When producer Beth Sagar-Fenton asked on Twitter for people to share tricky experiences of managing volunteers for an upcoming programme, I think many volunteer managers were a little apprehensive about the motivations. Volunteering and volunteer management can often have quite a narrow narrative – either 100% brilliant (an amazing army of awesomeness etc) or a set of lazy assumptions about how an unpaid workforce could possibly be managed effectively. With the tone of the crowdsourcing questions, I think we were all nervous about the picture that might be painted.
As it turns out we shouldn’t have worried – what followed was 30 minutes of well researched and thoughtful content, which accurately summed up the unique complexities of managing volunteers. True, there were some comments that irritated, as Sally says below:
Interesting piece – useful to shine a light on the role of Volunteer Managers. I did bristle at the comment around 'use of volunteers' we do not USE anybody, volunteers (and staff) are valued contributors to our missions, we involve, engage, support but we don't use (rant over)
Volunteer managers are unsung heroes. The phrase is cheesy, but this was a real acknowledgement from the start that the role of volunteer manager was important.
We have some great insight and research to help us continue to design relevant and impactful volunteering experiences. The NCVO report into their survey of the volunteering experience can be found on their website.
Volunteering is not a free resource – it requires careful management. Yes, I know WE all know that, but how many people outside of the non-profit sector or even just volunteer management know that? It’s great to see the issues covered by In Business in order to reach a wider audience.
Volunteer management is distinctive to paid-staff management. Again, I think we all know that, but having this accessibly communicated to a wider audience is crucial. As the programme briefly touched on, volunteer manager roles are often the first to go when funds are tight, so raising awareness of this distinctiveness with decision makers who may not have direct volunteer management experience is useful.
“Volunteer management is something quite distinctive” – Jarina talking about the “exceptional people skills” needed in volunteer management. Listen now to Jarina on @BBCRadio4
The exceptional people skills talked about by NCVO’s Jarina Choudhury include the ability to perform emotional labour; the ability to manage your own, and other people’s emotions. This was one of the key findings from the National Trust commissioned research into the differences between managing paid staff and managing volunteers. You can read the full report online.
The programme concluded that there is much that the world of HR management can learn from volunteer management. A recent research briefing from NCVO reports that across all sectors, the ability to manage your own feelings, or handle the feelings of others, is the second biggest reported ‘soft’ skills gap, and the least improved skill over the past few years. Perhaps sharing our skills in emotional labour is our biggest lever?
Managing Volunteers: Free and Easy? was an insightful overview into the world of volunteer management. I know from colleagues it’s already being shared with non-volunteer manager colleagues to provide a compelling introduction. A useful resource now and in the future.
BBC Radio 4 in Business ‘Managing Volunteers: Free and Easy?’ originally aired Thursday 29 August 2019.
When I first saw the email advertising the ‘Risk Factor’ event, the subject line, ‘⚠ Can you manage risk and flexible volunteering at the same time? ⚠’, asked a question that I had been grappling with for months. I didn’t hesitate in booking, despite the minor consideration of an 800 mile round trip!
We’re not alone in this balancing act
Like many organisations, we are investigating how best to respond to volunteers’ increasing demand for more flexible or episodic volunteering. I suspect Shelter Scotland are not alone in finding it difficult to balance our formalised risk and safeguarding procedures with more informal volunteering. We’re reviewing our flexible role to make it more inclusive and volunteer led, but it’s proving difficult to ensure that such a flexible commitment is sustainable when we need to invest so much time in recruitment and training. It’s a bit of a catch 22!
As such, I was really looking forward to the event on the 21st May. I didn’t flinch when my alarm went off at 5.45am for my 7.30 train from Edinburgh to London, and even the 1.5 hour delay to my train didn’t dampen my spirits!
A sustainable flow of volunteers
I rushed in the door with two minutes to spare, having gulped down a bag of roasted peanuts and an apple for my lunch, and immediately got into the networking with other lovely volunteer managers. The event started soon afterwards, and we were introduced to Helen Johnston from the Thames Discovery Programme. Her presentation was really interesting, and definitely gave me lots of food for thought. She has about 750 volunteers who support archaeological exploration on the banks of the Thames in a really flexible model for participation.
