A volunteer’s eye view of … recognition #tuneintuesdays

 

This really sums up volunteer recognition in a nutshell doesn’t it?  The simplest ways of appreciating what volunteers do are often the best way, but every volunteer is different and once you get to know them you will soon learn that there are those who want to operate under the radar, whereas others love to be in the spotlight!

“On the surface, saying thanks is easy – we all do it every day without thought. But saying thanks in an organisational context can be a very different prospect. Firstly, it can be easy just to forget. If, like many charities, your trustees and leadership team have an ambitious vision, then the pressure is on to always look forward, at the expense of reflection.

Or your charity may be characterised by a rigid hierarchy that doesn’t always encourage positive feedback to be filtered down. Because volunteers don’t get paid, you might think that we should naturally be more inclined to thank them. But it might be just as easy to take their generosity for granted, especially if they have been with you for some time. Perhaps worst of all, though, is the ill-judged thank you – too fleeting, insincere, or undeserved. At best it may fall flat; at worst it can anger and linger.

 So how, how often, and to whom you demonstrate gratitude should be as integral to your volunteer management strategy as their recruitment, training and retention. “

NCVO – Quick guide to thanking volunteers

Let’s get thinking now about how you can show your volunteers you appreciate them, which in turn will lead to your volunteers staying with you as they will feel happy and valued. Retention is a talent volunteer managers need to cultivate!

A simple ‘thank you’ or ‘you’ve been a star’ is a great way to show your appreciation, but as it says above, you should mean it and it should never be a token gesture.  Volunteers need to feel welcome, appreciated and part of the organisation and it needs to be an integral part of your volunteer management.

There’s also the question of who should thank volunteers.  It would be great if it’s not just the person who looks after the volunteers on a day-to-day basis, but the Chairman or Chief Executive. You could put on an afternoon tea or coffee morning for your volunteers and invite the Chief Exec to present certificates.

In Dudley borough we are very fortunate as part of the Mayor’s role is to be Volunteering Champion for their year in office. Our lovely local Mayors are always delighted to host visits for teams of local volunteers, giving them a tour of the Council Chamber, fascinating insight into the local history and also a cuppa afterwards.  They talk to every single invitee and are always happy to present certificates or say a few words of appreciation.

A nice gesture

“Every year we have a volunteer party and the Chairman gives us all a special certificate to show his appreciation for our efforts.  I love volunteering and would do it anyway, but it’s lovely to feel valued as it makes you feel like you’ve made a difference.  I really feel part of the team, we all do and it’s why we give our time every week.”

 Celebrating your volunteers need not cost a fortune and you could design your own certificates in house, or contact the Volunteer Centre who have lots of templates on file and will happily print you some off in colour on white card.  You could also have awards for length of service eg 1 year, 2 years, 5 years, 10 years etc.

To nominate or not to nominate – that is the question!

Nominating volunteers for local and national awards is a great way to recognise your volunteers, but not every volunteer is happy to be in the spotlight. You have some volunteers who just want to turn up and help, happy with their ‘thank you’ and attending a low key volunteer gathering, whereas others would love to be the centre of attention and have their evening dress/dinner suit on standby as soon as they receive an invitation to a volunteer awards event.  They have probably prepared an acceptance speech too just in case!  I’m sure you can identify volunteers you know from both these descriptions.  Not everyone likes to stand out and over the years we have had some very shy volunteers receiving awards at Dudley Volunteer Awards, who are really not comfortable with taking to the stage. That’s human nature and that’s why we love our volunteers isn’t it, because they are all unique with different personalities?

I’ve actually written a guide on this topic, which you will hopefully find helpful and get you thinking about how you can celebrate your amazing volunteers. A volunteer is for life, not just Volunteers Week!

Volunteers rarely give their time for the joy of recognition, but that doesn’t mean it won’t drive them to perform at higher levels or keep coming back to volunteer in the future.

In their own words …

Every year Dudley CVS run Dudley Volunteer Awards and this year’s #dva19 will celebrate and recognise amazing local people who give their time to make Dudley borough a better place to live.  Anyone can nominate an individual or group of volunteers and we launch the awards in Volunteers Week each year, with the closing date in early September. Each volunteer who is nominated receives an invitation to this wonderful celebration and have their name called out on the night, so they can be presented with a certificate. Here are some lovely snippets from #dva18 so you can share the pride of these outstanding volunteers.

