Category Archives: recruitment

The 1pinion Effect

17 Wednesday May 2017

Posted by in NGO, non-profit, organizations, part time volunteer manager, prospective volunteer, recruitment, staff and volunteer relationships, Uncategorized, volunteer coordinator, volunteer management, volunteer recruitment, volunteer statistics

≈ 4 Comments

Tags

, , , , , , , , , , ,

the-1pinion-effect

“Our CEO has a next door neighbor who has a son who got into minor trouble,” Marlee, a volunteer manager says. “The neighbor asked our CEO if his son could do community service at her organization. I called the son repeatedly, left messages, but he never returned my calls. Wouldn’t you know it, my manager told me our CEO was annoyed because the neighbor blames me for not connecting with the son. My manager said our CEO made the comment that volunteers never seem to be able to get started here.” Marlee sighed. “I can’t win.”

Ehhhhhhhhhh. How can one opinion or circumstance create a belief? Why didn’t the CEO say, to her neighbor, “that’s certainly not typical of OUR volunteer department.” How could she seemingly frame an entire belief on one opinion?

There is something known as Confirmation Bias, an effect that feeds our assumptions. So maybe, Marlee’s CEO might have simply felt that her neighbor’s son was just one more example of the volunteer department’s failure to properly onboard volunteers because she already believed it to be true.

Where did this belief come from? Did the CEO hear other examples (and it doesn’t matter how accurate they are, it’s the perception) of volunteers not onboarding quickly while not hearing enough success stories? Or maybe it has nothing to do with Marlee. Perhaps the CEO had a poor experience volunteering when in college. Maybe the CEO heard horror stories at networking events and applied those stories to all volunteer departments.  Is that fair? No, and even worse, perceptions are really hard to change.

So what should the strong volunteer leader do when hearing these 1pinion comments?

Don’t get mad or hurt-get curious: What is fueling these opinions? Do some research via surveying the staff or a one on one chat with senior management to find the sources of these perceptions. Say, “I heard something that concerns me. I think there is a perception that I don’t get in touch with new volunteers and I’d like to find out what happened to create that perception.” Then, be prepared to act! Refuting assumptions is one route to take, but there are better ways as in…

Double down on positive reporting: Counter negative perceptions by offering facts supporting positive volunteer department accomplishments. Review your stats to find areas that are lacking. Create new categories of reporting to freshen up the numbers. But, again, this is somewhat akin to refuting, so there is another thing to try…

Create your own performance improvement plan: No one wants to be unfairly criticized, so if there is a perception floating around that volunteers are not being contacted in a timely manner, embrace it on your terms. Let go of the frustration at having been unfairly labeled. A self-imposed performance improvement plan accomplishes two really important things.

One, it says a great deal about you-that you are always willing to improve (and here it’s not about being unfairly labeled, it’s about always striving for excellence).  Say, “If there is a perception that new volunteers are not called back in a timely manner, well it came from somewhere and I’m here to change that. I don’t want one prospective volunteer to slip through the cracks.” This approach shows that you don’t harbor an us (volunteer department) versus them (upper management) attitude, that you are solution-oriented, and that you are proactive and approachable.

Two, it allows you to create a new narrative by moving forward from this point of misconception.  (It’s so much easier to create new impressions, than fix old ones). By acknowledging the old perception, you are not positioning yourself for a fight. You are forging a new, cooperative path, one in which your future statistics will be embraced in a positive light. And you will find your critics becoming supporters along this journey.

We are all prone to confirmation bias. As proactive leaders, we must put aside our personal feelings when hearing negative perceptions, and work to change those perceptions by creating new, positive ones.

Let’s face it. Opinions are not facts. Opinions can be unfair. While we may not be able to control each and every negative opinion, as proactive leaders, we certainly can control what we do about them. And the thing we do best is understand people and their motivations.

When confronted with 1pinions, we can gear up for a pointless fight or we can use our strengths to create new and more positive realities.

-Meridian

Interview With a Volunteer: Ellie Part 2

10 Wednesday May 2017

Posted by in charities, NGO, non-profit, organizations, recruitment, Uncategorized, volunteer coordinator, volunteer management, volunteer recruitment

≈ 9 Comments

Tags

, , , , , , , , , , , , ,

contacts

Part two of an interview with Ellie, a volunteer for 18 years with a hospice.

VPT: Let’s look at things in retrospect now. What advice do you have for volunteer managers? How can we keep someone like you?

E: I’d say that having someone a volunteer can count on is important.

VPT: In what way?

E: It’s trust. I trusted my supervisor and he trusted me.

VPT: You moved away. But you stopped volunteering before you moved. Was it because you were contemplating the move?

E: (pauses) No.

VPT: What was it then?

E: Things were changing.

VPT: In what way?

