WHAT MAKES A GREAT VOLUNTEER EXPERIENCE?

In my online class, Introduction to Nonprofit Management , an entire lesson is focused on volunteer activities.  On the discussion board, I always ask students to share their best and their worst experiences.

Best experiences happen when the opportunity is well planned. Bad experiences are not.  As one student wrote, great volunteer experiences mean “ providing clear expectations on what is expected from your volunteers (e.g. dress codes, organizations policies around code of conduct, accessibility guidelines) and being clear on what role is expected from them. It also means the organization should provide the necessary supports to do the job efficiently, spend time and energy to clarify their role, do an itinerary, provide training days and communicate effectively with their volunteer team.”

Too often, however, chaos reigns supreme.

This is too often true whether we are taking about volunteers for our event, to help in the office, to give a tour or for our staff who are expected to do a job that should be clear but apparently is not.  One of my clients recently bemoaned a new hire who clearly had the skills needed to do the job they were hired to do, but somehow seemed to be flailing about, not having clarity on what was needed.

“Have you met with them and told them what you expected?” I asked.

My client looked at me (well, we were on zoom, so who knows where they were looking) and said, “I hired a senior staff member.  I expect THEM to know what is needed.”

To ask the obvious:  How is that working for you?

Whether you are dealing with staff, volunteers, contractors who have hired to do something specific, you can only benefit from having clarity yourself about what you want them to be doing and what you expect will be accomplished.  And being realistic about how you can provide the necessary tools so they can get that work done.