I was interested to hear how they are able to keep the model sustainable given that it is such a skilled role with no minimum commitment required. This is likely, in part, because they charge for training, but also because they have a very pragmatic approach to risk. Indeed, she told the story of her volunteers who successfully dealt with finding an unexploded World War II bomb, without the need for her involvement.
As well as providing in depth training, they have developed a culture of safety by holding briefings at the start of each session and placing a lot of trust in their volunteers to make sensible judgements about risks they encounter. I think this emphasis on trust in volunteers is perhaps something that all of us large national organisations could learn from.
Risk versus objective reward
Secondly, Daniel Ingram from AVM led a discussion about risk appetite. My key takeaway point from this was that risk should not be assessed in isolation, but rather in line with the impact they would make in helping us achieve our objectives. If the activity is likely to be of significant benefit, perhaps it is worth the risk?
Next up, Catherine Bartlett from NCT told us about a volunteer led project with significant risks but also significant positive impact. Yet again, we were hearing about the balance between potential risk and actual benefits. Catherine, as a former barrister, highlighted the need to really take time to evaluate and understand your risks. Building detailed evidence to support your assessments will help to instil trust with colleagues and reassure the most risk averse!
Because you’re worth it
My trip to London for the AVM Risk Factor event was definitely worth the risk! It gave me lots of food for thought regarding our approach to risk in Shelter Scotland, and highlighted to me the value of two quite different approaches. I also had a far less eventful journey home too – Netflix, Pinot Grigio, chocolate raisins and six pages of notes to ponder!
Sarah Latto is the Volunteer Development Manager for Shelter Scotland and Co-Chair of the Scottish Volunteering Forum
Learn more. Our upcoming events can help your professional development and boost your volunteer management career 📈
It’s really important to me that the value of volunteers is recognised across The Brain Tumour Charity, and that both volunteers and the staff who support them have a great experience.
Within my relatively short time in post, I’ve learnt that positive change often requires support for volunteer engagement across teams and at all levels. So when I spotted an email about an upcoming AVM event focusing on ‘successfully influencing change’, it got my attention.
At the event we heard from Charlotte Witteridge, Head of Volunteering at The Myton Hospices and Clare Burgess, CEO of Surrey Coalition of Disabled People. Both shared the way they had wielded influence in order to embed volunteering more deeply in the culture of their organisations.
For them, building a case for support and thinking strategically about the changes that were needed was really important. But even more crucial was their ability to bring people along on that journey. Below I’ve parceled their advice on doing just that into three top tips:
Be reliable and interested
Focus on the things you can change
Know your allies
1. Be reliable and interested
1Doing what you say you’ll do (which includes saying no), and making a point to learn something new outside of your work remit each day, will engender trust among key stakeholders. By building your personal brand, people are more likely to believe in your ideas and in your ability to make those ideas a success.
2. Focus on the things you can change
Don’t spend time focusing on your ‘circle of concern’ – the things which challenge you but you can’t do anything about. Instead, think proactively about your ‘circle of influence’. If you do this you’ll become more effective at making change and increase what you’re able to influence.
3. Know your allies
Work out who it is you need to influence, and how you can get on their radar. This isn’t always about targeting those who hold important job titles. By building strong connections across and outside of your organisation you may identify people who can break down a barrier for you.
To get decision-makers on side, think about how each person needs information delivered to them. Some people are most interested in facts, some finances and some in stories.
I came away from the event with lots to think about, some action points and overall feeling more confident about influencing within my organisation. But having had a bit of time to reflect, my main learning from the day was perhaps a more surprising one.
I didn’t expect to learn this
I know that I’m not alone in finding conferences and events like these a daunting prospect. Part of the reason, I think, is that many of us feel that we have little of value to share. Day-to-day, we’re not doing anything radical or out of the ordinary.
We (volunteer managers) are quick to be self-critical and to focus on the areas that aren’t going right, but I learnt something valuable from everyone I spoke to at the event. During group discussions, people shared lessons learnt through experience – lessons that will undoubtedly save others time and heartache in the future.
