Tag Archives: recruiting volunteers

Volunteer or You’ll Lose Everything!

31 Wednesday May 2017

Posted by in group volunteering, messaging, NGO, non-profit, organizations, part time volunteer manager, prospective volunteer, Uncategorized, volunteer ads, volunteer coordinator, volunteer management, volunteer recruitment

≈ 5 Comments

Tags

, , , , , , , , , ,

Volunteer or You'll Lose Everything

In decision theory,  a loss aversion  means that the pain of losing something is much greater than the pleasure of making an equivalent gain. Marketers everywhere utilize this theory to hawk their goods.

“Get it before it’s gone!”

“Act fast. Limited supplies available!”

In volunteer management, we prefer the gain theory when marketing to potential volunteers. We use phrases such as “the life you change may be your own,” or “do something meaningful” to entice others to join our cause. But what if these researchers are correct and we are hard wired to respond more to fear of loss?

How would this advertising trick work with volunteer recruitment ads?. To find out, I stopped in to see my good friend, Svin Dler who runs an ad agency in town. He’s the genius behind such memorable ad campaigns as “Proud to Be Under Federal Investigation” and “Without Our Product, You’re a Worthless Pile of #$%@.”

I walked into his inexplicably empty office and asked Svin to take some of our volunteer ads and apply the loss aversion theory to them. Here’s what he came up with. (after I passed a ten spot under the table to him-no, really he made me pass it under the table)

Don’t miss out on this exciting opportunity to file papers! All the beautiful people are doing it. File those papers before they’re gone and then you won’t be beautiful!

Volunteer now, or our charity will go out of business. Then, when your family needs help, no agency will help you because all agencies share a list of slackers. Don’t get turned away you slacker.

Volunteer now or keep being your worthless selfish self. BTW, everyone hates you.

Save the world by volunteering. If you don’t, the world will end and it will be YOUR FAULT.

Hmmmm, I don’t know if those will work. Well, maybe the third one will….. no, no, they won’t. But can we write worthwhile ads and throw in a bit of the loss aversion theory?

How about:

There’s only a limited number of volunteering slots. Call 555-5555 to get started before the good ones are gone.

Don’t miss our next life changing volunteer orientation. Refer to this coupon code:

Act now! Don’t lose your chance to be a better person. Call this number:

Well, that’s soul-less, isn’t it? Maybe loss aversion can’t be applied to volunteer recruitment. But wait. Perhaps if we lightly sprinkled in some loss aversion techniques, we could:

Create an ad using the wish list and implied loss:

“Do you wish to be more (circle all that apply): accomplished, social, engaged, in-tune, appreciated, worldly, satisfied, prepared, rejuvenated, self-aware, respected, content, experienced, understood?  Join us next Saturday. We have just three Volunteer Training slots still open. Come, let’s explore your wish list.”

Create an email reminder for those who have expressed an interest:

“Our volunteer training is this Saturday at 1pm. Seats are filling up and we would love to see you there. Click here to join our amazing volunteers.” (or diverse, or award winning or whatever adjective fits)

Use urgency:

“Our last volunteer training of the year is being held next Saturday at 1pm. As one of our volunteers, Jamal says, Don’t miss out on this life changing experience!”

So, can we actually use marketing techniques for volunteer recruitment? Is that ok?

Well, here’s a question: When designing volunteer recruitment ads, do we inadvertently give these impressions:

There is no limit to the amount of volunteers we take

Time is never of the essence-we’ll always be there kinda like death and taxes

The choice volunteer positions never get filled

Is there a boring and stale element to our ads that imply volunteering is a never-ending constant so heck, why not put it off?

We are not gimmicky marketers looking to sell something and move on. We deal in cultivating real human beings who offer meaningful involvement, so tricks and slick words are not us. However, we are also not complacent.

Here’s a recent ad I came across:

“Join us for a Volunteer Orientation (date) to learn more about our organization and the many different ways you can help us. You will get an overview of our work and learn how you can help improve the lives in need by volunteering. To learn more about our volunteer program, check out our website.”(here)

Now, let’s re-imagine this ad with a sprinkling of loss aversion theory:

“A limited number of slots are still available for volunteer orientation on (date). Don’t miss out on exploring the many flexible ways you can help.” Visit our website (here) for a quick sign up. See you on (date)!”

