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Volunteering
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- 2. And now thesethree remain: faith, hope and love. But the greatest of these is love. 1 Cor 13:13 3f Managing a team of volunteers The ground that hatred has gained, will be retaken by love The losses that we’ve sustained, will be remembered by love The tears that we’ve cried, will be wiped away by love The pain and grief inside, will be healed by love A world that seems divided, will be remade by love The fight is one-sided – the universe was built by love And it was made to bring us together. Love is patient, kind, formidable, invincible And it’s the only thing that will last forever. Not even death can defeat love. So all of the sorry and the loneliness, all of the anger and bitterness, And confusion and brokenness, will be outflanked, outdone, Outmatched and overcome, by love
- 3. Why do wevolunteer? What are your motivations for volunteering as youth or children’s workers? (For paid youth workers, as volunteers in other spheres) What do you think are the motivations of the other volunteers in your teams? 5 minute conversations in breakout rooms… 3f Managing a team of volunteers
- 4. Motivations 1) Seeing aneed and feeling they can help meet it 2) Strong personal drivers – ‘I’ve always volunteered’ 3) Family example 4) Desire to serve – ‘I want to give something back...’ 5) Personal commitment to the cause e.g. family members passing away from cancer 6) A need to be needed 7) Friendship / social reasons 8) Personal – even selfish – motives – ‘To get out of the house’ 9) Guilt – ‘If I don’t no-one else will and it’ll close down’ 10)Gaining fulfilment 11)Spiritual drive / religious faith 12)Desire to be part of a team 13)Simply because they’ve been asked 3f Managing a team of volunteers
- 5. Daniel Goleman: ‘The fundamentaltask of leaders...is to prime good feeling in those they lead...the primal job of leadership is emotional.’ If that is true, then recognising our volunteers motivations for volunteering at your youth group will help us to ‘prime good feeling in them.’ 3f Managing a team of volunteers Richard Steel: ‘Many recognise, and are quite open about, the good that volunteering does to them, as well as the good done by them.’
- 6. ‘The Volunteer Paradox’ •Churches recognise their need for more volunteers or paid workers • Where a paid youth worker is in post, they will need more – not less – volunteers. • Aging volunteer pool to choose from The role of our volunteers and how we manage them well is therefore crucial to help them – and our work with young people - flourish 3f Managing a team of volunteers
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- 8. 3f Managing ateam of volunteers Impact of Covid-19 on volunteering in Scotland (Summary Presentation) (slideshare.net) June 2020
- 9. 3f Managing ateam of volunteers Impact of Covid-19 on volunteering in Scotland (Summary Presentation) (slideshare.net) June 2020
- 10. 3f Managing ateam of volunteers In your context: • How has the landscape of volunteering and volunteers changed over the last 12-15 months? • Have there been any positive changes? • Have there been any negative changes? • What opportunities are there going forward? • What challenges are there going forward?
- 11. Changing face ofvolunteering Silent Generation (1920s-1945): Commitment to a cause = duty Boomers (1945 to 1960’s): More selfish but still large place for deferred gratification Gen X (Mid 1960’s to early 1980’s): ‘What suits me – now.’ Generation Y (Mid 1980’s to early 21st Century): ‘Whatever!’ This can and does affect how people volunteer 3f Managing a team of volunteers
- 12. Other issues aroundvolunteering today: Younger volunteers tend to volunteer for one-off events (e.g. Holiday clubs, Spring Harvest etc) rather than week in week out Many younger people can’t afford to volunteer – need to work instead Larger commitments in other areas of their life Families spread out – weekends often spent visiting family University students need to work during holidays Are there any other issues around volunteering today? 3f Managing a team of volunteers
- 13. Gen X needs: -Optionsand flexibility -Dislike close supervision -Love change so much they actually need it -They work to have a life; they don’t live to work. Gen Y: Expect more intense reaction more immediately than previous generations Want community, fun, enjoyment, and high ‘take-home value’. Socially-networked generation – and shows in volunteering. 3f Managing a team of volunteers
- 14. ‘Volunteers today demand,whether explicitly or not, more time from those who lead them. They respond to appraisals (formal or not), mentoring, regular reviews, volunteer agreements. Gen X and Y are used to them in their working life and they expect their leaders, even in voluntary situations, to be professional.’ 3f Managing a team of volunteers
- 15. How were you‘recruited’ into your youth work? How are you managed in your current position? How do you recruit volunteers in your current context? How do you manage your volunteers? Emlyn Williams: ‘Research has found that short-term volunteers are often recruited by a friend or colleague, and that long-term volunteers tend to become so through having a close link with existing volunteers or the organisation over time.’ If someone’s in charge of you… If you’re in charge of other volunteers… 3f Managing a team of volunteers
- 16. Recruitment • Job orrole description • References • Interview • DBS • Probationary period • Decision to appoint • Induction & Training Should we have a formal recruitment process for our volunteer youth workers in Church? Why / why not? 3f Managing a team of volunteers
- 17. 1) Good Induction.What did you want to know when you started? • The vision and aims • Key people they need to meet • Relevant policies – child protection, health and safety etc • Relevant procedures – how things are done, team meetings, other people’s roles etc • Practical issues of where things are kept, how equipment works 2) Clear expectations • Two-way expectations: what are your expectations of your volunteer and what are their expectations of you and what they’ll be doing? 3f Managing a team of volunteers