My key takeaway
By sharing what your organisation is doing well at events like these, it encourages others to take small steps to improve their practice, which will in turn improve the experience for volunteers in their organisation. And our willingness to speak about these positive things, with colleagues, with other volunteer managers, or with potential volunteers, will make us better influencers too.
Most of the positive, proactive changes that you’ll make during your time as a volunteer manager will not be brand new concepts, but that doesn’t make them uninteresting, or less valid. What you see as your bread and butter, the areas where your organisation is succeeding, are probably the very same areas that others are struggling to crack.
We should shout about these positive things more. I know I certainly will.
Amie is the Volunteer Development Manager for The Brain Tumour Charity.
Learn more. Our upcoming events can help your professional development and boost your volunteer management career 📈
At AVM’s Risk factor event Helen Johnston will be sharing how she established a flexible volunteering model while successfully managing the risks that archaeological fieldwork can dig up.
It’s Crimbo Limbo, the gap between Christmas and New Year, I’m on the sofa under a blanket, contemplating another rummage through the Quality Street tin to see if there’s any of the good ones left, idly scrolling through Facebook. And then, there it is, one of my worst-case scenarios: a photo of one of our volunteers flanked by two police officers (all smiling thankfully!), and the next one, a close-up of what looks like a rusty bit of scaffolding pole. I know immediately what it is and why the police are involved; it’s unexploded ordnance, left over from one of the World War bombing campaigns. Chocolate forgotten, I shake off my sofa-haze to find out what’s happened and make sure everyone’s safe.
At Thames Discovery Programme, we run a flexible volunteering programme to monitor and record vulnerable archaeology on the Thames’ foreshore, the area which is revealed at low tide. As well as running fieldwork coordinated centrally, we have groups of volunteers who organise themselves to regularly monitor particular sites on the river. But the foreshore is not a safe environment, and there are many risks that need to be considered when working there.
On that lazy Saturday afternoon, a couple of our volunteers decides to make a last-minute visit to Fulham, the site of an ancient river crossing, to check on the interesting prehistoric archaeology there which is under threat from erosion. It’s matchday, and fans are streaming through the nearby park for a Fulham Palace home game. As the tide begins to come in, the volunteers are making their way back to the steps when they notice something that, thanks to their training, they immediately recognise as potentially an unexploded bomb.
Unexploded ordnance is not an uncommon find on the Thames; London was heavily bombed in World War 1 and World War 2, and the river wall was deliberately targeted to try to flood the city. At Thames Discovery Programme we come across possible ordnance every year or two, and so our volunteer training includes what to do if you find a bomb.
In this case our volunteers do all the right things, they leave it where they found it, call the Police and move away from the area. When the Police arrive, there’s a bit of discussion about whether it’s a rusty aerosol can before they make the decision to call in the bomb squad. The river is cordoned off, the last of the football fans are kept out of the area, and the device, which is identified as a WW1 incendiary bomb, is safely removed to be disposed of somewhere a long way away. By the time I find out about the incident on Facebook that evening, it’s all over, and everyone involved is back home. I check in with the volunteers over email to make sure they’re all ok, finding things like this can be unnerving. They were fine and they’d already sent us a full account of what happened, including pictures!
Even if your risk assessment doesn’t need to consider possible explosions, managing volunteers remotely and flexibly is not without risks. On 21 May in London, I’m going to discuss how we’ve developed our flexible volunteering model at Thames Discovery Programme when there’s a risk we’ll dig up bombs. Join me at AVM’s Risk factor: flexible volunteering and risk management event and join the discussion at #AVMRisk.