E: Well, my supervisor was taking on more and more work. I began to realize that when I needed support or a chance to talk, I may go to his office and he would not be available or at another location.

VPT: That support was important.

E: Well, yes, because I wanted to make sure that I was doing the right thing. I did not want to do anything wrong.

VPT: And so, you saw change happening.

E: Yes.

VPT: Ok, I am asking you to be honest here. As volunteer managers, we’ve all done this. We sometimes share our frustrations at the amount of extra work with our volunteers, although we don’t mean to do that. Did your supervisor start sharing his frustrations with you?

E: No, not at all. See, the type of relationship I had with my volunteer supervisor was so successful. He didn’t have to say a word to me. I instinctively knew that he was overburdened all on my own.

VPT: Do you think it is harder for new volunteers if they don’t forge that deep relationship with their volunteer manager?

E: I don’t know because I can’t compare it to anything I experienced. I would ask though, are volunteers getting what they need? I know I had it pretty good, and by the same token, I wonder if volunteers who don’t receive the same vote of confidence will stay.

VPT: So when did you decide to stop volunteering?

E: I had this patient, Joy, the sweetest lady you’d ever meet. I would go to her house and take her to do her shopping. We had so much fun together, But one day, I went to her house. I was tired, out of sorts I guess and I felt a bit like I didn’t want to go to the store. Joy said to me, Are you all right? Have I done anything to upset you? Well, I assured Joy that she could never upset me and I apologized over and over. I thought long and hard about that moment.

VPT: And that had something to do with your leaving?

E: I knew then, that I was done. How? It was my attitude and reactions that told me. I knew that it was time. I had nothing more to give. And if I can’t give 100%, then I’m not doing any good for the people I’m supposed to be helping.

VPT: How did that make you feel?

E: (sighs) It made me sad, because it had been such a good ride.

VPT: Eighteen years. That’s a long time. Did you feel any guilt over leaving?

E:  No, no guilt because I gave my all while I was there. It was just time.

VPT: How do you look back on it, now?

E: I wouldn’t trade it for the world. It was enlightening, rewarding, and was almost like a second carer.

VPT: What advice would you give to volunteers?

E: You get out what you put in. And, it is crucial to ask if you have questions and to share problems and experiences with your supervisor.

VPT: Any advice for volunteer managers?

E: Yes. Supervisors need to know that volunteers go through what I went through. They need to realize and look for signs that volunteers are going through a period of ineffectiveness and they need to address that. Nurture the volunteers you have.

VPT: Would you go back now that you’ve had some time off?

E: No. That is in the past now.

VPT: Thank you Ellie, for your honesty, your insights and your incredible volunteering.

E: My pleasure.

-Meridian

 

 

 

 

Induction vs. Orientation: The one year volunteer committment

22 Wednesday Mar 2017

Posted by in corporate volunteering, NGO, non-profit, organizations, part time volunteer manager, prospective volunteer, recruitment, treatment of volunteers, Uncategorized, Volunteer, volunteer coordinator, volunteer management, volunteer recruitment, volunteer retention

≈ 15 Comments

Tags

, , , , , , , , , , , , , , ,

Induction vs. Orientation

Two volunteer managers, Jessup and Chloe were both excited when the brought in new volunteers.

Jessup, who manages volunteers for a start-up, said, “I was asked to find volunteers to help with our kick off campaign. I brought in a trio of talented volunteers and one of our marketers patiently showed them what needed to be done. The volunteers did exceptionally well, but they didn’t stay with us very long. I had to recruit again and again.”

Chloe, meanwhile, who manages volunteers at a different start-up said, “I recruited a few volunteers to help with our kick-off. I was a bit worried because the volunteers were from varied backgrounds and had really different talents. But, you know, although it took them a bit to get going, all the staff here helped out. Those volunteers are still with us today.”

Volunteer retention is a nuanced and complicated concept. Some parts of it can be controlled and some cannot. But one thing we can control is induction and orientation. Why does a seemingly perfect volunteer become disinterested? Why does another volunteer fit in like a glove? How do volunteers gel with the mission?

Let’s look at induction and orientation: Can we get away with offering one and not the other?

Induction is the formal process in which to introduce a volunteer to their job. (the mechanics)

Orientation is the integration of the volunteer into the organization. (the gel)

Jessup’s organization lost volunteers because they did not orient them. Chloe’s on the other hand, used both induction and orientation.

As volunteer managers, we need to use both induction and orientation to retain great volunteers. And, our entire organizations must be involved. Here is an example:

Induction:

  1. Volunteer manager shows volunteer where break room is, supplies are kept, what the policies are, etc.
  2. Staff member who best knows the job shows volunteer how to do the work, where bathroom nearest station is located, etc.

