their own. A volunteer who feels abandoned or unsupported is much more likely to burn out—and worse, they may decide never to volunteer again. They’ll likely share their negative experience with others, making it harder to recruit help in the future.
Instead, focus on creating a positive, supportive atmosphere where volunteers feel valued and appreciated. When people have a great experience, they’re more likely to return for future opportunities and even encourage others to get involved.
Encourage them to spread a positive message about volunteering. When they talk about their experiences, it should be with enthusiasm, showing that being involved in Scouting is a rewarding and worthwhile experience.