“Oh baby please give a little respect to-ooooooo meeeeeeeeee!”, a line from the brilliant 1988 electro-pop anthem A Little Respect from pop tour de force, Erasure. Over the years, I must have heard this song a million times! Recently it’s assumed a new relevance following an incident that happened a couple of weeks ago. I’ll elaborate on this in a bit, but first a bit of background for you…
I’m relatively new to volunteer management, having had a variety of other positions within the heritage and arts sector. For the past six months I’ve held two part time roles at different museums, with responsibility for around 130 volunteers. Throughout my career I’ve managed teams of paid staff, both large and small, but never such a large volume of people coming from all corners of our society. One of the most rewarding things I’ve done in my career is become a volunteer manager (VM) and I have the privilege of working with an amazingly diverse and talented group of people. In my opinion, it is this diversity that’s central to a successful volunteering programme; the differences between us make us stop and think and often lead us to better ways of doing things whilst enriching our own personal learning and development.
Much of my time is spent ensuring that our volunteers are happy, well trained and feel supported in their roles whilst developing skills that will be useful to them in outside of the museum. I try my hardest, as do VMs everywhere, to treat everyone with professionalism, courtesy and respect. We have volunteer agreements in place which state what our organisations will do for the volunteer, and what in turn we can expect from them. Aside from the usual day-to-day niggles, this has been a positive and enriching experience. A couple of weeks ago I received a phone call from a frustrated and somewhat animated volunteer who made it very clear, in no uncertain terms, that they were unhappy with a decision that I had made that day. The strong tone of voice and colourful choice of language used took me by surprise and I felt somewhat anxious and demotivated afterwards.
This incident really got me thinking about how we care for ourselves as volunteer managers; many of us work in organisations with limited resources and often we work in relative isolation. Most VMs appear to be extremely patient and resilient, but we do have our limits! I’ve since sat down with the individual involved, their passion and enthusiasm (two qualities that are to be applauded!) had run away with them. They were mortified that they had caused upset, things are now fine, and we’ve moved on. We are only human after all. I know I’m far from perfect, who is? However, it’s made me think about the relationships we have in the workplace and how we look after ourselves when things become challenging
In February, I attended AVM’s Ways to wellbeing and productivity for volunteer managers, the first event of its kind and a litmus test to gauge the appetite for this topic amongst the VM community. I found the productivity session, led by Rob Jackson, exceptionally useful and I’ve radically changed my relationship with email as a result (this is worthy of its own blog article and I digress slightly!). The other wonderful speakers presented us with some amazing tools, developed to deal with our internal response to difficult situations with guidance on how to adopt them in the workplace. We also received suggestions on how we can improve our overall resilience.
Managing difficult situations and adopting self-care comes with time and practice. This event certainly gave me pointers to help me navigate my way. However, one thing remains clear to me and that is give a little respect to me and I’ll certainly give it back to you.
Colin is the Manager of East Grinstead Museum as well as the Volunteering and Training Manager at the London Canal Museum.
There has been much talk about diversity and inclusion in the third sector and recently a lot of conferences and workshops and yet it seems we are still way behind the corporate world in both investment and results. A brilliant, honest observation and challenge made by Dr Helen Timbrell at the recent AVM ‘Walk this way: diversity in volunteering’ conference.
The thing that made this conference different was the invite list. AVM and AVECO worked together with their sponsors (Jump, Sport England, National Trust and Cancer Research UK) to invite both CEOs and Heads of Volunteering from charities, to come along together to think and talk about the way forwards. Matt Hyde our CEO at The Scouts and I attended, along with one of our Senior Volunteers Kester Sharpe (Deputy UK Chief Commissioner), knowing that although we were already planning on investing in this area there was still much to discuss and learn… and we certainly weren’t disappointed.
A packed agenda covering recent research, the opportunities and challenges from different organisations perspectives around the importance of leadership and investment meant there really was something of value for all shapes and sizes of charity.
As well as an inspiring start to the day led by Gus O’Donnell who highlighted the importance of the impact of wellbeing in communities as a measure there were many other ‘takeaways’ … A few of mine…
The socio economic bias
This is an area particularly important to us at The Scouts, as we embark on work to extend our reach and attract volunteers and young people from under-represented communities, was the research presented by Will Watt, from Jump Projects. Will gave a passionate and pragmatic summary of their research on in this area ‘A Bit Rich’. This really made the audience consider how volunteering is biased towards higher socio economic groups and the different motivations and barriers for different minority ethnic groups. If we are serious about attracting volunteers from different backgrounds and new communities to those we are currently serving then we need to challenge our own ‘ask’ of our volunteers and how our recruitment and appointment systems operate to be truly attractive and inclusive.