Orientation:

  1. Volunteer manager welcomes, presents organizational goals, history etc.
  2. CEO welcomes volunteers to organization, emphasizes contributions from volunteers.
  3. A seasoned volunteer is paired with newbie to mentor and encourage.
  4. Staff introduces themselves to volunteer, thanks, offers assistance, assures volunteer they are appreciated and part of team.

Both induction and orientation are vital to engaging volunteers. If we make them feel a part of the team, but do not give them the knowledge and equipment to do their jobs, they will leave. If we give them all the training in the world, but do not integrate them into our mission, they will also leave.

And here’s the thing. Most of us toy with the idea of having a volunteer sign a one year commitment. But maybe that’s just backwards. What we might do instead is ask our entire organization to sign a commitment for each and every volunteer. This commitment would look something like this:

I, the undersigned, ___________________________ commits to do my part in  orienting, inducting and engaging each and every new volunteer for as long as that volunteer is ethically representing our organization and mission.

Ask the CEO to require each staff member to sign this commitment. And maybe if you are feeling a bit ambitious, you can point out that volunteer engagement should be part of each employee’s yearly evaluation.

Woah, be still my heart.

-Meridian

 

The Honestly Honest Truth

08 Wednesday Feb 2017

Posted by in charities, NGO, non-profit, organizations, part time volunteer manager, prospective volunteer, recruitment, Uncategorized, Volunteer, volunteer coordinator, volunteer retention

≈ 2 Comments

Tags

, , , , , , , , , , , , , ,

the-honestly-honest-truth

Brad sighed. “I haven’t had a response from our volunteer, Ashwan in several months. He hasn’t answered emails or phone calls, or come to our monthly meetings. He was a good one. I just don’t know what happened. Did we do anything wrong?”

This frustration ranks up there along with wondering why I was never employee of the year. Why do good volunteers fade away? Why don’t they tell us the truth about why they leave? Why aren’t they honest with us? We’re really nice people and we listen, right?

Well, maybe because we need to be more than honest with volunteers right from the start. We need to be honestly honest.  Oh sure, we say to them, “hey, this volunteering might not be for everyone,” but doesn’t that just smack a bit of sanctimonious superiority? Doesn’t that just have an undercurrent of “oh, our volunteering is only for the good volunteers, and that’s probably not you?” If someone said that to me, I’d be looking for the nearest door and planning my exit move too.

Maybe the breathy tales of our great volunteers can be a bit, well, off-putting for new volunteers. Who wants to have to live up to a Gandhi or a Mother Teresa?

Maybe, instead of peppering our new volunteer training with story after story of long-term volunteer successes, we could also talk about volunteers who leave and how that’s ok.

Maybe we could say things like:

“Take our volunteer Shirley for example. She only stayed with us for three months, but we are so grateful for those three months. We still keep in touch with her. No matter how much or long you are with us, when you’re done, you’re done. Only you know when that is. And that’s ok. All volunteers leave and each volunteer that leaves has made a huge difference and trust me, we are grateful for each one.”

“Volunteer Craig left after he tried a few different positions and found that they weren’t what he was looking for. Let’s be honestly honest here. We MAY FAIL YOU. Yes, that’s right, we may not intend to, but we may seem to take you for granted, or fail to use your skills. We’re human too and we want to fix things, for you and for other volunteers, so please, tell us when something is not right, because we are not perfect. Craig discussed this with us and we fixed some things because he shared his experience.”

“Believe it or not, we don’t expect you to stay forever! And believe it or not, losing interest or moving on is something we experience all the time. That happened with our student volunteer, Sheri. She finished her degree and moved on. She got what she wanted from her experience here and took those skills with her when she left. That’s great! You are growing and changing and so are we. Nothing remains the same and if you find yourself feeling restless and wanting to move on, let us know. We want to have the opportunity to talk about it with you. Please don’t rob us of the chance to say thank you.”

“If you find volunteering elsewhere a better fit for you, let us know so we can send a great recommendation along with you. All volunteering is good work and we are not in competition with other organizations. Our volunteer Marvin found that another organization was a better fit for him. We were so pleased that he took his volunteering to the next level. He comes back and helps us with special events and we love to hear about how he’s doing.”

Every volunteer leaves a lasting impression on us. And while we strive to make volunteers comfortable with us, they may not be comfortable enough to share the reasons they leave. They may just think that our conception of a good volunteer revolves around how long they stay. Then, when they fade away, we lie awake and night and wonder why.

So why not be honestly honest from the beginning and try to make it easier on them. And ultimately, easier on us too.

-Meridian

A Corporate Volunteering Interview Part 2

01 Wednesday Feb 2017

Posted by in charities, corporate volunteering, group volunteering, NGO, non-profit, organizations, part time volunteer manager, prospective volunteer, recruitment, Uncategorized, Volunteer, volunteer coordinator, volunteer management, volunteer project, volunteer retention

≈ 17 Comments

Tags

, , , , , , , , , , , , ,

 

corporate-volunteering-interview

Part 2 of the interview with Sadie on corporate volunteering-the day of the event.