So, as long as we are truthful about our ads, why can’t we use some marketing techniques to recruit volunteers?

Try it before it’s too late. (ooops, sorry)

-Meridian

 

 

 

 

 

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

 

 

 

 

Interview With A Volunteer: Ellie

03 Wednesday May 2017

Posted by in charities, NGO, non-profit, organizations, part time volunteer manager, prospective volunteer, staff and volunteer relationships, treatment of volunteers, Uncategorized, Volunteer, volunteer coordinator, volunteer management, volunteer recruitment, volunteer retention, why should I volunteer

≈ 2 Comments

Tags

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

contacts

We all know volunteer feedback is invaluable, during and after projects and assignments. There is also value in gathering feedback from former volunteers who have had the time to process their experiences and take aways.

Recently I was able to catch up with a retired volunteer, Ellie, and I asked her to look back on her years of volunteering for a hospice.

VolunteerPlainTalk (VPT): How many years did you volunteer?

Ellie (E): (laughs) “oh about 18.”

VPT: That’s a long time.

E: It was a long time, but it was good.

VPT: What was your favorite part of volunteering?

E: Hmmm, my favorite part. I liked the idea of giving and I always felt that I was receiving so much in return, but I guess you hear that a lot.

VPT: Do you remember the beginning?

E: Yes. I remember my training. At the end of training, the volunteer trainer handed me my first assignment. She told me that she believed I was ready. And she took me over to the window and pointed to the house of the person I was assigned to. She sort of let me know that it wasn’t far away and I would be close to help if I needed it.

VPT: How did that go?

E: I was nervous, but I felt prepared.

VPT: Was your first assignment the impetus that kept you going?

E: Actually, it was my first long-term patient, who came right after. We became incredibly close. Before she passed away, she said that she had added one more daughter to her family. And shortly before she died, she called me in and said that she needed to know that I was going to be ok. The extent of our connection was something I never expected.

VPT: How much of a role did your volunteer manager play in your success?

E: Oh my goodness, so much. The fact that my trainer and my supervisor, Jim trusted me, had faith that I could do this was huge. And, I always felt that if I had a question, he would be there. I remember I was sitting with one patient whose wife had a part-time job. He had a morphine drip and he thought it wasn’t working and he said to me, I don’t understand why this is not working, can you find out? Now, I have no medical knowledge at all, but I immediately got on the phone and my supervisor got me to the right person. That went a long way to building my self-confidence.

VPT: So, having someone to contact was hugely important.

E: Absolutely. I always counted on being able to knock on his door, go in and receive the support I needed.

VPT: You are also a thirty year now retired school teacher. Why did you volunteer at a hospice and not with children?

E: (laughs) I think I needed to do something different. After my husband died so young, I felt like I wanted to do something that was meaningful.

VPT: Did his death influence your decision to volunteer for a hospice?

E: I don’t think so. It was over three years between his death and my decision to volunteer.

VPT: How did you find hospice?

E: I saw this ad, and I knew right then it was a way to fill my life with some meaning.

VPT: So, there was no magic formula for recruiting you?

E: Sorry, no.

VPT: Many people think hospice volunteering is depressing. Were you burdened with sadness?

E: No. It was quite the opposite. It was fulfilling.

VPT: Was there any opportunity for fun?

E: Oh, my yes. I had so much fun with the staff. We let loose all the time. The seriousness of our work was a contrast to the silliness we experienced. I remember the time we made over 100 pumpkin pies for a Thanksgiving dinner in our care center. We laughed the whole time. Having that fun kept us wanting to do more, you know what I mean?

VPT: I do. Was having fun a good use of your volunteer supervisor’s time do you think?

E: Absolutely. Life is full of balances. The balance between serious work and letting off steam goes a long way to bond us together. It strengthened our team.

VPT: I’m pushing here, but I wonder. Have you ever connected your losing your husband, the man you had planned on retiring with, and your work in hospice?

E: Ehh, no. I just know that I had a lot of years to give and it was a way to fill my life with some meaningful work.  But I do remember one year, I signed up to volunteer at a children’s grief camp.  That day, while driving on the way to camp, I thought about all the little kids who were coming. They had all lost someone important in their lives and I had a little meltdown. I missed my husband.