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 eileen@dudleycvs.org.uk

 

 

 

 

 

 

 

 

Two printers in need of a little TLC – free to good home

A local organisation has offered us two printers, which need a little TLC but are free to a good home for a local not-for-profit. Please contact me if if you are interested.

  • Epson XP322 – inkjet. This is a colour printer, scanner and photocopier. But the printheads need cleaning/adjusting as the print doesnt come out in line. Its ok if you are only using it for personal use, but not really suitable for proper use. Spare ink cartridges too that can go with the printer if taken.
  • Samsung ML2240 Laser printer. This is just standard black printer, but is laser rather than inkjet. It works ok, except that it can sometime be temperamental in actually picking up the paper to print. so possibly may need something twiddling with or replacing to make it better for picking up the paper

 

 

A volunteer’s eye view of … development and training #tuneintuesdays

Some volunteers will be happy to come in and carry out the same tasks week in and week out for years, but others may need a fresh challenge, or will have specific aims that they want to achieve through their volunteering. If you don’t take this into account your volunteers may end up leaving before they otherwise might, or at the very least will not be giving as much time and effort as they could. For many people the benefits that volunteering can bring around work experience, confidence building, learning new skills and trying new things are exactly what they are looking for, so it makes sense to highlight and enhance these aspects where appropriate. Ultimately, the more you put into volunteering, the more you will get out of it

However, not all volunteers want to develop their skills or attend training and I can attest to that as I have memories of trying to persuade two octogenarian volunteers that they needed to attend child protection training during one of my numerous volunteer roles. That’s the challenge though don’t you think? Striking a balance between essential training for a voluntary role, such as child protection, food hygiene, dementia awareness etc. and offering training which could be considered not relevant, possibly unwittingly creating a contract with your volunteers.  You have to be careful with offering volunteers opportunity to develop beyond that which is relevant to their role for the same reason.  I think the secret is possibly about managing expectations and offering appropriate development, and training should a volunteer require it.

I had a full skills analysis when I started my role

 “As part of my induction I was encouraged to do a skills analysis myself, then discussed the results with the volunteer co-ordinator. It was a bit scary and I don’t think I have many skills, as I left school with poor grades and haven’t worked for years.  Mark helped me identify skills I did not realise I had and also talk about new ones I would like to learn. The skills are a real mix and include things like dealing with telephone calls, learning how to use the photocopier and also personal things like feeling more confident about my own abilities.  We have a plan which we’ve worked out together and I record what I’ve learnt in my volunteering journal. When we have support sessions we sit down together and see how I’m doing with my plan. There is no pressure and I can do as much or as little learning as I like, but I feel it’s really helping me identify the skills I need to get back into employment and push myself.  This is really helping me with my self-esteem”

 This sounds like a really good thing for a volunteer to do doesn’t it? It’s offering the volunteer the opportunity to go at their own pace and the journal is a great way to log what they have learnt, which in turn will help them with job applications.  It’s also really clear that the organisation is offering tailored development and training opportunities. Unlike employees, volunteers should not be saddled with too great a burden. This is not meant to belittle the volunteers, but rather to present them with realistic goals. Provide volunteers with clear, accurate, and concise goals from the beginning so they have direction and can produce quality results from the start.

“Training means different things to different people and there are many ways that people learn. Volunteers may need less formal training than paid staff as they may be doing very specific roles for limited periods. However, it is important that they be given opportunities to get feedback on how they are doing in the role.

Without being too formal, supervision and support sessions can provide these opportunities. Volunteers can think about their work and how they contribute to the organisation’s objectives. Volunteers like to know about any changes coming that are likely to impact on them! “

NCVO effective-volunteer-training

Ongoing training

Volunteers obviously need to be trained to carry out their role, but there is no reason for training to stop there. Opportunities for ongoing learning mean volunteers have the chance to grow and develop. This does not have to be whole day training courses – you could run short workshops as part of a volunteer meeting for example. Training must be relevant to the role however. Training that is merely offered as a perk and not to support or develop what the volunteer is doing could affect the legal status of the volunteer, giving them access to some employment rights. Ask the Volunteer Centre if you want to know more about this issue.