- 18. 3) Tasks andRoles which, wherever possible, are tailored to the volunteer 4) Training and Development both formal and informal. 5) Rewards – Jesus spoke about reward for service (Matt 5:12, 6:4, 10:41, 16:27, 19:29). 6) Ownership – talking about ‘us’ rather than ‘you.’ Good chance that other volunteers will out last you, especially if you’re a paid worker. Williams: ‘Ownership is grown through the involvement of volunteers in planning processes, decision making and evaluation and through regular consultation.’ 7) Support and Supervision 3f Managing a team of volunteers
- 19. Supervision & Management •Making good use of your supervision • Accountability • Mentor • Your responsibilities over others • Review sheets • Appraisals • Aims and Goals to encourage growth • Keeping a team on board • Model what you want to see your leaders doing with your young people. 3f Managing a team of volunteers
- 20. Your leaders /helpers should know • your aims and goals (overall and specific) • what you expect of them (behaviour and role) • good safeguarding practice • how to head up safely if you’re not there • what to do if a young person discloses information of a safeguarding matter • what the theme for the week/term is all about • how to relate to the young people (what is appropriate) • the boundaries of the group and how to discipline • other areas of training covered by Aurora… 3f Managing a team of volunteers
- 21. Opportunities: We are hereto serve our volunteers as well as our young people – so how can you serve yours? Enabling people to volunteer on a one-off basis might help secure them in the long term. Volunteering opportunities provide people with different experiences to their work and family life Provides a sense of community and ownership for volunteers 3f Managing a team of volunteers
- 22. Everybody can begreat. Because anybody can serve. You don’t have to have a college degree to serve. You don’t have to make your subject and your verb agree to serve. You don’t have to know about Plato and Aristotle to serve. You don’t have to know about Einstein’s theory of relativity to serve. You don’t need to know about the second theory of thermo-dynamics in physics to serve. You only need a heart full of grace and a soul generated by love. Martin Luther King Jr. 3f Managing a team of volunteers
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Editor's Notes
- #5 If our volunteers volunteer because they want to help young girls in particular, then empower them to work more with the girls than with the boys. If their passion is to disciple young Christians, then enable them to focus more those who are wanting to explore issues of faith rather than those who just want to come to play pool…and if they’re wanting to engage more with those who are on the margins of faith, then let them hang out with young people over the pool table…
- #8 Covid 19 – massive volunteering drive and response, and there will be a mixture of all of the above motivations. Opportunities for some of those new volunteers to continue the other side of the Pandemic. There’s also a challenge around how to manage and recruit all the volunteers safely, and also manage volunteer expectations if there isn’t the volunteering opportunities they expected. E.g. I signed up to be a NHS First Responder volunteer, and with our local Age UK Centre…but haven’t been asked to do anything yet… They’ll also be a whole group of people who would be chomping at the bit to volunteer, but can’t for a variety of reasons – health, childcare, age etc – and will be dealing with a whole bunch of guilt around that.
- #9 Covid 19 – massive volunteering drive and response, and there will be a mixture of all of the above motivations. Opportunities for some of those new volunteers to continue the other side of the Pandemic. There’s also a challenge around how to manage and recruit all the volunteers safely, and also manage volunteer expectations if there isn’t the volunteering opportunities they expected. E.g. I signed up to be a NHS First Responder volunteer, and with our local Age UK Centre…but haven’t been asked to do anything yet… They’ll also be a whole group of people who would be chomping at the bit to volunteer, but can’t for a variety of reasons – health, childcare, age etc – and will be dealing with a whole bunch of guilt around that.
- #10 Covid 19 – massive volunteering drive and response, and there will be a mixture of all of the above motivations. Opportunities for some of those new volunteers to continue the other side of the Pandemic. There’s also a challenge around how to manage and recruit all the volunteers safely, and also manage volunteer expectations if there isn’t the volunteering opportunities they expected. E.g. I signed up to be a NHS First Responder volunteer, and with our local Age UK Centre…but haven’t been asked to do anything yet… They’ll also be a whole group of people who would be chomping at the bit to volunteer, but can’t for a variety of reasons – health, childcare, age etc – and will be dealing with a whole bunch of guilt around that.
- #11 Covid 19 – massive volunteering drive and response, and there will be a mixture of all of the above motivations. Opportunities for some of those new volunteers to continue the other side of the Pandemic. There’s also a challenge around how to manage and recruit all the volunteers safely, and also manage volunteer expectations if there isn’t the volunteering opportunities they expected. E.g. I signed up to be a NHS First Responder volunteer, and with our local Age UK Centre…but haven’t been asked to do anything yet… They’ll also be a whole group of people who would be chomping at the bit to volunteer, but can’t for a variety of reasons – health, childcare, age etc – and will be dealing with a whole bunch of guilt around that.
- #14 Development of Volunteering and fundraising ‘experiences’ – ultra marathons, bike rides, sponsored sky rides etc.
- #16 Break out rooms
- #17 It’s important that we take the role of recruiting volunteers seriously – and I would argue that we need to take it as seriously as we take recruiting paid employers in the work place. Our volunteers are investing spiritually into the lives of the young people that we work with, and therefore it’s important that they are the right people with the right skills and talents and hearts to do so. We spent a large part of Module 1 looking at our own calling, gifts and talents for a reason – because we believe it’s a calling to work with young people. In the right context, the recruitment process for our volunteers can help them with that discernment process.