Working with volunteers who require extra attention

At almost all volunteer organizations, volunteers work who, for whatever reason, require more attention. Those who have problems at home, who have health issues, who have a disability. It is in the DNA of many volunteer coordinators to welcome these people as volunteers. But how do you ensure that this goes well? And what are the consequences for the rest of the organization?

Vulnerable

The inspiration table Craftsmanship = Mastery of September 12, 2019, was about this. With ten volunteer coordinators from care, welfare, and culture, we discussed the positive aspects of working with vulnerable people. And also about the more challenging aspects.

The first thing that stands out is that there are many reasons why people may need extra attention: a history of addiction, an intellectual or physical disability, debts, a distance from the labor market, mental health issues, (early-stage) dementia, low literacy, loneliness. Which company has so many different people working for them?

Success

We ask: what is going well in the guidance of these people? What are the success factors? After some hesitation: we are patient, good listeners, always find a good place for someone, see opportunities, create clarity, are happy with small steps forward, excel in customization, and set boundaries.

Tips

• Take some time during a volunteer meeting to pause and reflect on everyone’s well-being. This promotes mutual understanding.
• Let people who still have a lot of problems start very calmly.
• It is important to be able to put things into perspective, as you do not have control over everything.

Impact

These volunteers have a significant positive impact on your organization, and the organization has a positive impact on these individuals. “You see people flourishing,” says one coordinator. “It’s so beautiful when you see them becoming part of the team,” said another. They bring specific knowledge and experience. You stay in touch with the less pleasant side of society. It gives a boost to the team when the contribution of these volunteers is successful. Their contribution serves as an example for the target group, showing that these individuals also belong. You contribute to inclusivity and diversity.

Border

But it’s not just easy and beautiful. To ensure that this volunteer functions well, more guidance and understanding from others is needed. The latter is often lacking. Sometimes conflicts arise with other volunteers or employees. Because the behavior of these volunteers can be unpredictable. The turnover is higher, the guidance requires a lot of energy and time. Some attendees feel more like a caregiver than a leader or supervisor. Where is that boundary?

Skills

In short, what should a coordinator be able to do?

• Conducting conversations, including giving corrective feedback and delivering bad news.
• Estimate what someone is capable of, and do not demand too much.
• Recognizing a limitation or the issue.
• Limiting your own boundlessness. Determining what you and your colleagues can handle.
• Communicate with the teams where the volunteers work. Align the teams positively regarding the guidance of these volunteers.
• Conveying the message that volunteering doesn’t happen automatically. That all volunteers need attention and appreciation.

The coordinator has an ambassador role within the organization.

Training

Do you want to further develop these skills? VCA starts the training at the end of October 2019Leading Volunteers. In it, we will address these topics.No content to translate.