The Volunteer Gap: Thoughts on Why Car Clubs Are Struggling to Fill Leadership Roles, and What to Do About It

With car shows, cruise-ins, tours, parades and varied events across the country, car clubs continue to bring enthusiasts together for camaraderie, preservation, and celebration of automotive history. But behind the scenes, many of these clubs are hitting a serious speed bump: no one wants to take the wheel. Volunteer-run clubs are facing an increasingly common problem, fewer and fewer members are willing to step into leadership roles. From president and treasurer to event chair and social media coordinator, positions are going unfilled or being recycled among the same small group of exhausted volunteers. The question is: why?

What’s Driving the Issue?

1. Burnout from the Usual Crew
   In many clubs, the same handful of dedicated members have been running the show for years, sometimes decades. When newer members see how much time those leaders put in, they often shy away from stepping up, fearing the same long-term obligation.
2. Perception of a “Full-Time Job”
   Leadership roles are sometimes structured with unrealistic expectations, weekly meetings, long emails, event logistics, financial tracking. For members with full-time jobs, families, or other hobbies, the commitment may seem overwhelming.
3. Lack of Clarity and Support
   Sometimes, people don’t volunteer simply because they don’t know what’s involved. If a position has no clear description or transition process, it feels risky and intimidating to take it on. Even enthusiastic members may avoid stepping up out of fear they’ll be left to “figure it out alone.”
4. Club Culture and Legacy Control
   Some clubs operate with rigid traditions or leadership cliques that inadvertently push new volunteers away. If a newer member’s ideas aren’t welcomed or they feel they won’t be taken seriously, they’re unlikely to raise their hand again.

Fixing the Problem: Solutions That Work

1. Break Big Roles Into Smaller Tasks
   Instead of expecting one person to be “Events Chair,” create micro-volunteer roles: someone to book venues, someone to handle sign-ins, someone to bring coffee. This lowers the barrier to entry and allows members to try volunteering in small, manageable ways. Have co-chairs or “buddy” roles for officer positions. This gives newer members a chance to learn the ropes alongside someone more experienced. This team-based model reduces pressure, fosters collaboration, and creates a more welcoming environment for volunteers who may be hesitant to lead solo.
2. Offer Clear Job Descriptions and Mentorship
   Each leadership position should come with a simple guide: What are the duties? How much time does it take? What resources are available? Pair new volunteers with an outgoing officer or mentor for a few months to ease the transition.
3. Normalize Term Limits and Rotation
   Let members know they’re not committing for life. One-year or two-year terms with the option to step down help volunteers feel supported, not trapped. Encourage rotation and fresh perspectives, even if everything’s running smoothly.
4. Actively Ask People, Don’t Just Wait
   A general plea for help rarely works. Instead, identify members who have shown enthusiasm or talent and ask them directly. Personal invitations, especially when paired with encouragement, are far more effective than mass emails.
5. Celebrate and Reward Volunteers
   Make club volunteers feel appreciated. Feature them in newsletters, offer small thank-you gifts, waive dues, or hold an annual volunteer appreciation event. Recognition goes a long way in creating a culture where people want to give back.
6. Modernize the Tools and Make It Easy
   Many potential volunteers are willing, but hesitant about paperwork and old-school logistics. Use cloud-based sign-up forms, shared calendars, group chats, and simple finance tools to streamline the work and make it accessible to tech-savvy members.
7. “Gamifying” Leadership: Making Club Roles More Engaging
   One creative way to boost participation is by gamifying leadership roles, turning service into a fun, goal-oriented experience. Clubs can introduce point systems, badges, or friendly competitions tied to volunteer tasks like organizing events, recruiting new members, or posting on social media. For example, the member who coordinates the most successful event might earn “Road Captain” status for the year, or volunteers could earn points toward club merchandise, discounted dues, or special recognition at the annual banquet. By adding elements of play, progress, and reward, leadership feels less like a chore and more like a challenge, motivating members to get involved and stay active.

The Road Ahead

If car clubs want to stay active and relevant, they can’t just rely on the same handful of people to do all the work. Leadership needs to evolve from being a burden to being an opportunity, something fulfilling, shareable, and respected.

With thoughtful restructuring, better onboarding, and a culture of inclusion and appreciation, clubs can not only fill their leadership gaps, they can cultivate the next generation of organizers, advocates, and passionate stewards of the car hobby.

After all, running a car club shouldn’t feel like rebuilding an engine alone. It should feel like a group cruise: everyone working together, sharing the ride, and enjoying the journey.