Our blog today is in the form of a story… one part fictional story, informed by real-world information, one part practical information that might help change the way you work, one part mindset shift that could change the way you think, and one part shameless promotion of helpful resources and information.
The tale of a Volunteer Manager who became a People Engagement Specialist. Jodi was doing it the way it was always done…. As Volunteer Manager, she was in charge of recruiting, training and recognizing volunteers. It was a very busy position; she often struggled to recruit and keep the amount of volunteers she needed – turnover was high and she was always training new people. She didn’t have much of a budget, or much support from other staff – they were always as busy as she was.
She needed volunteers for special events, service delivery and to help with outreach. She needed many outreach volunteers because it was how her organization was getting the word out about their services and special events.
She had posters up all over town. Each one said, “Volunteers needed” in bold, red font. On Facebook she posted “volunteers needed”, and she asked everyone she knew. Does this sound familiar?
Hoping to find a solution to her recruitment woes, she signed up for a Volunteer Alberta webinar called Screening Volunteers In. Not Out. Jodi had heard about it from a colleague at the volunteer managers group she attended every few months.
In the webinar, she heard about Volunteer Canada’s Screening Handbook (a resource she would certainly download for future use!) and learned about the 10 Steps to Screening. Jodi realized, that like many other volunteer managers, she was following seven out of the ten steps to screening, but the process wasn’t formalized at her organization.
That week she started pulling together existing materials that might help her with the process of screening and onboarding volunteers. While she did that, she realized the volunteer position descriptions hadn’t been updated for many years, and there were no volunteer screening policies in place. That’s when she remembered hearing about the Volunteer Alberta Screening Development Grant and realized maybe there was a chance her organization would be eligible for it!
As it happens, her organization met the eligibility criteria so she applied. Later that summer they received a $2000 grant to help with developing volunteer positions and policies. After a few months she had created a volunteer screening process manual for her organization.
Then one day, in the not too distant future, she was surfing Volunteer Alberta’s website once again, and found some Volunteer Canada research – a Pan-Canadian study called Bridging the Gap. The research was from 2010, but as she read it, she realized it still rang true. The study indicated a need to enrich the volunteer experience by closing the gap between what Canadians are looking for in volunteerism versus how organizations are engaging volunteers.
Shift in thinking
She had an ah-ha moment! A subtle shift in her thinking and mindset that gave her a new perspective and changed the way she thought about volunteers and her role as a volunteer manager.
Her responsibility was to create the space for volunteerism to exist!! Beyond filling the existing, traditional service delivery positions, she was responsible for creating meaningful opportunities for people to contribute to her organization, to the cause, and more importantly to their own community!
That evening her mind raced with excited thoughts. How could I create more meaningful volunteer positions? How could I better recognize volunteers?
It all seemed overwhelming and she didn’t know where to start. She had no control over programs or services, she didn’t have a big budget, she didn’t even really have a lot of extra time…. AND she still had a bunch of volunteers to recruit, train, and recognize…
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Make sure you read part 2 to learn how Jodi became a People Engagement Specialist!