Before diving headfirst into volunteer management, take a moment to ensure you have a solid foundation in place. This starts with two key ingredients: Well-crafted policies and a stellar onboarding plan. These establish clear expectations and offer a warm welcome, setting the stage for a positive volunteer experience. Take the opportunity to remind yourself at each stage what motivates people to volunteer.
Remember, volunteers should be treated as valued and important contributors. They contribute their time and skills because they’re passionate about your cause. By consistently recognising them as valued team members, you’ll foster a sense of belonging and motivate them to stay engaged.
But let’s face it, one size doesn’t fit all when it comes to volunteer support.
Consider this: You have a superstar volunteer who thrives on independence and minimal guidance. Then there’s another who might be a tad more reserved and appreciate a helping hand. The key to keeping both happy? Tailoring your support to their individual needs.
Happy volunteers = happy organisation: When volunteers feel supported and empowered, they’re more likely to stay engaged and contribute their best work.
Unlocking potential: A little extra guidance can do wonders for a shy volunteer, conversely, giving too much direction to a self-sufficient volunteer can stifle their initiative.
So, how do you get to know your volunteers and “what makes them tick� Here are some tips:
- Take the time to chat with your volunteers, understanding their goals and preferred level of support.
- Gather feedback through surveys to see what resources or support volunteers find most helpful.
- Pair experienced volunteers with newcomers, fostering a sense of community and offering valuable guidance.
By investing in personalised support, you’re not just helping volunteers, you’re creating a thriving environment where everyone feels valued and can make a real difference.
Supporting volunteers with different needs:Â Be mindful of your language and its potential impact on volunteers. Practise active listening to identify if your communication resonates with each individual.
Expenses: We all know the saying, “no one works for free.†This applies to volunteers too! While they aren’t paid a salary, they may incur out-of-pocket expenses while volunteering, like travel costs or meals. To avoid any confusion later, it’s crucial to have a clear volunteer expense policy. This policy should outline exactly which expenses are reimbursable. This saves everyone time and hassle – volunteers know what they can claim, and you don’t have to worry about unexpected requests.
Here’s a word of caution: avoid offering reimbursement that exceeds actual expenses or providing flat rates regardless of the cost. This could unintentionally create an employment relationship with your volunteers.
Performance: We all love enthusiastic volunteers, but sometimes, performance issues can arise, just like with any team member. The good news? You don’t have to be caught off guard. Your volunteer policy should clearly outline how you’ll handle these situations. Remember, the goal is to support volunteers and ensure they can contribute their best. A clear performance management strategy fosters an environment where everyone feels valued and empowered to succeed.
Time to say goodbye: Just like employees, volunteers will leave for a variety of reasons or changing priorities. When this happens, take the opportunity to have a heartfelt conversation and express your gratitude for their time and dedication. It’s a chance to learn why they’re leaving and potentially uncover areas for improvement within your organisation. Their feedback can be a goldmine! By understanding their reasons for leaving, you can identify potential issues you might not have been aware of.
As your organisation grows and evolves, so too will your volunteer management needs. Don’t be afraid to adapt your approach to ensure volunteers continue to feel appreciated and empowered to make a difference. Need a volunteer policy – contact us!