VPT: That must have been tough.

E: I thought about these kids and it occurred to me that I went through this years ago. It brings something home. While I was there, we had a ceremony at night. I was really grieving for my husband. It comes when you least expect it. Sometimes you have an epiphany to a particular circumstance you’ve been through. It was almost like a total realization I had been through a significant loss and I released that.

VPT: I’m at a loss for words.

E: I even had grief counseling after his death. But my meltdown shocked me. I thought I had processed the grief.

VPT: So, in retrospect, did your volunteering have a personal positive impact on you?

E: Oh my, yes.

Next time: Part 2 of this interview. Ellie moved away from her hospice, but she stopped volunteering before she moved. Why?

-Meridian

New Words Added to the Volunteer Management Dictionary

05 Wednesday Apr 2017

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

≈ 10 Comments

Tags

, , , , , , , , , , ,

Added to the Volunteer Management Dictionary

It’s that time of year when the Committee to Define Volunteer Management gets together at a back table in Pete’s Bar, Grill and Bait Shop. Together, these brave members scratch their heads over several pints and attempt to come up with a succinct explanation of volunteer management. This year, they gave up once again after rejecting the phrase “herding cats,” but they decided to add the following words to the dictionary of volunteer management.

Volvorce: When a volunteer divorces the organization as in “No, I just can’t go get new volunteer Dinesh, because since no one called him back about getting started after I introduced him to finance, he volvorced us.”

Meetcolepsy: When too many meetings cause you to simply fall into a stupor at the thought of another talk-fest as in “No, I couldn’t make that fourteenth meeting about using the volunteers to stand by the back door in case someone gets confused because I contracted meetcolepsy. Want to see my doctor’s slip?”

Latespectation: A last-minute request for volunteers that is expected to be filled as if you were given weeks to prepare, as in “Oh, so you need 5 volunteers tomorrow morning for an assignment that you said was extremely important? Your latespectation is showing.”

Creditjacking: When another staff member takes credit for a successful endeavor that you or your volunteers accomplished as in “Yes, I’m glad you praised that project during the senior managers’ meeting, but let’s not creditjack the volunteers’ work, ok?”

Duhtistics: Stats that are so incredibly obvious, like volunteers are super nice as in “I won’t bore the board with duhtistics that you’ve heard before. No, instead I want to point out some new and exciting projects we are undertaking.”

AVOL: A volunteer who inexplicably does not return calls, emails or letters as in “I’m glad you noticed volunteer Myrna has been missing lately. I’m trying everything in my power to get in touch with her. Right now she’s AVOL.”

Volunteer Lite: A request for a volunteer to do a menial, mindless task as in, “You’re asking me for one of our highly trained volunteers to clean out the storage closet so you can use it for your supplies? You don’t want a full-bodied volunteer, you want a volunteer lite.”

Miracalls: Calls made to volunteers for an especially challenging or late request as in, “Woah, that’s a really challenging request (or time frame). I’ll be holed up in my office for the rest of the day, making miracalls.”

Informashunned: (pronounced in-for-may-shunned) Not given the essential information needed to properly place a volunteer as in “I have recruited four of our best volunteers for that assignment, but my pleas for crucial information have been ignored. Right now, our volunteers are informashunned.”

Nopinion: Volunteers wanted, but not their opinions as in, “I’m glad you were able to use volunteer Mark’s expertise, but he felt rebuffed when he offered additional knowledge. I guess you really want an expert but nopinion volunteer.” 

Vombie: That volunteer everyone is afraid of and no one wants to council or fire, as in, “I know Janey is a handful and she’s been here for what, twenty years now. I guess she’s been allowed to attain Vombie status and now that I’m here, I will deal with it in a professional manner.”

Callwaiter: The notion that volunteers sit by the phone just waiting to hear from us as in, “It is Friday afternoon and most of our volunteers have already made plans for tomorrow. I’ll make some miracalls, but our vibrant and diverse volunteers aren’t callwaiters.”

