Managing Volunteers & Expectations

transcript

Managing Volunteers & Expectations: A Win - Win

Phyllis Lasky September 8, 2010

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Today’s Speaker

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Phyllis Lasky Phyllis Lasky Consulting

A Win – Win

Phyllis Lasky Consulting

plasky1@comcast.net

Nonprofit Webinar

September 8, 2010

Began with Ben Franklin ◦ Volunteer fire departments

◦ Lending libraries

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!

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

Fundraising events

Thank you events

Bylaws

Investment

Other, specific to your nonprofit

AND THEN THERE‘S THE BOARD…

It‘s about all the organization and ―me‖

Let‘s look at this paradigm another way…

Is your organizational culture ready and able to do what it takes to make the volunteer experience a win – win?

Are volunteers included in your strategic plan?

Do you consider your board to be volunteers?

Are there resources for volunteer management?

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

◦ 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?

Individuals who volunteer want to meet an immediate personal need: ◦ Are you ready?

◦ Remember to listen

◦ Be responsive

Should you ―make these days work?‖

Think creatively about who is coming ◦ Opportunities abound

Ambassadors

Donors

Consider: ◦ Your needs and theirs

◦ Is there a consistent need over the course of a year

◦ Attrition

◦ Refreshing your volunteer pool

Setting goals

Invested volunteers provide good value:

Manage their needs and yours

◦ Growth

◦ Ownership

◦ Continuity

Culture and finesse

Good luck!

Meal de rigueur

Naming the volunteer position adds to the incentive

Awards

Warning:

◦ Use care with $$ value!

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…

Your strategic approach to volunteers will pay off…

And remember to…

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Managing Volunteers & Expectations

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