Who asks is important
I have also gone away considering…Who is doing the ‘ask’? Are we investing time and effort in bringing our existing teams along this journey to ensure that those who are our front facing team are advocates for diversity and inclusion….and are we even present in the areas we are hoping to attract volunteers from? Salma Perveen, Youth & Volunteering Development Officer at St John Ambulance, gave a genuine and touching account of her experience of becoming a volunteer ,and she told us that the most important part for her was not being made to feel different but being made to feel a part of the team: ‘volunteering felt like home’. We need to make sure that is the experience for all new volunteers.
Inclusion starts at the top
Finally but probably the most powerful messages for me came from Hilary McGrady, Director General of the National Trust, in her compelling and heartfelt address. Her key message was that you have to start at the top: leadership is key as is investment, believing and being bold. Hilary shared the Trust’s story of the last few years where they have strived to change the perception that their places are only for a certain demographic and are in fact somewhere everybody should feel welcome. Hilary shared the leadership journey that goes with such a bold drive for change including the investment required, the commitment needed from the very top of the organisation and the disruption that is sometimes needed to change mind-sets but the most important part is the belief that Diversity & Inclusion is simply about being an organisation that everyone wants to be a part of and where everyone is welcome to be.
An inspiring day that will hopefully lead to many conversations and a step change in an area that has become somewhat of a ‘Groundhog Day’.
Putting this into action
At The Scouts we are committed to being bold, we plan to invest in more staff resource and external expertise to build on and drive our work further in this area. We will strive to achieve our goals to increase the diversity of our teams, recruit volunteer’s, staff and young people from more diverse backgrounds and remove barriers to participation. So in short, if we want to stop the ‘D&I Groundhog Day’ it’s up to us to take the lead, use the research to make the case and ask our organisation’s to be bold, invest and start ‘walking the talk on diversity’.
Donna Bennett is Head of Volunteering for The Scouts with responsibility for Volunteer Journey Transformation, Growth and Volunteer Line Manager Support. The Scouts have over 160,000 volunteers that support the delivery of Skills for Life for nearly 500,000 young people, Scouts is in its 13th year of consecutive growth and has 50,000 young people waiting to join. The team Donna leads has 60 development officers in the field opening new Scouting provisions across England to meet demand and support new provision in new communities. Donna is also building a new team to design and deliver the change programme that will transform the volunteer journey to recruit more volunteers from more diverse backgrounds so even more young people can gain skills for life.
Previously Donna was the Director of Youth and Volunteering for St. John Ambulance where she led the transformation of the organisations volunteer recruitment and induction programmes.
AVM Chair Ruth Leonard’s response to NCVO’s ‘Time Well Spent’
There seems to be plenty of research telling us who does what in terms of giving time; but less about the why – and indeed the why not, so NCVO’s latest report ‘Time Well Spent: A National Survey on the Volunteering Experience’ really fills a gap. Beginning to explore the role that volunteer management plays in the overall experience is an exciting start as well!
Empowerment not management
Empowering people to make a difference in their local communities and bring about change using their skills and assets is why I am excited and passionate about volunteer management. Volunteering today is really becoming embedded in thinking about how services are delivered; including within the statutory sector. It is interesting to see within this research some differentiation between which sectors volunteers give their time to – and therefore where we can learn from each other. AVM is an organisation which supports anyone who involves volunteers, from all sectors and disciplines in order to learn, share and connect.
I believe that involving volunteers is so much more than about saving money, and that even if an organisation had all the money necessary to deliver their services they should still want to involve volunteers – because of real benefit they bring. These include:
Engaging with local community: extending an organisation’s reach and relevance
Making a difference to service users: research shows us that people are more likely to believe what they are told by a peer or volunteer than by an employee or professional
Being objective decision makers: which adds credibility to an organisation’s stance.