 

VPT: So, on the day of the event, you and several other employees met up at the location. How did it go?

S: Well, we had an issue with parking. There were street parking spots, but a sign said ‘two hour parking only.’ We parked anyway. It was a four-hour shift so we figured we would have to come out and move the cars. Later, when we asked, they told us that the city had waived that rule and we could stay in our spots.

VPT: After you parked, you went in and what happened?

S: The building was a warehouse type of building and we had no idea how to get in.

VPT: What did you do?

S: We went around back, found a back door and went in through there.

VPT: And then what?

S: We found the makeshift kitchen where there was coffee and donuts and we announced ourselves to the people in there. They asked if this was our first year and we said yes, so they got another person to come and train us.

VPT: Were they volunteers or staff? How did you know they were part of the event?

S: I honestly don’t know if they were paid or not. But they wore stick on name badges.

VPT: Did they greet you?

S: They seemed stressed. It felt like they didn’t know what to do with us. They consulted the printed out sign up sheet and saw that we were listed so they said they would try to find a spot for us.

VPT: What did the training consist of?

S: About two minutes worth of what we were supposed to do.

VPT: And that was….

S: We were to walk around with the clients. They would have a shopping cart and we would go from station to station where they would pick out toys according to how many children they had and their ages. Then we would escort them to the stations where they would get boxes of donated food. I will say, the person who showed us what to do was very nice.

VPT: How were the stations?

S: The stations were very well set up, and organized. You could tell they had done this many times before.

VPT: Were you given any information on how to act around the clients, anything about sensitivity or confidentiality?

S: (laughs). At one point we were told to try to get stories of hardship from the clients so that we could direct them to a station that had extra toys. They had more toys than they needed, so I guess that’s a good thing.

VPT: Did someone check in with you during your shift to see if everything was ok.

S: Not with me, I don’t know about the others.

VPT: And you were there for four hours.

S: Longer. One of our group, Justin, who was helping at a food station, was told he could not leave until his replacement showed up. After thirty minutes of waiting, we just left. Some of us rode together and had to go.

VPT: Did anyone acknowledge you when you left?

S: No. Justin told his station manager and we left.

VPT: How was it working with the clients?

S: That was great. The people were very grateful and appreciated our being there to help.

VPT: Were you comfortable with the clients, given you had minimal training?

S: Surprisingly, yes. It felt very natural.

VPT: Did your firm get any acknowledgement, thank you, write-up, mention on website, anything?

S: No, nothing that I am aware of. In hindsight, we should have worn company t-shirts or brought something for them to use. They didn’t ask, though.

VPT: Did you have some sort of follow-up meeting with your fellow employees after the event?

S: No, we probably should have done that. But I did check in with them individually.

VPT: What feedback did you get from the other employees?

S: They thought it was worthwhile. They felt like they made a connection with the people being helped.

VPT: Will you be back next year?

S: Yes.

VPT: What will bring you back?

S: As much as I didn’t appreciate how it was run, it is about the people I was helping and it makes me feel good to help them. I wasn’t able to volunteer until I was a point in my life where I felt I was able to help others. Now that I can do that I feel like I’m also able to take on obstacles such as the people running the show. Maybe they started off like me, caring about the people more, and they never transitioned over to caring for the volunteers that help the people in need. I’m not sure, but I do feel like it comes with the territory.

VPT: Anything else?

S: Second reason I’ll go back is because it might not be the best environment to make me feel appreciated, but I’m comfortable now. I do have a busy life and I chose this organization for a reason. To find another one like it is time-consuming and what if it was just the same or worse? I feel comfortable at this organization now and next year I will be able to walk in, do what I came to accomplish and leave.

VPT: Thank you Sadie for sharing your experience with us.

Huh. Well, that was definitely eye-opening. So, I guess the takeaway is we should be relieved when volunteers put up with us because it’s just too darned time-consuming to find another place to spend their time and talents. And luckily for us, that new place might be worse.

And hey, here’s a thought. Maybe we should thank the people we serve for being needy. Maybe we could just give them a reward for keeping our volunteers coming back. We could call it the “Sob Story of Retention” award.

Or maybe we could just do better.

-Meridian

A Corporate Volunteering Interview

25 Wednesday Jan 2017

Posted by in charities, corporate volunteering, group volunteering, NGO, non-profit, organizations, part time volunteer manager, recruitment, Uncategorized, volunteer coordinator, volunteer management, volunteer project, volunteer retention

≈ 6 Comments

Tags

, , , , , , , , , , , , , , ,

corporate-volunteering-interview

I was really lucky to catch up with and interview Sadie, a busy mother and professional who took charge of a corporate volunteering event this past December for her financial firm. Here is the interview:

VPT(volunteerplaintalk): Thank you for speaking with me today. I understand that you took the reins on a corporate volunteer project over the holidays?

S: Yes, my firm allows us 4 hours of paid time to volunteer and I wanted to do something myself around the holidays because it felt like the time to give back. And because our 4 hours does not accrue for the following year, so I either had to use the time or lose it.

VPT: How were you chosen to head up the corporate volunteering event?

S: Quite by accident. I was just looking to fill my 4 volunteering hours.

VPT: So you had planned on only volunteering yourself?

S: Initially, yes, along with one of my friends.

VPT: Did you find the organization you chose on your own or did they reach out to you?

S: I found it on my own. It is a local toy drive put on by a local city organization and my mom had done something similar in Florida and I thought it would be a festive, holiday experience and I know that there is actual work that needs doing during the holidays to pull off these events.

VPT: How did you end up doing a corporate volunteer event?

S: Well, I approached my HR department to see if this organization would count towards my 4 hours and they told me that a number of employees hadn’t yet taken advantage of the volunteering hours for the year. They asked me if I would take charge of making it a corporate volunteering event and I agreed.

VPT: How did you feel about taking charge?

S: I really didn’t mind, because at our firm, we run projects, and so we are often in charge of other team members. But I will say, that there is more pressure when you are trying to create a worthwhile experience for a group. You don’t want to waste your fellow volunteers’ time.

VPT: So, how did you set up this volunteering event with the organization?

S: Well, I went to their website and saw that groups could volunteer. There were several categories, including sorting toys and food, setting up and also volunteering to help the people shop on the giveaway days of the event. I wanted our group to volunteer on the day they actually gave away toys and food to needy people, because I thought that it would be very meaningful for us.

VPT: And how did you sign up?

S: There was a place on the website to sign up for a particular date, so I did that with the names of the members of my group. I signed up two groups on two successive days. I also called the number listed on the website and left a message, because I wanted to make sure that my sign-up was recorded and I did have a few questions.

VPT: And what did you ask when they returned your call?

S: I never did get a return call.

VPT: What? No one called you back?

S: No, no one did.

VPT: Did you try again? Did you get a confirming email?

S: I called again and left a message. I did not get an email either.

VPT: Were you worried at that point?

S: Yes, very. I was now responsible for my co-workers’ volunteer hours, and time was running out on the year.

VPT: What did you do?

S: Well, I was very busy, what with all the family things to do and at work we had some projects with deadlines, so I waited for some sort of acknowledgement.

VPT: Did it come?

S: Luckily, yes. When I was about to look for another volunteer opportunity, I received an email asking me to sign up again through a website called signup genius. I clicked on the link and re-signed the  two groups for two separate days.

VPT: Did you get a response then?

S: Yes, an automated one from signup genius saying thank you and confirming.

VPT: But no personal response?

S: No, none. I did get a reminder from signup genius, so that was helpful.

VPT: Was that enough?

S: It would have been reassuring and helpful to get a personal phone call or email, but I just trusted that we were good to go.

VPT: And did you inform your group that you were good to go?

S: Yes, I forwarded the confirmation email to them with their names listed.

VPT: Did you meet with your group before the event?

S: No, we did not meet. It seemed pretty straightforward.

VPT: Did you have an idea of who and where to report to on your volunteer day and what role you would have?

S: I was in the day one group, so I could inform the group on day 2 of anything they needed to know. But, no, I had no idea who we were supposed to report to or where. I did have the address, though.

VPT: And so, in good faith you just…

S: (laughs) We just showed up.

VPT: And how did it go?

S: Well, parking was a real issue and we couldn’t figure out how to get into the building..

Sorry to cut it off here, but the interview is longer than one post. Next time-what happened on the day of volunteering: The conclusion of Sadie’s interview.

Thanks and have a great week!

-Meridian

Twas the Night Before the Holidays

14 Wednesday Dec 2016

Posted by in charities, NGO, non-profit, part time volunteer manager, recruitment, Uncategorized, volunteer coordinator, volunteer management

≈ 3 Comments

Tags

, , , , , , , ,

twas-the-night-before-the-holidays

Grab a cup of hot cocoa and please allow me to read my wish for your holiday season:

T’was the Night Before the Holidays:

‘T’was the night before the holidays, when all thro’ the organization
Not a marketer was stirring, not even administration;
The recruitment ads were out in the media with care,
In hopes that new volunteers soon would be there;
Staff members were nestled all snug in their beds,
While worries of slim budgets danc’d in my head.

