Volunteers are People

The world of volunteer management is a strange one.  It requires recruiting skilled individuals, training them in their position, providing development opportunities to increase their productivity and efficiency, and keeping them satisfied enough to keep coming back.  All without the benefit of monetary coercion.  So, where do we find these people?  How do we lure them in?  What is the best way to train and develop them?  and how do we keep them involved once they've started?

An issue arises, in answering these and other similar questions.  Volunteers are people.  There is no cookie cutter response.  Some solutions to these problems may be more successful than others, but each volunteer is unique.

Volunteers have different needs, different ambitions, different experiences.  Volunteers come from different cultures with different worldviews.  Volunteer management is about getting to know people on a personal level, remembering what you have learned, and applying it to your management strategy.

Ask

Don't be afraid to ask volunteers questions, many people will never tell you how they feel if you do not ask.  if you are not sure of the best way to train a volunteer, whether you should have them read the procedural manual, let them shadow another volunteer in the position, or let them experience it hands on, ask them!  Another way to obtain information is with a survey.  Just make sure the survey questions are meaningful and relevant, and that you plan on utilizing the information that you receive.

Listen

When asking volunteers questions, the most important thing you can do is listen!  Remove distractions and give them your undivided attention.  You may even want to grab a notebook and pen.  It is not very pleasant to have to answer the same question over and over because the person asking fails to listen.  It is also important to listen, even when you haven't asked a question.  Much valuable information can be obtained by taking the time to listen.

Respond

You've asked the right questions to get the information you need.  You've payed attention, listened, and taken notes.  If that is where you stop, it is an exercise in futility.  Responding with necessary changes is what will make you an effective volunteer manager, and will help to build rapport with volunteers.

Once volunteers get the idea that you value their thoughts and feedback, and that you have the authority and care enough to make changes on their behalf, you will be the first one they come to when there is an issue.