Peer recognition and appreciation of new editor contribution can take many forms. Below are a few examples gathered from across communities. Please add any examples that have been successful in your community!
On-wiki recognition and appreciation: Barnstars (or their local equivalent), WikiLove, and the thank button have all been mentioned as an easy way to show new editors appreciation for their contribution. These on-wiki tactics were reported to be particularly successful when the recognition comes from an experienced member of the community. A few community specific examples include:
Within the Tamil community, this on-wiki recognition also takes the form of featuring a Wikimedian on the taWP main page.
Within the Urdu community, an article template was created similar to Facebook “Likes”.
Physical tokens: Since 2011, the Ukrainian community has sent out monthly Wikizghushchivkas (condensed milk) to the editor with the most contributions in that month and the new editor with the most contributions in that month. A new editor is one who has been editing for less than 90 days. This local award has expanded to be awarded not just for active contribution, but for other projects as well.
Formal or informal mentorship programs are structured to pair an experienced contributor with a new contributor, providing the new contributor with an identified resource for questions, guidance, and feedback. These 1-on-1 relationships can be very successful, as new contributors feel more welcome. However, despite their advantages, formal mentorship programs can be difficult to execute (e.g. fitting the right two individuals together), leading communities to prefer more informal relationships.
指導役の役割には次の項目が当てはまります。
Personalized feedback that acknowledges contribution or offers advice
Directing new contributors to “how to” materials or resources, e.g. tutorial videos in the local language (seen for example in Hindi, Kannada, Odia, and Spanish)
Building relationships off-wiki, through social media, email or phone.
オフウィキのイベント
編集初学者を対象に、気軽に参加できるオフウィキの空間を設けて顔を合わせ一緒に学べるようにすると、これまでさまざまなコミュニティでポジティブな成果が上がっています。コミュニティの関心やロジスティックス（設営と運営）という足かせは依然としてあるものの、人と交流し、編集作業がこわくなくなった、自信がついた、またコミュニティへの帰属感も強化されたとして、ミートアップから地域のカンファレンスまでオフウィキのイベントから報告が届いています。
助成金にはその種のイベントを対象に、ウィキメディア財団のプロジェクトとイベント助成金 Project and Event Grants (PEG) program をご用意しています。
能力開発プロジェクトの試案の概略
Challenge
hard to motivate new contributors to persist; too frequent newbie-biting
Goals
experiment with welcoming/mentorship models to determine which one to adopt
Key steps
Identify practices or models that seem appropriate to the community and at least worth experimenting with
Decide what to experiment with first
Design an experiment, with appropriate timeline, resources, and evaluation metrics. For example, creating a mentorship space, or instituting a formal grace period and enforcing it.
Set up an evaluation baseline: for example, number of new contributors making their 100th mainspace edit per month.
Run the experiment for the determined period.
Evaluate and discuss the experiment from both quantitative and qualitative aspects. If the community is happy with the results, keep it, or enact it more formally as policy. If not, undo the changes, and pick another strategy to experiment with.
Timeline
3-4 months per experiment
Means and resources
WMF mentorship in experiment design
WMF funding for events
Evaluation
compare experiment results to baseline; assess community satisfaction through discussion or surveys; assess satisfaction among successfully-integrated new contributors and (if possible) contributors who gave up or had a very hard time.
The Wikimedia Foundation is interested in assisting interested communities in developing new contributor engagement and growth capacities, for instance through experiment design or event funding.
Sign up below if you are interested in implementing this in your local community:
