Responses to: Give Volunteers a Voice
Submitted by Andrea Nadeau, Brooks Commisioner, Residents Association
of the University of Ottawa, Canada
I believe that volunteers are the most essential element to the
success of a not for profit organization. As a full time University
student, who seeks help from volunteers who are also full time students,
I must always remind myself that they too must respect time and budget
restraints which are identical to my own. There seems to be a feeling
of indifference in many of my peers, the old idea of changing the
world is no longer the typical university ideal. Unfortunately, most
young people feel that the primary goal of a university student is
not to accomplish anything in four years.
It is essential for myself and other active student leaders to constantly
encourage feedback from volunteers. If you don't keep them involved,
they often slip away. Students love getting free stuff, but ask them
to give a little of themselves and forget it. The trick is to convince
them that their work is appreciated and that they are getting something
back in return.
Our association organizes an annual charity ball, the volunteers
are the ones who decide on the charity, they are given pizza at fundraisers,
or taken out for a beer, they make new friends and gain great practical
experience. Our association may have a limited budget, but we never
limit our thanks or appreciation to those who sacrifice study time
to make a difference!
Submitted by Joy Golliver , President/Founder of Ignite The Community
Spirit and the I CAN Newsletter, Washington
At the present time we have a very small corp of volunteers, so
we use outside "volunteer consultants" to give us a hand.
We call these "meetings" ICS Forum's. We send out our
question or need to a large group of friends and experts across
the nation and ask them to give us advice or input. They can give
this advice by attending a brainstorming session on the topic, or
by sending us an email or fax. This allows us to hear from a wide
range of volunteer supporters who want to see Ignite The Community
Spirit succeed.
Submitted by Pat McCarthy, Northland Public Library, Pennsylvania
In my opinion evaluation and feedback is an essential ingredient
in a structured volunteer program. Part of the structure of the
volunteer program that I coordinate includes the following:
Probationary evaluation form for both staff and the volunteer
to complete at the end of the 3-month probationary period.
Yearly evaluation form for both staff and the volunteer to complete.
Upon receipt of both forms I then have an informal conversation
with the volunteer to acknowledge their thoughts and any concerns.
I assure the volunteers that any problems or concerns will be
resolved. If there is an organizational change that is required,
a meeting is scheduled with the director, the volunteer and myself.
We take their suggestions seriously and actively solicit input
since they are a part of the organization. In addition they are
our goodwill ambassadors to the community at large.
If there are program changes being considered, we involve the volunteers
who are a part of a particular program for a brainstorming session
to get their ideas and feedback. If they have valid reasons for
not making changes, it will not happen.
Lastly a Volunteer Committee is an integral part of the structure
of our volunteer program. The committee members consist of a staff
person from each department as well as a volunteer from each department.
The volunteers are also selected to represent different demographics.
Meetings are held quarterly to discuss problems, concerns, recognition
events, etc.
Submitted by Sarah Elliston , Professional Development Associate
, United Way Volunteer Resource Center , Ohio
I couldn't have even gotten organized with Volunteer Cincinnati
when I first started without input from volunteers. I had volunteers
in my office with me, helping me do the coordinator's job, so I
would regularly ask, after an initial orientation, "What feels
awkward to you? Can you think of a better way?" and often their
suggestions for systems in the office were implemented. The system
developed to follow the steps from application to data entry after
orientation and placement are still in place after an intern developed
them in 1986.
Thanks to a visually impaired volunteer at the reception desk,
the maps of city hall started having Braille on them so visually
impaired people could read them.
Our entire board training content has been revamped by a subcommittee
of volunteers because they got tired of delivering an out-of-date
package. They also deliver the training so they had a strong interest
in getting it current.
My rule of thumb has always been: what do you want out of the experience
(paid or volunteer staff) and then ask for input that relates to
the goal. For paid staff who get defensive about suggestions, I
suggest the vol mgmt professional spend some time identifying the
goal of involving volunteers, and if the input will make that easier
and help meet the goal, resistance will diminish.
We have recently done a major survey of the volunteers in our United
Way and the response has brought some needed changes to light. Stay
tuned as our structure attempts to make some changes. I'll keep
you posted.
Submitted by Bob DeHaan, Retired, Pennsylvania
Just a small point. Just asking for suggestions or comments is
not enough, as you hint at. The person asking for suggestions needs
to communicate a receptive, non-judgmental attitude. I have had
a superior ask for my opinion or suggestions only to give me defensive
explanations of why the situation is the way it is, or why it can't
be changed. That may all be true. But at a minimum the suggestion
or comment needs to be accepted with the assurance that it will
be given serious consideration, without necessarily promising anything,
and that the superior will get back to the person making the suggestion
at a later time.