Marathonitor: The running around, checking, double-checking and rechecking to ensure that volunteers have all the information and tools they need to succeed as in “Our fifteen volunteers are ready for Saturday’s important annual event, but in order for them to excel, I will be marathonitoring their involvement, so I won’t be attending any meetings tomorrow or making miracalls to fill latespectation requests.”

Well, there you have it. As one of the senior members of the Committee to Define Volunteer Management said after several glasses of Pinot Grigio, “Dang, defining volunteer management is really impifficult.”

-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 Inner Volunteer

15 Wednesday Mar 2017

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

≈ 11 Comments

Tags

, , , , , , , , , , ,

The Inner Volunteer

Do the words, skilled volunteers make you shudder?

One day Marcel reported his recruitment efforts to the executive action committee. “I had just reported on the addition of several new corporate groups when the executive director stopped me and asked why I couldn’t just get public school teachers to come in on Saturdays and read to the children at our shelters.”

The CEO asked, “wouldn’t it be a lot easier because teachers already have the skill set?”

Marcel continued, “In my head I wanted to ask her if, after a hectic week directing a charity organization, why didn’t she go on her day off and volunteer to run a startup charity organization. I mean, yes, I’m recruiting teachers because of their skill sets, but so many other types of volunteers passionately want to read to our clients’ children. To me, passion is what makes for a great volunteer.”

Skilled volunteers are often equated with perfect volunteers. Often, the term skilled volunteer becomes synonymous with the notion that volunteers are easy to recruit. Why not just get a lawyer, or a carpenter or an IT technician? But we know it isn’t so simple. Does a person with a certain desirable credential want to use that credential in volunteering? Sometimes, but of course, not always.

We’ve all had volunteers who wanted to forgo their professional skill set. We’ve seen them unlock their inner volunteer and utilize a side that would never appear on paper, but one that excites them and ultimately serves us so well. For example:

The FBI agent that becomes a hand holder for older male clients, This agent’s inner skill set came from having to listen carefully when interviewing suspects. Now he uses that skill in a new and gentle way.

The IT professional that creates an art therapy program. While her left digital brain is writing code, her right analog brain thirsts for the inner creativity she passionately exercises while volunteering. Ironically this volunteering outlet makes her better at her IT job.

The Stay at Home Mom who takes charge of a new program and excels at giving direction and getting results. At home, her inner manager directs her family’s activities, finances, and schedules with a precision borne out of love and necessity. She brings these honed skills to the program and treats her fellow volunteers as beloved family. They flourish under her direction.

And on the flip side, what about the skilled volunteer who taps into their inner director or educator and looks for more ways to help? What if they offer their expert advice and opinion on the workings of our organizations? Are our organizations prepared to accept this advice? For instance:

  • The teacher who wants to replace the reading program at the shelter because it is outdated and insensitive.
  • The carpenter who advises that the repairs on a project are unsafe and non-compliant with code.
  • The attorney who suggests that policies and procedures are antiquated, potentially a risk management nightmare and need a complete overhaul.
  • The marketing expert who points out that the latest campaign is fraught with errors and tired themes.

This begs these questions:

  • How does an organization define a skilled volunteer?
  • Are organizations willing to accept the advice that comes with experienced and accomplished people?  
  • Do organizations view skilled volunteers as peers, useful tools or something else?

This is why clarification is so important. When an organization asks for skilled volunteers, we need to ask these questions:

  • Do we value skill over passion and commitment?
  • Who is responsible for a skilled volunteers’ mistakes? Are these volunteers’ licenses or credentials at risk?
  • What are the legal ramifications of utilizing volunteers in a professional capacity?
  • Who is going to field expert questions from skilled volunteers? The CEO?

As organizations ask volunteer managers to recruit skilled volunteers for expert help, clarification is essential. Clarification goes far beyond a simple job description. It goes to the very core of the inner volunteer. Passion vs. skill. Sideline expertise vs. full skill set participation. Legal consideration vs. a laissez-faire attitude. Hands on vs. hands off risk management.

With skill there is ramification. Are we prepared legally to engage volunteers with licenses and certifications?

With skill comes expert advice. How much skilled advice are we willing to accept?

Or, are we just throwing out a poorly defined concept?

-Meridian

For a great article on skilled volunteering, please see Rob Jackson’s post on this subject.

 

 

 

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

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