Managing volunteers By Georgina Zinno

Focus on these main questions How do we get them in the first place? How do we keep volunteers interested? What is the best wat to utilize their skills for the benefit of the organization?

How do you identify the needs of a volunteer, so they stay interested and have a chance to develop to their potential? How do you make the needs of the volunteer and those of the organisation meet? How do you keep control of your volunteers and make them realise that they represent the organisation on and offline? How do you make the needs of the volunteers and the volunteers meet?

Volunteer motivations Nice and meaningful time Social or ideally commitment Advantage of skills/talents and development Rhythm or go back to work Exercise power/authority/influence Personal development Social contact

Preparation Volunteers Agreement (contract) House Rules Personal Development Assessment Personal details – birthday, children, health STAR Anything else anyone does to prepare?

STAR formule (Selection) S (situation) T (task) A (action) R (results) Situation: Competency that is really important for your organisation. Task: What was in this situation his required task/mission. What was expected of him? Action: What did he do in that situation? What was his action taken? Result: What was the result? Did it had the desired effect?

Selection/Interview Preparation: description tasks/function Short introduction about organization Open questions Let the volunteer talk (20/80% rule) Watch out for prejudices! Close conversation with: new appointment or how it continues

Competencies Knowledge –profession / study / skills/ qualifications Qualities – Good Communicator / Social Attitude/Behavior – Outgoing / shy Motivation – why do they want to work with you?

Main Facts to Pay Attention to: It’s a two way learning process Needs/wishes of the volunteers Balance Coaching Feeling important / appreciation Feedback

NameJohanna SmithCarolina GarcíaKees JansenOlga Kurikova m com NationalityAmericanMexicanDutchRussian/Dutch CityAmsterdanAmstelveenAmsterdamAlmere Phone / Availability Mon, tue, fri 13 to 15 hs. Sat, sundays 10 to 13Fri morning Tue, thursdays Profession/S tudiesHousemom, cookHuman resourcesITAdministration Computer skillsWord, excel Blog, social media, Office Websites, Photoshop, HTML Office, adm. Software Hobby's Cooking, sewing, knitting Sport, reading, museums Photography, online games Cooking, music (flute), nature LanguagesEnglish, FrenchEnglish, Spanish English, Dutch, GermanEnglish, Russian Extra info 2 kids, First aid course No children, loves organizing Leads a class, handyman Translations Russian/English Would like to contact other mothers/kids learn something new give a helping hand with IT gain experience/work rhythm

Coaching (1 to 1 contact) Emotions Attention Expectations Make it personal – remember birthdays

Capable-not motivated Not capable - motivated Capable and motivated Not capable-not motivated Supportive Inspiring Delegate & ResultsInstructions

Levels of Competencies 1.Not capable, not motivated Instructions: give specific instructions, close monitoring of the performance of duties 2.Not capable, motivated Convincing/inspired: you stay leading but you ask for his/her suggestions. Explain your decisions, encourage him/her 3. Capable, not motivated Supportive: don’t keep much track after the given task. Show support (what is not working? Which are the obstacles to fulfill his/her task?). Direct the attention on the motivation 4. Capable, motivated Delegate: Let the volunteer have his/her own opinion about a task. Ask what he/she thinks is best to do (decisions/solutions). Don’t control him/her, stay open, think about the result (goal)

Organisation Goals Results Middelen/ Resources Volunteers

Volunteering is good for the heart and soul Volunteers are love in motion Volunteers don’t have the time but they have the heart Volunteers are not paid because they are worthless but because they are priceless! uotes