Steps to Ecstatically Happy, Productive,

Supportive Volunteers

Role of the Manager of Volunteers

In simple terms, the role of the Manger of Volunteer Resources is to ensure the right person is available for the right job at the right time and is ready, willing and able to fulfill their duties.

A Word About: Managing

Management of volunteers is about maximizing the contributions of participants

Diplomatic management is the essential, overarching component of all successful volunteer programs.

No program will ever be risk free; every volunteer introduces the potential to unbalance the reputation, effectiveness and finances of the organization.

Cut losses early. Support ‘winners’ with unflinching resolve.

You Maximize Contributions When:You give volunteers constructive feedback about,

and recognition for the work they doYou give volunteers a reason to continue with your

organizationYou provide clear tasks and a mandate to complete

them with minimal interferenceYou offer a simple, accessible program for dispute

resolutionYou request work that meets the skill sets available.

You Minimize Risk When:You have a program which supports and is prepared for

utilization of volunteersAll volunteers are valued for their skills and contributions

and are treated fairly You ensure your volunteers have a sound understanding

of the organization, it’s structure and missionYou resolve conflicts face-to-face, in personYour volunteers understand the goals and objectives of

the program and are well trained and equipped

RecruitmentIt is easier and more cost effective to retain and retrain

the volunteers you have than to recruit new ones.Share your volunteer needs with your volunteers and

organization membershipConsider which demographic might fulfill your volunteer

needs based on your position descriptionAlways present a problem, with the reader as the

potential solution

Autonomy and FeedbackThe person tasked with a project or role must be

given the autonomy to complete it with minimal oversight.

Review of a project must be appropriate to the maturity of the volunteer and the level of trust between them and management.

New volunteers should be directed more carefully – never assume they will know what you want.

Feedback -- positive, constructive and instructive -- must be given promptly and always with great patience and diplomacy.

RetentionCan a volunteer build career skills with your

organization and gain professional references?Can you present them with increasing levels of

responsibility and new challenges?Do they understand how what they do benefits their

community? Is the work meaningful to them?Do you listen and respond to their feedback?Do they always feel welcome, honoured and

valued?

AssessmentIs the organization ready to utilize volunteers?Is the job appropriate for a volunteer?Are there volunteers available?Are tasks well defined?

Task DesignDetailed description of responsibilities, budget

guidelines, delivery timeframeTraits required for the jobList of things to be provided by the volunteerHistorical information and samples of past work

RecognitionBoth informal and formalMust be tailored to the volunteerTimeliness is critical

TroubleshootingOver-recruit – ALWAYS have a back-up volunteer,

or plan B. Hint – it shouldn’t always be executives!Volunteer Code of ConductRights and ResponsibilitiesVolunteer ContractsFiring volunteersSuccession planning