As a pastor, I’ve had the privilege of spending the
better part of the last 14 years working with volunteers. I say privilege, because they are truly the
backbone of church operations. It is their
passion, willingness to make sacrifices, and availability that make possible
ministry and the mission of the church.
Throughout that time, I’ve heard it said a number of times that a
volunteer force can be a real challenge.
They can call off at any time.
They can quit serving. They don’t
always fall in line and do what you want them to do. They can be difficult. There aren’t enough of them.
Certainly, there are challenges. However, I am one to say that if there is a
problem with those being led, it often lands on the shoulders of the
leader. So it is pointless to spend time
complaining about the struggles of working with volunteers. Instead, that time needs to be spent
investing in learning how to better lead a volunteer force. Below are seven quick lessons I’ve learned
over the last several years in valuing, empowering, and encouraging volunteers.
1.) Communicate, Communicate, Communicate…then Communicate
Again
People who are prone to volunteerism are those that have
already made the sacrifice of time.
There is nothing more frustrating to a volunteer than having to do the
extra work of finding out when things are happening, where things are
happening, and what is required. The
leader has the responsibility to communicate and keep those that are willing to
serve informed. With the technology as
it is, this is made easy through a variety of different mediums.
2.) Give them something to do
When you are recruiting volunteers, already have in mind
the specific duties and actions they need to take. When people show up at a volunteer
opportunity, they do so because they want to make a difference. They want to feel like their actions are
meaningful. If they show up and there’s
nothing for them to do, nothing specific they are needed for, they might become
a bit jaded. They may lose confidence is
your leadership. They may be reluctant
to volunteer in the future. Do not have
a “show up and we will figure out when you get there” leadership style.
3.) Value their thoughts
Volunteers often see things from perspectives different from
the leader. They are the ones that poor
organization and planning affects.
Volunteers often refuse the privilege of sharing their thoughts. Remember in their minds they are “just
volunteers.” Time should be carved out
and set aside to ask them specific questions, inviting them into conversations
and valuing their input. When they make
a suggestion about something that needs to be changed and you implement that
change, give credit where credit is due.
4.) Give them some time off
When volunteers help out regularly, they have a tendency
of being used until they burn out. The
longevity of regular volunteers can be protected with intentional time off and
staying engaged in the seasons of life.
A new baby…may mean time off. A
death in the family…time off. A change
in job…time off. A prolonged illness…give
time off. A sick kid…time off. Be intentional in protecting their time by
giving them a non-guilt-inducing time to recuperate, relax, and
rejuvenate.
5.) Celebrate the Victories and Appreciate their Efforts
People need to know that what they do makes a
difference. Part of communication
requires the regular and intentional celebration of victories. Give volunteers details about milestones
reached, ways in which their specific action has made a difference. Help them to understand that what they do is
part of something bigger than them.
Never take them for granted. Never
assume they know you appreciate them.
Never breeze past them when you could take an extra moment to thank them
for what they do.
6.) Offer a Compelling Vision
It is taxing to volunteers to be recruited into
crisis. Some volunteers will give in to
responsibility and do what needs to be done in order to make things
happen. Unfortunately, this energy wears
out quickly. Give volunteers something
that is inspiring…something that excites them.
Lay out a vision that they can get behind.
7.) Recruit, Recruit, and New Relationships
Most leaders operate with a bare minimum mentality. How many do I need to have in place? I
recruit that many. They become my core group. Unfortunately, that core group becomes those leaned on over and over again. Burn out is quick to follow. A leader must intentionally extend her/his
sphere of influence. They must be
looking for new folks to invite into the ministry. They must constantly build a new base.
This isn’t a sure fire way of avoiding volunteer issues…but
it sure is a start!