In Service or Core Training

Look at your organisation to see whether there are core elements which apply to all new volunteers, and which you do not think are currently included in your induction programme. Volunteers may require training in respect of their tasks, together with additional training in relation to:

  • equal opportunities – everyone is entitled to expect equal treatment
  • rights and responsibilities of volunteers
  • basic listening skills (if in times of emergencies/busy periods, you require all volunteers to answer telephone enquiries)
  • Health & safety, first aid etc.

What have I done? I’m now trapped with expectations I can’t manage!

“So I started volunteering for XXXXXX 2 months ago and when I first started I was told I could take my time to work through the various training modules I need to do to be a fully-fledged volunteer. Unfortunately I’ve now been told that I have to complete all 7 modules in my first 6 months and up by commitment from 4 hours a week, to 8!  I can’t do that many hours as I work part-time and have caring commitments. It seems really unfair and they have also made me fill in a holiday form for when I need to take time off, plus I have to ring at 9:00 am to notify them if I can’t come in.  Last week I was really poorly with a bad cold and they were texting me every morning, asking when I was coming back.”

Reading this through this voluntary role it’s starting to look like an employment contract – completing training in a fixed amount of time, having to make a fixed larger commitment and also having to fill in a holiday form – don’t you think?  It sounds like the training and development goals set when the volunteer started have suddenly been changed without consulting the volunteer.

I was offered this great training but it’s been a disaster and I’ve now been slapped with a bill for £1200!  Should have read the small print!

“I’ve wanted to be a counsellor for as long as I can remember but the training courses are quite expensive, so I could not believe my luck when I found a charity who offers a training course as part of the role for free.  I had been on the induction, they had sent off my DBS Check and I had one more session to go on the training when we were told that if we did not commit to 250 hours of counselling support in the six months after qualifying, we were liable to repay the cost of the training – £1200!  When I worked it out that’s 10 hours of counselling support a week and that does not include supervision for us, which we have to pay for ourselves!  What am I going to do?  I have two little ones and work three evenings a week.”

Sometimes things are too good to be true and some organisations are so desperate to recruit trained volunteers to support vulnerable clients that they unwittingly end up creating a contract with their volunteers. Insisting that volunteers have to offer 250 hours of counselling over a 6 month period, or have to repay their training costs, is creating a contract with any volunteer who commits to undertake the training, which could result in the organisation being sued for employment rights!

I’m moving on

“I’ve really grown whilst I’ve been volunteering with XXXXXX and I now feel confident enough to start applying for paid work again.  The things I’ve learnt have all helped me grow as a person and the training I’ve attended such as listening skills, mental health awareness and basic first aid, means that I no longer have great gaps in my CV.  I can’t thank them enough for giving me a chance to volunteer in the first place and I am more than happy to tell my story to help encourage others to volunteer there too.”

An argument against putting effort into volunteer development could be that you will lose some volunteers as they use their skills and confidence to find work. This is true, but it should be seen as a success, not a drawback. By their nature, volunteers come and go. If they leave having had a good experience, they will tell friends and family – good word of mouth is a valuable recruitment tool. In addition, they may still wish to support your organisation in future, through donations or one-off/occasional volunteering.

Developing volunteers is about helping them to achieve their aspirations, both personal ones about how they want to develop and mutual, where their development will help the organisation they volunteer for.

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 eileen@dudleycvs.org.uk

New Early Help Enabler wishes to build connections with voluntary, community and faith sector groups who support children and young people

What is Early Help?

Early Help is when action is taken as early as possible to provide support for children, young people and their families where issues or problems are emerging. This can be anything that the family is finding difficult and don’t feel they can deal with on their own and may need that additional support. Early Help can be put in place at any time in a child’s or young person’s life. If concerns are addressed earlier we are more able to bring about change and problems don’t become entrenched.

What is the role of the Early Help enabler?

The role of the Early Help enabler is to support organisations across the partnership (e.g. Health, Schools, Visitors, Colleges, Volunteer groups etc…) to ensure practitioners are confident with the Early Help process, so they understand how to enable people to access Early Help.

The role is to support the people that work with children young people and families, they can go through the full process with professionals so they are fully supported. We also offer different levels of support, they can support both the organisation and the parents. They want people to know that they can always pick up the phone and talk to them about Early Help.

Enablers can help you to undertake an Early Help Assessment and create a bespoke support plan, and build a meeting around the family. They can support you by chairing meetings or come out to your organisation and talk about their role, early help and how the thresholds work. They are there to make organisations feel confident with Early help, and offer support and guidance.

