It’s such a simple question.  Quite straightforward.  Should be easy-as to give me an answer.

Why does your organisation involve volunteers?

The thing is, I have put a veto on telling me It’s to save money dummy!  Because I think if that’s the simple answer then why do we employ paid staff?  Why not run the whole organisation on Volunteer Power?  And if you say No way – impossible!  then the ‘saving money’ argument sounds more like that ‘exploitation’ word.

Why does your organisation involve volunteers?  This question is not an idle thought thrown up to make mischief.  Let me offer a few leads to think about.

There are major agencies in New Zealand providing professional emergency services which include significant volunteer personnel.  Think Fire Service, Ambulance, Civil Defence.  Search and Rescue missions are likely to be staffed mostly by volunteers.  The Government’s Department of Conservation includes an extensive volunteer programme.  Yet there are no volunteers wearing a Police uniform.

There are national not-for-profit organisations with annual budgets and turnover and paid staff numbers that put them in the large business category.  Think Red Cross, Cancer Society, IHC and the Churches, for example.  All of these organisations engage large numbers of volunteers.

Why?  Why involve volunteers?

Do volunteers offer something beyond the capacity of paid staff?  Is there something special in the quality of volunteer work?  Is there something unique about volunteers, apart from working for free?

I bet there is no-one out there is saying “The reason my organisation engages volunteers is to help them get work experience, learn new skills, enjoy social connections, or simply because they want ‘to help’”.

Praises are heaped on volunteers, during annual Volunteer Awareness Week, at special functions, in organisation newsletters and in Annual Reports, and in daily ‘thank you’ effusiveness.   Is this recognition a means to engender organisation loyalty, and commitment to participate in the next fundraising appeal?  Or does the praise indicate genuine understanding and acknowledgement of the real contributions volunteers are making to the organisation?

Which are?

I am asking these questions because when you truly understand why volunteers are involved in your organisation then;

  • Volunteers are integrated in organisational structure and policy
  • There are no (invisible or otherwise) barriers between volunteers and paid staff
  • Volunteers have a specific function in service delivery: they are not handmaidens
  • Volunteer contributions are acknowledged in genuine and meaningful ways
  • The role of manager of volunteers finds its rightful place
  • And (not least) there will be no more disgruntled volunteers dissing your organisation, and I will no longer find my blog on a bad volunteer experience getting so many hits.

There is a whole lot more that could be said, about history and the evolution of volunteering, about politics and the reality of service contracts, about professionalisation of fundraising (cake stalls don’t cut it any more), and about current trends in volunteering and the rise and rise of corporate volunteering and business social responsibility.  Right now, the important thing is to get the reasoning straight, so the organisation can make more of itself, and so the volunteers make something real of the work they do.

Contributed by Sue Hine

Read more of Sue’s aarticles on her Management4Volunteers blog

 

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About Volunteer Wellington

Volunteer Wellington | Te Puna Tautoko is the champion of volunteering in New Zealand Aotearoa!

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