Managing Volunteers & Expectations

Managing Volunteers & Expectations: A Win - Win Phyllis Lasky September 8, 2010 Use Twitter Hashtag #npweb Special Thanks To Our Sponsors

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Today’s Speaker Phyllis Lasky Phyllis Lasky Consulting Hosting: Sam Frank, Synthesis Partnership Assisting with chat questions: Chris Dumas, FirstGiving

A Win – Win Phyllis Lasky Consulting plasky1@comcast.net Nonprofit Webinar © Phyllis Lasky Consulting 2010 September 8, 2010 4

 Began with Ben Franklin ◦ Volunteer fire departments ◦ Lending libraries © Phyllis Lasky Consulting 2010 5

 A movement that is in high gear ◦ Children and young people looking to ―make a difference‖ ◦ Retirees wanting to keep busy and to give back ◦ Retirees who are not ready to retire  A very special group that needs focused attention ◦ All ages in between — particularly those who are working! © Phyllis Lasky Consulting 2010 6

 We love ‗em and have always had them  They perform specific jobs ◦ Often clerical, e.g., mailings ◦ Phone duties ◦ Filing  They save staff time  They save agency money  It‘s potentially good public relations © Phyllis Lasky Consulting 2010 7

 Fundraising events  Thank you events  Bylaws  Investment  Other, specific to your nonprofit  AND THEN THERE‘S THE BOARD… © Phyllis Lasky Consulting 2010 8

 It‘s about all the organization and ―me‖  Let‘s look at this paradigm another way… © Phyllis Lasky Consulting 2010 9

 Is your organizational culture ready and able to do what it takes to make the volunteer experience a win – win? © Phyllis Lasky Consulting 2010 10

 Are volunteers included in your strategic plan?  Do you consider your board to be volunteers?  Are there resources for volunteer management? © Phyllis Lasky Consulting 2010 11

 Target the volunteers that you want ◦ Be clear about what the volunteers will do ◦ Describe background and interests needed to be successful ◦ Provide a job description for each position © Phyllis Lasky Consulting 2010 12

◦ Is the organizational culture a fit with the need?  Is a structure in place to support the volunteers and the staff?  Is an open exchange of information encouraged?  Do you listen to your volunteers? © Phyllis Lasky Consulting 2010 13

 Individuals who volunteer want to meet an immediate personal need: ◦ Are you ready? ◦ Remember to listen ◦ Be responsive © Phyllis Lasky Consulting 2010 14

 Should you ―make these days work?‖  Think creatively about who is coming ◦ Opportunities abound © Phyllis Lasky Consulting 2010 15

 Ambassadors  Donors  Other © Phyllis Lasky Consulting 2010 16

 Consider: ◦ Your needs and theirs ◦ Is there a consistent need over the course of a year ◦ Attrition ◦ Refreshing your volunteer pool  Setting goals © Phyllis Lasky Consulting 2010 17

 Invested volunteers provide good value:  Manage their needs and yours ◦ Growth ◦ Ownership ◦ Continuity © Phyllis Lasky Consulting 2010 18

 Meal de rigueur  Naming the volunteer position adds to the incentive  Awards  Warning: ◦ Use care with $$ value! © Phyllis Lasky Consulting 2010 20

 Aren‘t your volunteers donors-- and vice versa? ◦ Define a donor for your organization  Find ways to integrate all donors into your organization‘s culture… © Phyllis Lasky Consulting 2010 21

Phyllis Lasky Consulting Communications Training Development Interim management 57 Park Avenue Extension Arlington, MA 02474 website: www.laskyconsulting.com email: plasky1@comcast.net tel: 781.646.7176 mobile: 617.710.3967 24 24

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Managing Volunteers & Expectations

by NonprofitWebinars.com on Sep 08, 2010

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