The enablers can support you with having these conversations and help you to explain it fully and put a package of support around the family to protect them.

Early help and Voluntary Sector link

Sam Pryor is now the link for the Early help and the Voluntary sector, and is available to offer support and guidance to voluntary/community groups who work directly with children and families around Early Help.

Details:
Sam.Pryor@dudley.gov.uk
01384 812440

Useful Links

http://safeguarding.dudley.gov.uk/child/work-with-children-young-people/dudley-early-help-strategy/

https://www.dudley.gov.uk/residents/care-and-health/children-and-family-care/early-help-for-children-and-families/

A volunteer’s eye view of … support #tuneintuesdays

When I had my induction, they told me all about the support they offer to volunteers here and it sounded really good.  It’s nice to know I will be listened to and know where to go if things aren’t going well.  So I’ve had an information sheet from the Volunteer Co-ordinator, it tells me about all the amazing things my support sessions will help with. I can’t wait, I’m going to be really looked after here – look at this!

The first thing it says is:

“The bottom line is that the relationship between the volunteer and the supervisor needs to be collaborative. When there is frequent communication, a volunteer feels supported and valued. We will be offering you support sessions every 6-8 weeks to make sure we support you in your role and show you how much we value your support.”

  • Apparently the most important thing is it will help me build a relationship with my supervisor and the organisation, plus it will make me feel involved and part of the organisation – this sounds great!
  • It will make me want to stay with the organisation and give me a sense of belonging
  • I will feel valued
  • It will help make me more productive
  • Oh this is a good one – it will help boost my skills and experience
  • This is reassuring – it will prevent problems escalating
  • Wow it will be an opportunity to tell them all my good ideas
  • It’s reassuring that they will help to assess if my role is too demanding/not demanding enough
  • Never thought about it before but it will help with my wellbeing
  • Also, it will give the Volunteer Co-ordinator an opportunity to keep me updated on what’s going on within the organisation and anything that may affect the volunteers. That’s great isn’t it, they really value their volunteers here and want to keep them informed.

I’m feeling all warm and fuzzy, aren’t I lucky to be volunteering for such a wonderful, caring organisation?

It was all going so well …

Well I’ve been here 6 months now and I’ve had one support session. It went really well and Claire was really happy with me, she said I had fitted in really well and I’m an asset to the team. In fact she’s promoted me to a more important role, it’s an extra session a week, but I can manage that.   Claire has given me her email address and works mobile number in case I need to get in touch with her and I now have my own email address too.

We had a second session booked, but Claire went off sick and she hasn’t given me another date since. That’s been over 4 months now with no session.  I’m beginning to think she’s avoiding me now.  She seemed really distracted and some of the other volunteers are gossiping about some problems with our funding. I’ve tried to email her to see if she can tell me what’s going on, but she just said not to worry when she did reply.

The thing is I’ve got quite a few things I need to talk to her about. This new role is very demanding, I’m doing lots of extra hours at home as I can’t get my paperwork done whilst I’m volunteering as the clients keep me busy.  I know I’m supposed to return my log sheets straight away after each session, but there is so much to log for each client and volunteers aren’t allowed to access the network because our passwords have all expired. The monitoring gentleman has emailed me a blank form and told me I can fill these in at home and email them to him within 48 hours of the contact.  I was ill last week with the flu and I’ve had a very sarcastic email from him telling me I’m failing in my duties. I really need to talk to Claire.

Oh no, one of the other volunteers has just told me that Claire has left, some of the other staff have been made redundant and we are moving premises.  Someone else is going to be looking after the volunteers now. Apparently it’s likely to be the HR Manager Louis in charge of the volunteer team.

The times they are a changing …

So I’ve just had a quick chat with Louis whilst I was making a cup of tea in the kitchen, I’ve been trying to catch up with him for weeks. He asked me if I could take on another session, as I’m really good with the clients and the day centre manager has been made redundant. I’ve told him I will do my best, but can we do it for a trial period to see if it works out ok. He was so grateful and reassured me it would only be for a few weeks whilst they restructure the post, which is fine for me as I just want to help.

I’m so angry after what happened today and it wasn’t my fault! 