Specialism and focus
One of the other aspects for me is volunteers’ ability to specialise and focus; but at the same time being able to innovate and experiment. I was interested to see that volunteers themselves don’t necessarily feel that they have the opportunity to be able to do this, with over one in six reporting that they have skills and experience which they’d like to use in volunteering that they’re not currently using.
Whilst this is clearly not a large number it seems statistically worth considering from a volunteer management point of view, so that we can ensure that volunteers are able to give in a meaningful way which also meets their personal needs. People-powered services should be exactly that – powered by people not by systems or processes.
Unpaid work or service – helping people who are ‘less fortunate’
Activism – mutual aid such as self help groups and campaigning
Serious leisure – such as in the arts and culture and sports fields.
I suspect that we are culturally used to viewing people giving their time through the first lens; what we might think of ‘traditional volunteering’, generally limited to predetermined functions and selected for specific tasks; but to do so would mean that we are moving away from people’s motivations and interests and merely valuing the transactional and that which is carried out through an organisation – which I think could be a barrier to those people who come forward because they want to just do something
There is a wide spectrum of reasons for giving time, energy and experience and people do so in many ways – including to a variety of sectors as well as to none. Boundaries are being increasingly blurred between the sectors – state, charities and private – and those who want to do something to make a difference want to do just that; so it is our responsibility to help facilitate that as much as possible.
Bringing groups and organisations together in a whole system response will provide a better, more impactful outcome and also tap into the motivations and assets of the wider community in a way which can make change more sustainable.
Enjoyment should not be underrated
And this is important; one of the things we know about people who choose to give their time is that they want to be involved in something where they can have real impact and make a difference; and this report shows that is important for 90% of those who volunteer – although “I enjoy it” comes out top reason with 93%. Volunteering demographics and expectations are changing – with the older volunteers now coming from the Baby Boomer generation more used to being self-directive and in charge then their traditional, dutiful stalwart parents. In fact this report refers to research about over-committed volunteers feeling overburdened and burnt out.
Younger people are being encouraged to play a more active part in society. Both groups are keen to shape their experiences and are adept at building new services which transform lives because they are rooted in how people really think. To quote the report, we need to be providing opportunities that resonate with people’s own lives and motivations and ensure they can shape the way they get involved. This, I believe is central to ensuring people can make the difference they want to – and which can make the difference to the organisation with which they’re involved.
Volunteer management and volunteer satisfaction
I am, unsurprisingly, particularly interested in the thoughts about how volunteer management affected people’s experience in giving time. It is testament to volunteer management in its broadest sense that satisfaction with volunteering is high, with this research showing that 96% of those currently giving time are fairly or very satisfied but I don’t think we can be too self-congratulatory.
We know that heuristics such as confirmation bias can affect how people respond; and the fact that the research shows that those who have spent longer away from volunteering may be less inclined to return to it does possibly demonstrate this, with the more recently involved they have been the more likely they are to be open to encouragement; so I think it is important that we all consider how we – as a movement – stay in touch with people and keep them engaged and potential opportunities engaging.
And even with this high degree of satisfaction the research shows that over a third (35%) of the volunteer respondents think their volunteering could be better organised and around a quarter (24%) that there is too much bureaucracy. This gives leaders of volunteering something to consider – especially as, the research points out, this is something which came up in the ‘Helping Out’ survey 12 years ago. How do we ensure the necessary and relevant structure without impeding the volunteer journey and experience?
Volunteer management: it’s not HR
One way is to be clearer about where volunteer management is different from HR. Particularly as another concern from nearly a fifth (19%) of the respondents is that volunteering is becoming too much like ‘paid work’, volunteer management needs to be less about telling and more enabling and encouraging flexibility.
Volunteer managers – which means everyone who works with volunteers not just those staff members with that term in their job title – need to be developing skills at mobilising social action; and this is something which should be built into the supporting infrastructure. We owe it to our volunteers – giving their time, energy and experience – to make this gift as effective as possible. We need to recognise and enable the deep connection people feel with volunteering and the complexity of its impact on their lives through developing and supporting them – and their managers – by means of community engagement and empowerment.