 And I at my keyboard, pulled up the volunteer requests,                

“Eight volunteers for tomorrow? Oh gosh, now I’m stressed.”
When out in the parking lot there arose such a clatter,
I sprang from my cubicle to see what was the matter.
To the window I flew over piles of work,
Tore open the miniblinds, and moved the whiteboard with a jerk.
The blinking of messages on my cell phone screen,
Made the unfinished filing an eerie green;
When, what to my wondering eyes should appear,
But a tall group leader who gave a big cheer
With a youth group in tow, so lively and quick,
I knew in a moment it must be Coach Nick.
More welcome than lunch breaks his team they came,
And he whistled, and shouted, and call’d them by name:
“Now! Danny, now! Derek, now! Pujesh and Vinnie,
“On! Carlos, on! Carrie, on! Deidre and Minnie;
“To the files! To the clients! To the hosting of the gala ball!
“Now dash away! Get in the fray! Dash away all!”
As dollars from donors to marketing fly,
The work that needs doing, this team will supply;
So into the building, now one, two, three run,
With no complaints‍—‌they said this was fun:
And then in a twinkling, I was so beguiled
To see that each stack of reports had been filed.
No questions they asked, they just got so busy,
While Coach Nick came to me as I was feeling dizzy:
He was dress’d all in uniform, from his head to his knees,
And he said, “how can we help you some more, if you please”;
He brought volunteer applications dusted with glitter,
And said he had read my volunteer ad on Twitter:
Our cause made his team feel like they should be giving,
Then he looked at me and said, “now you make a living
helping others all day and so we’ll help you.
You’re an unsung hero, one of just a few
who work so hard to give others a chance,
to feel loved and not burdened by their circumstance.”
He signed in as requested which gave me a fright
That now I had good help-at least for this night:
He got back to work, and didn’t complain,
And the team he brought with him all seemed quite sane;
They whisked through data entry and none were left brain dead
And soon I knew I had nothing to dread.
Nick gathered his team and encouraged them with meaning,
And they finished putting together packets; and even did some cleaning,
Then looking around, and seeing it was complete
They took a few selfies and sent out a tweet.
He sprung to his SUV, where he waved out the door,
And happily the volunteers flew, while still looking for more:
But I heard him exclaim, ere he drove out of sight‍—‌

“Happy Holidays to all, we’ll be back another night.”

-Meridian

                                                                                                                                                                                                         

Maybe We Have Some Splainin’ To Do

16 Wednesday Nov 2016

Posted by in charities, NGO, non-profit, organizations, part time volunteer manager, prospective volunteer, recruitment, Uncategorized, Volunteer, volunteer background checks, volunteer coordinator, volunteer management, volunteer retention

≈ 8 Comments

Tags

, , , , , , , , , , ,

maybe-we-have-some-splainin-to-do

What is the great question of the ages? Forget about “What is the meaning of life?” Pffft to “is there life on other planets?” Is that all you got to “What really happened to those adorable dinosaurs?”  And finally, oh puh-lease to “Is Spam really a food product?”

Here is the question of the ages: Can we possibly make it any harder for people to volunteer?

I thought about this a while back as I chuckled along with this video from musician and songwriter, Dave Carroll: There’s Got to Be a Better Way

In this clever video, Mr. Carroll laments the extra crazy legal steps he has to endure in order to volunteer at his son’s school. Somehow, he shares a birthday with a person who has a criminal record, so, well, you know how that can go. He tries to have his fingerprints taken at a local police department and of course, the LiveScan equipment fails to capture a clear reading, so they advise him to go home and put lotion on his hands while wearing gloves to bed. Mr. Carroll takes that advice to the extreme and tells himself, “it’s for the kids.”

It’s really a cute video and the hilarity illuminates how frustrating and seemingly ridiculous it can be for someone who just wants to volunteer. Or wait, let’s amend that: For someone who doesn’t have ulterior motives who just wants to volunteer.

And there you have it. We, volunteer managers, especially those of us who regularly deal with background checks, fingerprinting and drug testing, understand that all the time spent on these legal requirements adds hours to our workweek. But we plod on because we are working to protect our vulnerable populations. And frankly, background checks are here to stay, unlike the vacuous idea that volunteers sit around breathlessly awaiting our calls. (Pick your battles.)

The question, “Can we possibly make it any harder for people to volunteer” has an answer. Yes, we can, and probably will. For any organization that does not yet require volunteers to submit to background checks, enjoy yourselves while it lasts. The first time an unchecked volunteer does something bad, you will be instructed by a senior manager with pulsating temples to institute this requirement. Most likely, we are not going to make it easier to volunteer. So, what do we do?

Explaining the whys of background checks goes a long, long way to assure prospective volunteers that we are not suspicious of them, not unduly peering into their private lives, and not trying to keep them from volunteering. Using verbiage that focuses on the vulnerability of our clients moves the emphasis from volunteer hindrance to client protection. A few ways of framing this shift in focus are:

  • Would you want us to allow just anyone off the street to volunteer with your child?
  • If we placed a volunteer with your elderly or sick grandmother, would you want us to be certain that this person is completely vetted?
  • When you donate money to help a cause, are you comfortable with random persons handling your money?
  • If just one out of a hundred volunteers is here for nefarious reasons, what if that one volunteer is alone with your son, or daughter?
  • In a perfect world, everyone volunteers because they want to help. But we don’t live in a perfect world, do we?
  • If you, or your loved one needed our help, what would you want us to do to make sure our volunteers have altruistic motivations?