So today I was left on my own in the centre all day with 6 clients and no staff were there, just one other volunteer who will only wash up and make drinks. Everyone wanted a chat today and I felt so frustrated as I felt I couldn’t talk to them all.  Poor Bill, I’m the only person he will talk to and he looked so sad as I only had time for a quick chat, and normally we do the crossword together from his newspaper.

I pinned Louis down in the kitchen [it seems to be the only place I see him nowadays] and told him we really needed to talk as I had a major complaint.  He reluctantly agreed he could spare 5 minutes and what was my problem.  I was hoping we could at least sit down, but no he wanted to chat in the kitchen – it’s hardly private is it?

First of all I explained why I felt so angry and frustrated, and he just leant against the kitchen counter smirking!  He was so condescending and told me I was overreacting, but if it would make me feel better I could tell him exactly what had happened.  Louis just stood there with his arms folded and started looking out of the window. I took a deep breath and tried to calm down.

So I started telling him what had happened and how I felt that I had been abandoned to run the session on my own with no support.  He then says he can see how angry I am and starts patting my hand, and telling me he knows how I feel.  His attitude really wasn’t helping at all and it was about to get a whole lot worse.  Louis starts saying it’s my fault for not telling him my concerns when I arrived or during the morning. That would have been impossible as the first time I’d seen him that day was when I spotted him in the kitchen.  His next solution was to talk to my manager and this incited me still further as he was the volunteer manager, but never there or if he was, was not available.  Louis then started to say that he had experienced the same thing himself many times and I should just suck it up, stop whingeing and get on with it!  I’m a volunteer not a paid member of staff and I told him it was too much responsibility. He responded that he thought I wanted to help and I needed to muck in and help out!

He then starts telling me about his training for a local marathon, his high protein diet and how his speed, and stamina are improving. Talk about changing the subject!  I decided that I may as well give up as he was clearly not interested and maybe it’s a one off and won’t happen again. Let’s stay positive.

I’ve lost my mojo, I’m not enjoying it any more and I’m thinking of leaving, but not sure how to do it.  I haven’t had a support session for ages and Louis didn’t seem interested last time we met in the kitchen and I tried to talk to him about my dissatisfaction. He hasn’t suggested setting up a meeting to talk about my concerns.

I’m feeling stressed, overwhelmed and I don’t feel valued at all. It’s not just me though, other volunteers feel the same when we chat. None of the support I was promised has ever materialised and when I try to catch Louis to talk about it, he rushes off or starts talking about his marathon training again.  Maybe he’s just busy.  The role is too much, I’m now doing three sessions a week and it was supposed to be temporary. Last week I was on my own in the centre for three sessions and they haven’t replaced the centre manager.

My personal circumstances have changed too and I’ve now got to call in and see my Dad every morning because he’s had a fall. I emailed Louis as he won’t talk to me and he says I have to stick to my agreed contract hours, and I should be grateful he’s given me extra responsibility, but I didn’t ask for it!  I’m so fed up and feel I just can’t do it any more, I need to look after Dad he’s my priority.

The atmosphere has really changed, it used to be such a happy place but there’s lots of falling out, gossip and arguments between other volunteers.  I just try to stay out of it.  The general consensus is that the organisation is asking too much of us and using us to replace paid staff, but there’s no-one to raise it with.  One of the volunteers went to the Chief Exec a few weeks ago and got told off by Louis for telling tales.  I just feel really stressed and isolated, I have no-one to talk to.

Maybe it’s my fault and I should have said no to the extra responsibility, it’s me not them and I’m just being unreasonable.  I’ve got no choice I’ve got to leave and it’s such a shame.  Just spoken to Louis and he told me I’m a drama queen and I needn’t expect a reference from him as I am a troublemaker!  Volunteering is clearly not the thing for me 😦

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 eileen@dudleycvs.org.uk

A volunteer’s eye view of … induction #tuneintuesdays

It’s my first day, I’m so excited but nervous too

I’ve got to be there for 8:00 am and I’ve spoken to Martin, he seems really nice. He told me that I need to be there early before it gets busy and I understand.

Ok so I’m still in shock after that!  Here’s a quick synopsis of what happened and it was most definitely what I expected – he seemed so friendly and helpful on the phone!

Mark 

Right that’s the tour over with.  I have told you a bit about the organisation and you have told me a bit about yourself, this is the job that we have in mind for you, but we’ll have to be quick as I have a meeting in 5 minutes. Here’s a folder with all 25 of our policies and procedures. Can you just sign here to say you’ve read them?   You don’t mind chatting in the corridor do you?