The real question leaders of volunteers need to ask is whether we have created a space for enabling genuine inclusion and involvement in our programmes. In order to achieve this, new processes should to be embedded in existing systems.
A key element of this infrastructure, I would argue, is having well-trained and well-supported people to provide the day to day volunteer management, whether paid or unpaid. We are all familiar with the well-deserved accolade of volunteers to our organisations – and indeed the sector as a whole. But in order to enable volunteers to offer the greatest value and in order to ensure that there is equity offered to everyone who wants to give time to us, we need to recognise that Volunteer Managers matter as well.
Keeping a balance between an efficient, supportive volunteer programme with a responsive and adaptable relationship carries all the way though a volunteer journey. Volunteers need to be supported once they’re involved, in a way that is meaningful to them and meets their changing needs. Organisations which involve volunteers have to reflect on the importance of putting resources into their volunteering programmes, including equipping those who work with our volunteers.
Leaders of volunteers are part of the solution
We may not be part of the problem but this does not make us actively part of the solution and I believe that our role as volunteer managers is to ensure we are just that, working together with volunteers to meet the needs of the organisation through their own skills.
This includes ensuring that leaders of volunteers feel confident and competent at managing some of the conversations with senior stakeholder around risk and developing the ability to cede some of their authority to enable people with something to offer to be able to do so in a meaningful way. Part of this should be looking at how volunteers can fully be involved and feel that they are able to influence the organisation; something which, this research shows, happens less for those who are managed by a paid coordinator.
Empowering everyone who works with volunteers – people giving their time – to feel confident in their abilities and knowledgeable about how to work with an individual’s and community’s existing assets is essential – and this is why this research is so important For me, volunteer management is the platform that enables people giving their time to be engaged, supported and motivated – and ensuring that volunteer management is recognised as a skill and a valued profession is essential to the continued flourishing of volunteers and indeed volunteering.
AVM welcomes the recent announcement of #bethehelpforce, a partnership between Helpforce and the Daily Mail, encouraging more people to volunteer their time in the NHS in 2019. AVM believes in the power of volunteering to make a difference, not only to patients, but also to volunteers themselves, and every day we hear their incredible stories.
However, AVM is clear that volunteering should not be a replacement for fully funded public services. Staff and volunteers offer different support to the NHS due to a different working relationship. Every day volunteers of all ages and backgrounds make a huge contribution by giving their time, skills and experience to support the NHS. The real value of these volunteers is the extra value they bring on top of the care and support provided by hard working nurses, doctors and other NHS staff. Volunteers have the time to provide companionship to patients that clinical staff do not have.
While AVM welcomes this initiative, we want to stress that volunteering is not free, and that resources need to be in place to support increased volunteering. This includes volunteer managers who can provide the training and support to volunteers, rather than adding these responsibilities to already stretched clinical staff.
Daniel Ingram, AVM Director, shares his thoughts on what this year’s International Volunteer Managers Day theme means for AVM, and leaders and managers of volunteers.
Time for change – what does that mean for you? We’re keen to hear about the change you think it is time for, so please take a few minutes to complete our short survey.
This year’s International Volunteer Managers Day call to action has me reflecting on the changes I’ve experienced as a volunteer manager, how AVM is changing, and which changes we need make to develop the profession we love.
I’ve been involved in volunteer engagement for over 10 years and a member of AVM for five of them. AVM was there when I took my first steps into strategic volunteer management, and it has been there through the ups and downs ever since.
This year change has been challenging. My role was made redundant in February and throughout this period of upheaval AVM members have been the rock I’ve clung on to. Whether that’s sharing their own redundancy story with me, putting me in touch with new opportunities, or just listening. You know who you are, thank you.
Networking… you might love it, you may hate it, or you might fall somewhere in between these two extremes. But however you feel about it, it can be really useful for your professional development. And with conference only a week away, I wanted to share some tips on preparing to make the most of the networking time at conference. I’ve crowd sourced some of these ideas through Twitter, which I highly recommend as a great way to start networking.
Is there someone you’ve wanted to meet for a while? There are a couple of ways you can find out who is going, ahead of conference.
Eventbrite shares first name and organisation of participants, so you can check out in advance if they are going, and look out for them on the day.