Life for volunteer managers would include tea breaks if we weren’t required to make our new volunteers jump through so many hoops. The enormous time and effort we spend on interviewing, checking backgrounds, training and explaining rules and regulations heaps hour upon hour of getting things right.

But no matter how cumbersome vetting volunteers can be, the time and effort spent cleaning up a mess created by an unchecked, untrained volunteer who has done harm to our clients is vastly greater and more importantly, will shake our faith in our ability to provide the best volunteer care.

So the next time a prospective volunteer is asked to complete a background check, think about explaining the whys to them. Because, just as Dave Carroll said,  it really is for the kids.

-Meridian

I Get You, So Why Are You Not Volunteering?

02 Wednesday Nov 2016

Posted by in charities, NGO, non-profit, organizations, part time volunteer manager, prospective volunteer, recruitment, Uncategorized

≈ Leave a comment

Tags

, , , , , , ,

i-get-you-so-why-are-you-not-volunteering

“Hey there students. We’ve got some pretty fierce things for you to do, that is, when you’re not liking back some other cause, heh, heh. Our aesthetics are cool in our place, you know what I mean?” Kassar shook his head. “I actually said something like that to a class of high school students. Yeah, I don’t know what came over me, but suddenly, when these thirty pair of Gen Z eyes were staring at me, expecting me to connect with them, I just, well, became a cartoon character, trying to speak their language.” Kassar laughed at the memory of himself. “I saw the impression I gave this class of young people. There was the rolling of the eyes and the shifting in the seats. I lost them in the first two minutes of my talk.”

Ohhhhhhh, how that hurts. I’ve done it when speaking to groups, and maybe you have too. In our quest to connect, we sometimes become totally disingenuous by trying to manufacture rapport. We want to show prospective volunteer groups that we ‘get’ them. It usually happens when we are faced with a prospective volunteer group that has some sort of central identifying factor such as age, culture, religion, cause, work, gender, or special interest. But how exhausting is that? And more importantly, how do we accomplish this connection- by cute comments, silly jokes or personal stories?

So, let’s conjure up some possible connection statements to random prospective volunteer groups. Would you actually use one of these presentation lines?

To Retired Law Enforcement: “Hey, I’m hoping you folks can fix my glove box full of parking tickets, ha ha. I think there’s about 200 in there.”

To Girl Scouts: “I can remember being a Girl Scout. Little Heather was in my troop and she always beat me at selling cookies. I got so tired of her winning. But then, Heather always got the most merit badges. It still frosts my cookies, you know what I mean?”

To High School Band Members:  “I played a little piano, you know, tickled the old ivories, so I feel your vibe here. I was going to run away and join a band. Ahhh, those were the days.”

Do I detect some groaning from the audience?

When speaking in front of prospective volunteer groups, how do we show them that we get them? Or, wait, is that actually necessary? Maybe groups who are willing to listen to our presentations are looking more to be a part of us, instead of us trying to be a part of them.  And why patronize them with caricatures and poorly conceived jokes?

We can’t possibly know everything about every group. So, instead of feeling inadequate or embarrassed because we don’t know what it means to be a retired computer engineer, how about using something more genuine or what I call “sincere ignorance.” Instead of embarassing babbling, we can say, “your profession has always intimidated me a bit and I honestly would like to know more about it. Do you mind if we take a moment so that you can tell me about your group?”

Sincere ignorance means embracing our lack of knowledge and being genuinely curious about the people we are addressing. When asking questions at the beginning of a presentation, not only will the group loosen up, they will probably offer up some tidbit that we can pounce on and tie into the reasons volunteering fits for them.

Groups ultimately prefer us to be ourselves. They want to hear our passion, our experiences, and our compelling evidence as to why they should volunteer with us. We aren’t chameleons who can change color and blend into every new group.  We are leaders, whose authentic message resonates with anyone. They want us to invite them to be part of something worthwhile.

So, next time you feel as though you may be inadequate in front of a group because you don’t think you can connect to them, just remember, they are listening because they are hoping to connect to you and the mission.

Groups don’t really want chameleons, they want the sincere us. That’s all the connection we need.

-Meridian

Is it Time to Start Selling Volunteer Perfume?