Me

Is this the only place we can discuss this?  It’s not very private is it?

Mark

I didn’t think it would be confidential, you’ll have to fit in around me and I’m having to do this as well as my usual work.

Me

Ok, but what happens is you’re too busy and I need to discuss something? Who do I talk to?

 Mark


Anyone who’s here.

Me

That seems fair enough, what exactly will I be doing then?

 Mark

We want you to come in 3 times a week, from 9 until 2, which crosses a lunch period.  After your befriending session, you will be making sure that the people get to the hall for lunch, and covering staff absences.

 Me

I thought that the commitment was only half a day a week and no-one mentioned helping out at lunchtimes.

Mark

I thought you wanted to help us!  Volunteers here need to do a bit of everything and we need you to be flexible, we have staff off sick and on holiday at the moment, so you would have to muck in.

Me

I don’t mind helping out, but I can’t do 3 sessions a week, I have other commitments.

Mark

What are you being so awkward for?  Anyway you’ve signed a form to say you’ll do whatever we ask you to, you can’t wriggle out of it now!

Me

What! I think you are being a bit unreasonable and this sounds like a contract to me.  I’m sorry this isn’t going to work for me.

Mark

Well if you are going to be stroppy you aren’t going to fit in here and there are plenty of people who are happy to help out. We don’t want difficult people like you volunteering for us, we have standards to maintain!

I’m sure it’s me, but am I being unreasonable expecting something better?

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 eileen@dudleycvs.org.uk

A volunteer’s eye view of … selection and interviews #tuneintuesdays

Things are going great, they’ve called me in for an interview!

You are so excited and have obviously passed the initial stage of the selection process as you’ve just been invited to call in for an interview.  What do you wear? How long will it take to get there? I need to make sure I’m not late and make a really good impression.  Wait a minute though, I wonder if there are stairs, how am I going to manage them with my walking stick?  They want a presentation about how I can help to improve their services! Wow this must be a really important role and it’s probably going to lead to paid work.

There’s no-one here to meet me …

So how do I get in the building? I’ve been pushing the intercom for ages and I’m going to be late at this rate.  Hang on someone is coming that’s a relief.  Wish me luck.

I’ve been sitting in this waiting area for ages and my interview time was half an hour ago. I hope they know I’m here.  The person on the desk wasn’t very friendly so I don’t want to ask if they have told them I’m here.  Maybe they are just busy, that will be it.  Hang on someone is coming they look important, here goes.

Wow there is a panel of 3 people I wasn’t expecting this. It feels like a job interview and the questions they are asking are very challenging, they just asked me about my first job and what skills I’ve got.  There have been two interruptions already, with people coming in and asking Mrs Williams questions, she must be the boss. Hang on she’s just left the room, that’s a bit odd.  Mr Taylor has just got up and said he has to go now, that’s strange. Have they lost interest in me, I feel really awkward.  They were running through the role and my expected commitment, then they left.  The person who’s left is looking at their phone, that’s really rude!

They think it’s all over …

Mrs Williams they have just thanked me for coming and I’m being escorted out, apparently they will write and let me know if I’ve been successful.  Maybe this is a paid role, it all seems really formal.  I would really have liked to ask them some questions about what exactly the role involves, although they were talking about a completely different role from the one I applied for and I don’t really have the skills they are asking for, I haven’t got a degree. Also I wanted to ask if there was any training involved and if I would get expenses reimbursed, I can’t really justify spending £4.50 a day as the role is 5 days a week and I’m on benefits.

Wow that receptionist is a bit stroppy they just shouted at me for not signing out.  Not sure if this is somewhere I want to come back too, it all seems like work to me, not volunteering.

I’ve got a letter … hope it’s good news

Oh dear that was short and to the point.

“We found you to be unsuitable for the role following your interview and your motivations for volunteering do not meet our mission statement”

That’s that then isn’t it?

Hang on, they didn’t ask me about why I wanted to volunteer, I had an answer prepared and everything, but no-one asked.  It must be my fault and it would have been nice to have some feedback and explain why I’m unsuitable.  Maybe I’m not good enough for them and just not cut out to volunteer 😦

 

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 eileen@dudleycvs.org.uk