Here's how you can manage burnout and improve the overall performance of Volunteer Managers.

Very easily to explain how to value Volunteer Mgrs- because volunteers "got to want to" that is why they are there offering their help. I "thank them" all the time. Sometimes, I buy treats for my thank you's. I like treats- a candy bar, or lunch or something I find that is new and different & does not cost much --or I join in & we take a break and talk on a new subject with a ice cream cone. I use to buy boxes of ice cream bars from the grocery store--but now I buy a half gallon and waffle cones and sprinkles and hot chocolate etc. The Manager- of the volunteers can get nice card of gratitude once in a while or paid a little bonus-try it! i want them to feel "valued all the time" because they are special.

Volunteers get on board because they want to make an impact, I create avenues for my volunteers to make more impact. Even when I know what to do next, I ask for their opinions and put them in charge of the execution of tasks. Always create space for volunteers to make an impact, express appreciation for their little efforts and their enthusiasm will never quench.

Volunteer Managers need to know they are not alone in their efforts. I have found that the most successful Volunteer Managers are surrounded by a small circle of people who don't do anything but put a battery in their backs to keep them moving. These individuals range from the person who they bounce their to-do list to, the person who takes care of their needs on the day of a significant event, or the person who keeps the negative Neds and Nancys at a distance. Volunteer Managers always take care of others when possible. They need a built-in support system to ensure their physical and mental needs are being met.

Sometimes we fail to see the importance of volunteers. "Ooh they are staff just volunteers" Volunteers are as important as your Staff. They contribute their time, energy and knowledge to keep the organization running. So don't undermine their efforts. Encourage them to come to you if they have any challenge including needing some time off. Also look out for them. Give them some time off just like employees even when they say it's not necessary.

I strongly agree with this perspective. As nature has planned it, everyone needs time to rest after a period of work. We must normalize breaks in our institutions and organizations. If you do not break, you break down. Scheduled breaks are very important.

Just like regular staff, volunteers need opportunities to enhance their knowledge and expertise. Creating opportunities that will help them expand their scope helps to motivate them to give their best at all times. Instituting guidance and counseling, mentorship and in service programs helps to manage volunteer burn outs.

Just like regular staff, volunteers need opportunities to enhance their knowledge and expertise. Creating opportunities that will help them expand their scope helps to motivate them to give their best at all times. Instituting guidance and counseling, mentorship and in service programs helps to manage volunteer burn outs.

Goal setting is one of the key skills to master in any endeavour that involves working towards a desired outcomes. And the act of goal setting is based on two primary elements : The variables and the need. A recent experience reinforced my belief in this two part theory. Variables: Humans and in this case, volunteers, will always be at the center of every mission and the success of a volunteering mission is to acknowledge the diversity of thought, experiences and to set a safe and healthy co-learning ecosystem. Resources : The ability of a team to achieve a goal is directly linked to the availability and ability to use resources. The Need: Though the need might be significantly high, the goal must be grounded in reality.

Setting realistic and achievable goals is a must do for all organizations. Setting realistic, and achievable goals motivates both staff and volunteers. When volunteers know that they can achieve what they work everyday to work towards, they will not like to stay in bed for a single day.

Support Networks: Establish support networks that include peers, mentors, or professional counselors who can provide guidance and emotional support. Encouraging volunteer managers to connect with their peers can facilitate sharing of experiences and coping strategies. Support Networks: Establish support networks that include peers, mentors, or professional counselors who can provide guidance and emotional support. Encouraging volunteer managers to connect with their peers can facilitate sharing of experiences and coping strategies.

Ne jamais perdre de vue que les personnes sont bénévoles, qu’elles donnent de leurs temps, de leurs énergies qu’elles pourraient tout à fait utiliser ailleurs. La bienveillance envers les bénévoles doit être la règle.