26 Wednesday Oct 2016

Posted by in charities, group volunteering, messaging, NGO, non-profit, organizations, part time volunteer manager, prospective volunteer, recruitment, resale shops, Uncategorized, Volunteer, volunteer coordinator, volunteer management, volunteering good for you, why should I volunteer

≈ 2 Comments

Tags

, , , , , , , , , , , ,

is-it-time-to-start-selling-volunteer-perfume

In 1886 America, a struggling door to door book salesman, David H. McConnell discovered that the small vials of perfume he offered as “door opening” incentives were more popular than books and from that realization, the Avon Company was founded.

Well, huh. Volunteer managers know that volunteering enhances the lives of those who volunteer with us. We have seen the grief-stricken person begin to socialize again, the quiet student learn to trust their abilities, and the senior come alive with purpose. We’ve seen volunteers learn so much about themselves that we could write a textbook.

What if we borrowed from Mr. McConnell and compared books and perfume to recruiting and managing a volunteer force?

The books: volunteer jobs (Volunteers Needed to Stuff Envelopes)

The perfume: the benefits of volunteering (Learn New Skills) (Socialize with Caring People) (Change Your Life)

Maybe the time is right to symbolically begin our own perfume company. Many articles are being written and statistics kept on the benefits of volunteering. Since the evidence that we knew all along is overwhelming,  we can become a greater positive force in our communities by looking to not just fill organizational needs, but to help our fellow citizens enrich their lives by volunteering.

What if we put as much emphasis on our perfume as on our books? Would developing our perfume company create a larger volunteer force of outstanding volunteers and in return, more books would be sold, er volunteer positions would be filled? I’m thinking, yes.

We have the most fragrant life enhancing perfume. And yet it is secondary, mostly kept in our desk drawers until a class of new volunteers begin. Then we pull it out and spritz it in the air, letting that intoxicating life enhancing scent fill their nostrils with promise. We should be pumping that scent all over town by the gallon.

What if, besides volunteer coordinators, we also became “life enhancement coordinators?”  How would that look? Well, for starters we would:

Add a new focus: We would create positions in our organizations that serve our volunteers and in turn, those innovative jobs would help our clients in new creative ways.

Put volunteers first:  We would partner with other local organizations to share volunteers instead of operating in dark, isolated caves, all trying to lure the same people inside and clinging to the ones we have, even if we can’t offer them a great volunteer experience and someone else can.

 Create new benefits for our organizations: We would create a community of fluid volunteers who could share talents with many organizations and therefore bring fresh ideas to help each organization grow. (or are non-profits really just in competition with one another for the same donations, publicity and volunteers?)

Lower volunteer attrition: We would end the cycle of volunteers bouncing from organization to organization and giving up because the process is so tedious.

Expand organizational reach: We would measure the impact on our communities, thus exponentially mushrooming the outreach and standing of our organizations.  Wait, measure perfume?

What are some measurable volunteer life enhancing statistics?

  • The number of unemployed people who were able to fill in gaps in their resumes and garnered new recommendations from organizational staff.
  • The number of students who used service learning and organizational recommendations to seek entry into the college of their choice.
  • The number of corporate teams who made a commitment to service, learned team building skills and became supporters of a cause (donations, marketing etc).
  • The number of people who were able to garner people skills as they learned about inter-generational connections or diversity because they were paired with someone different from them.
  • The number of people made aware of X disease or Y social issue or Z traumatic experience by peering firsthand into our missions which gave them word of mouth marketing skills.
  • The number of isolated individuals who were able to socialize and connect, thus decreasing their risk for illness and depression.
  • The number of retired people who were able to launch volunteering careers and stay active with meaningful work.
  • The number of seniors who served critical roles and utilized skills which is proven to ward off dementia and Alzheimer’s.
  • The number of students who will become the citizens of the future due to skills learned, such as philanthropy and leadership.

What if our organizations showcased these statistics as part of their end of year report? How big and beautiful would that report be? And wouldn’t those incredibly heartwarming stats increase each charities’ standing in the community?

I think the time is right for volunteer managers to come out of the shadows and lead. Think about all the times a prospective volunteer walked through your door and you instinctively sensed they had a secondary reason to volunteer. Think about all the volunteers you have spent time with, tweaking positions until the right fit presented itself. Think about the programs you have created because you had a group of dynamic volunteers that needed something more. How many times have you heard your volunteers tell you that they get so much more out of volunteering than they give?

Most of the emotional time and commitment we spend cultivating volunteers and meeting their needs never gets reported. This is why the misconceptions abound. “Managing volunteers is easy.” “All you do is have tea parties and socialize”. “Why can’t you just ask? Someone will do it.”

While we continually struggle to justify the hours we spend with each and every volunteer, we discover that the biggest part of our jobs lies outside the scope of the organizational definition of volunteer management because our jobs as “life enhancement coordinators” is not properly recognized or measured. We possess the tools to change this misconception.

Instead of continuing to just peddle books while we possess this life changing fragrance, let’s take matters into our own capable hands.

Let’s sell perfume.

-Meridian