Over the past few days we’ve talked about how to connect volunteers to your organization’s leadership and tips for connecting volunteers to your mission. Today we’re looking at the importance of building connections between volunteers and staff.
Studies show a direct correlation between the effectiveness with which an organization
involves volunteers and the regard to which it holds its paid staff. Keep in mind an atmosphere of distrust, alienation, and tension moves organizations away from the mission. Here, volunteer involvement is limited, almost happening in spite of the organization instead of because of it.
Eliminate the invisible boundaries.
Take the time out to learn how staff and volunteers regard one another. A mutually supportive relationship minimizes frustration and fosters a cooperative working relationship. Effective organizations take deliberate steps to strengthen the working relationship between paid staff and volunteers to heighten the sense of working together toward a common goal.
Bridge the gap between paid staff and volunteers.
Find ways to encourage supervisors to trust in the volunteers to not only be responsible for their work, but to commit themselves to the organization’s mission, and to devote their energy and talent to achieve the best possible results. Some volunteers may have even more longevity with the organization than most staff and can be a valuable resource to sustain the core values and spirit behind the mission.
Continuity of culture through storytelling.
Stories contribute to the shared vision that is such a large part of the mission connection. Like communities, organizations have cultures sustained from one generation to the next. New staff and volunteers become quickly acquainted with the mission, what is valued and what isn’t through telling the organization’s story. Positive stories about volunteer involvement create an encouraging environment that supports volunteer work.
Sustain the volunteer-staff connection!
It is important to help volunteers develop the knowledge and skills they need to perform
the roles to which they are assigned. It’s equally important to train staff in how to train staff appropriately. The quality of volunteer recognition makes the biggest difference over the long haul. Empower staff and volunteers by acknowledging their contribution to mission-focused work! Rewarding successful joint efforts goes a long way toward fostering mutual respect, commitment, and satisfaction among both, employees and community volunteers.
What have you done to help build the connection between volunteers and staff at your organizations? What has worked, and what hasn’t? Let us know in the comments!
The key to recruiting and retaining boomer volunteers is for nonprofits and volunteer centers to develop an ongoing dialogue with boomers and tailoring service opportunities to meet their needs and desires around service. Here are some tips for focusing on boom recruitment and retention:
Define the role of the volunteer. When you’re looking for a volunteer with a specific skill set it’s important to define the role they’ll be playing with your organization. Make the role very specific – the more specific the better. Instead of looking for a volunteer for “grant writing” look for a volunteer to write a specific grant application for a specific reason.
