So lots of articles out there around managing volunteers and good practice tend to focus on the volunteer-involving organisation’s view of the volunteering journey and I’ve decided it’s time to see things from the volunteer’s perspective. Quite often volunteers blame themselves and quite often it’s down to the organisation when things go wrong
Running a volunteer centre means that I am often contacted by volunteers who feel they have not had the best experience, been treated unfairly or are quite simply disillusioned with the whole thing and have decided it’s not worth the effort! I’m often called on to do mediation or advocacy to try to repair the volunteer/organisation relationship too, so I’m encouraging you lovely volunteer managers out there to walk in your volunteers’ shoes and see the other side of the relationship.
These posts are not a criticism in any way of how you do things, they are just aimed to help you understand a volunteer’s perspective and enhance your volunteer/organisation relationships. Managing volunteers is challenging as all volunteers are totally unique and often you are constrained by systems and procedures you don’t really have control over: however, you can certainly personalise parts of your volunteer management systems to make them more volunteer-friendly I’m sure.
Hopefully this series of posts will help you see things from the volunteer’s perspective and improve the way you interact with them, after all a happy, valued volunteer is more productive and a great advertisement for your organisation.
There are eight elements to this series and although there may some sections that appear to repeat what is in other posts, I felt it would be easier if I themed each one, so please do bear with them.
- Selection and interviews
- Development and training
- Volunteers’ rights
Please don’t forget if you need any help or support I’m happy to help and that’s what I’m here for 🙂 Just contact me on email@example.com