Here's how you can streamline processes and boost productivity as a volunteer manager.

In my experience, good onboarding is sometimes the key to develop a good volunteer’s solid commitment from day one. And sometimes good onboarding means tailored onboarding to each volunteer depending on their experience, knowledge and skills.

Providing a clear vision to the volunteer is crucial to establishing that their time will be productive, impactful and well spent. Management must understand that the volunteer's time bears the same value as a paid employee. Their time could be spent anywhere but you are convincing them that this project is the best fit for their particular skillset. The clear vision allows for all involved to see how the role in which they are participating contributes to achieving the overall goal. The volunteer seeing the tangible fruits of their labor coming to fruition will motivate or sustain them during times of doubt when wondering, "Am I making a difference?". As leaders, we must emphasize their importance within the overall mission.

One thing I have found helpful is to include a clearly defined role description that a new volunteer may reference as they learn their new role. The clearer the better, and the more likely it is that your volunteer will start strong. The last thing we want is for a volunteer to have a strong desire to serve, but we, as the organization, make it incredibly difficult and frustrating to make a difference.

A volunteer has to understand his own strenth and weaknesses. Then should understand the concern to be addressed. Now that he /she is familiar with the challenges, it would be easy design an operation for winning over the situation/problems

A good volunteer management system helps managers save time on admin tasks, allowing them to focus on essential parts of their roles like calling volunteers and developing programs. Consider reference collection: how long does it take to send off references, chase them, and upload them into a system? Volunteero’s automated reference collection tool saves volunteer managers 30 minutes per application. It’s about using time wisely, recognizing that your role shouldn’t be dominated by 80% admin work. We offer a Return on Investment calculator to demonstrate to the board how saving time equates to saving money.

Delegation with clear expectations, milestones and feedback mechanism always works and if access to correct resources, network and tools can be provided then half the battle is won! But keep check ins to understand the challenges, the limitations and work together to achieve breakthroughs. Delegation means trusting the concerned with deliverables without breathing down their neck but always being available and talking to understand the current position.

No man as I land. Delegating means grooming others for growth, in mistakes as you correct. Wisely delegating means giving duties according capabilities. It takes time to understand everyone's performance.

Delegate all of the task wisely and effectively to all volunteers. So that they can have a clear goals to achieve the milestones. But always to keep in check to them throughout all the progress.

Stay in close contact with your volunteers and monitor their levels of satisfaction regularly. Treat them as experts in their roles, not as cheap (unpaid) labor. Include an assessment of their contributions to your agency’s success in reports to your Board and other stakeholders, including your annual report. Express your genuine gratitude clearly.

Una tarea importante aunque muchas veces en las labores del liderazgo cuesta aprender a hacerlo de manera oportuna. Aunque es medular en el voluntariado para que se puedan cumplir las tareas y pueda avanzar.

Necesitamos una la comunicación que construye y que permite el avance en unidad hacia los propósitos del voluntariado al cual ayudamos.

Setting aside a small budget for informal communication such as special lunches or coffee sessions work especially well when chatting with volunteers. When volunteers feel at ease, they are more likely to open up about professional challenges they are facing in their volunteer position.

Make sure you always say 'thank you' for any effort made by a volunteer, however small. Introduce them to visitors in the same way as you would paid staff. Keep them 'in the loop' - over communication is better than none! If you have a volunteers newsletter (or similar), make sure it goes to everyone in the format they prefer and make sure it's within date - no one wants to read about, for example, a training course that they wanted but it was a week ago, just because your newsletter wasn't carefully timed.

Ensuring that the volunteer feels welcome, needed and appreciated at the start of the allotted time. Also that the volunteer is comfortable with their role and it has been explained clearly, and thoroughly so that the volunteer feels more confident and has ownership of that position.

Es clave reconocer y elogiar el esfuerzo de quienes ayudan con sus talentos y habilidades para que la organización avance y sirva a otros.

Celebrating success is one of the most important things to have among volunteers. This way helps them to feel more appreciating throughout all of their work and hardship before, during and after program. Whatever happens, we will appreciate, recognizing and celebrating all of their achievements together.

Recognition not only makes the volunteer feel important and appreciated but is a great way to highlight all of the great things an organization is doing. Recognition boosts recruitment for an organization, and aids in the overall volunteer engagement process.

Show them respect. Encourage and value them by giving positive feedback whenever possible. Help them learn the skills they lack. Find them a mentor within the organization.

Volunteers usually do so because they have empathy and an abiding interest in or for the project Their criteria is different from an employee The danger in any organisation is making the volunteer criteria so difficult or hidebound in administrative restrictions that they lose interest. Keep things simple , make the volunteer as welcome as possible , applaud their efforts and never forget they are with you because they want to be not because they have to be and for them walking away is an easy option . Too many managers are too busy posturing Dont also forget that many volunteers have a wealth of experience not only in many other fields but also in the field in which they are volunteers & may have more experience in your field than you

Give them the opportunity to explore different volunteer roles, don't let them get bored doing the same thing for years if they want a change. Let them know of new and upcoming vols opportunities - you may have the perfect person just waiting there for you. Make sure they know they can change roles too - keep their interest keen!