If you’re on Twitter and not already following @AVMTweets (why not?) do so. People are already starting to chat about conference. You can always ask who is going to start a conversation. Or maybe someone you chat to regularly on Twitter is going to be there? Every year I get to meet people I’ve met on Twitter at conference.
This year’s hashtag is #AVM2018 so do include this in any tweets about the conference.
Try: Hi, I see that you work at Organisation X. I’ve been interested in – something you’re interested in learning more about. Could you tell me more about that?
This year I’ve been working with my mentor on a number of areas of professional and personal development. One of which has been to be more effective at networking, as I am really not very comfortable with small talk.
Part of my mentoring ‘homework’ has included preparing ahead of events like conference, or other AVM events. Things I’ve planned include something I’ve read that’s relevant to the event, or a key project I’m working on, and this has meant I’ve found I’m now less anxious before events.
I’ve also been thinking about questions to ask others at events. Is there something tricky I’m working on at the moment? I can ask someone if they’ve had to do something similar and how they handled it. I’ve also been working on building my courage to talk to speakers at events, or someone whose work I admire. I still find it rather daunting to talk to the ‘experts’ from the stage, but I’m getting there! I just have to remind myself they’re a person like me.
Try: Hi, I see that you work at Organisation X. I’ve been interested in – something you’re interested in learning more about. Could you tell me more about that?
A simple greeting
Starting a conversation can feel really daunting, particularly if you’re not particularly comfortable with small talk. If you’re not very confident approaching people you’ve not met before, look for someone you know – or at least have met before, even if it was earlier in the event – who is talking to someone you don’t. This can often feel less daunting.
But what if you’ve come on your own and not met anyone yet? Never fear, the weather is bound to be unexpected for the season, someone’s travel to conference was probably eventful, and if all else fails, my old failsafe is “food/ coffee/ biscuits* look good/ bad/ awful*” (*delete as applicable), something I ALWAYS have an informed opinion about (don’t worry, the refreshments have always been great at conference!).
But once you’ve got past that first chat about food, and suddenly realise you’ve not actually introduced yourself, you can learn a simple networking greeting by remembering Inigo Montoya. Inigo’s most famous greeting can be broken down into four simple steps:
Polite greeting: “Hello.”
Name: “My name is Inigo Montoya.”
Relevant personal link: “You killed my father.”
Manage expectations: “Prepare to die.”
And there you have it, a simple networking greeting: “Hello. My name is Inigo Montoya. You killed my father. Prepare to die.”
And don’t worry: nobody at conference is expecting an elevator pitch from you. Where you’re from and what your role is is a great relevant personal link.
Try: Hi, I’m Jo and I’m a Volunteer Manager at Organisation X. Is this your first time at an AVM conference?
When we’re at events we often want to meet more people, but sometimes our nerves can mean we find it hard to exit a conversation, either resulting in feeling we’ve overstayed our welcome, or rude when we leave. Don’t worry: most people won’t think you’re rude if you leave the conversation. And you don’t need to use comfort break as an uncomfortable exit excuse. A polite thank you and goodbye will be sufficient.
Try: Steve, it was really a pleasure speaking with you. I’m going to take a look at some of the other exhibits here, but if I don’t run into you later, I hope to see you at another event soon.
Following up with contacts
Strengthening your networks is a great advantage of AVM events. If you think that you’d find it useful to follow up with someone, ask for their business card, or let them know you’ll plan to connect with them on LinkedIn.
Try: I had a great time talking with you about X and I’d love to follow up with you later? Do you have a business card, or can I connect with you on LinkedIn, as it would be great to keep in touch?
Facilitating your networking
We know striking up a conversation with someone you’ve not met before doesn’t come easy to everyone, including volunteer managers. So this year we’ve again planned ways to help facilitate your networking experience. We’ll have discussion prompts on the walls, networking tables over lunch to discuss a variety of topics, and plenty of breaks for a cuppa and a chat.
We’ve also booked a space after conference so that those who are able to stay on can have a drink, and carry on some of the great discussions that were started during the day.