Managing Volunteers & Expectations
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Managing Volunteers & Expectations: A Win - Win Phyllis Lasky September 8, 2010 Use Twitter Hashtag #npweb Special Thanks To Our Sponsors
description
Volunteering is generally considered an altruistic activity, intended to promote good or improve human quality of life, but people also volunteer for their own skill development, to meet others, to make contacts for possible employment, to have fun, and a variety of other reasons that could be considered self-serving.It’s simple: staff and volunteers each have expectations. If these expectations are the same, all has the potential to go well, but what if they are different?This webinar will address who your volunteers are, their importance and how to establish a productive working and rewarding volunteer – staff relationship. It takes energy and time, but holds the promise of a huge win-win for all parties involved.
Transcript of Managing Volunteers & Expectations
Managing Volunteers & Expectations: A Win - Win
Phyllis Lasky September 8, 2010
Use Twitter Hashtag #npweb
Special Thanks To Our Sponsors
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Helping ordinary people raise extraordinary amounts for nonprofits is all we do, and we love it.
Today’s Speaker
Hosting: Sam Frank, Synthesis Partnership
Assisting with chat questions: Chris Dumas, FirstGiving
Phyllis Lasky Phyllis Lasky Consulting
A Win – Win
Phyllis Lasky Consulting
Nonprofit Webinar
September 8, 2010
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Began with Ben Franklin ◦ Volunteer fire departments
◦ Lending libraries
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A movement that is in high gear ◦ Children and young people looking to
―make a difference‖
◦ Retirees wanting to keep busy and to give back
◦ Retirees who are not ready to retire
A very special group that needs focused attention
◦ All ages in between — particularly those who are working!
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We love ‗em and have always had them
They perform specific jobs ◦ Often clerical, e.g., mailings
◦ Phone duties
◦ Filing
They save staff time
They save agency money
It‘s potentially good public relations
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Fundraising events
Thank you events
Bylaws
Investment
Other, specific to your nonprofit
AND THEN THERE‘S THE BOARD…
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It‘s about all the organization and ―me‖
Let‘s look at this paradigm another way…
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Is your organizational culture ready and able to do what it takes to make the volunteer experience a win – win?
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Are volunteers included in your strategic plan?
Do you consider your board to be volunteers?
Are there resources for volunteer management?
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Target the volunteers that you want ◦ Be clear about what the volunteers will do
◦ Describe background and interests needed to be successful
◦ Provide a job description for each position
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◦ Is the organizational culture a fit with the need?
Is a structure in place to support the volunteers and the staff?
Is an open exchange of information encouraged?
Do you listen to your volunteers?
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Individuals who volunteer want to meet an immediate personal need: ◦ Are you ready?
◦ Remember to listen
◦ Be responsive
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Should you ―make these days work?‖
Think creatively about who is coming ◦ Opportunities abound
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Ambassadors
Donors
Other
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Consider: ◦ Your needs and theirs
◦ Is there a consistent need over the course of a year
◦ Attrition
◦ Refreshing your volunteer pool
Setting goals
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Invested volunteers provide good value:
Manage their needs and yours
◦ Growth
◦ Ownership
◦ Continuity
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Culture and finesse
Good luck!
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Meal de rigueur
Naming the volunteer position adds to the incentive
Awards
Warning:
◦ Use care with $$ value!
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Aren‘t your volunteers donors-- and vice versa? ◦ Define a donor for your organization
Find ways to integrate all donors into your organization‘s culture…
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Your strategic approach to volunteers will pay off…
And remember to…
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Phyllis Lasky Consulting Communications
Training
Development
Interim management
57 Park Avenue Extension Arlington, MA 02474 website: www.laskyconsulting.com email: [email protected] tel: 781.646.7176 mobile: 617.710.3967
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