How can you encourage volunteers to speak up and be heard?

In my experience, empowering volunteers to speak up and be heard involves creating an inclusive environment. I've found success using tools like Google Suite, Slack, and Padlet to foster collaboration. It's crucial to adapt accountability measures based on project phases and volunteers' needs. Above all, it's about understanding volunteers' passions and giving them opportunities to lead and make a difference in their way. Also, they should like working with you.

In my experience - volunteers often show up to "get a job done" in order to fulfill a passion to commit to an experience. Providing opportunities to inject anonymous suggestions will increase the likelihood of an honest concept - like anything we do there are pitfalls of course - but we are looking for the next best idea from people who may not be willing to put their hand up in a crowd.

Reject the notion that volunteers are "assets" to be "leveraged." They are people. Active listening is not exclusive to your professional objectives; rather, it is important to listen to volunteers speak about their personal lives--lives which cannot and should not be divorced from their volunteerism. Solicit personal feedback and you will find yourself with professional feedback as well.

By creating a safe place for feedback and thoughts. If we constantly solicit feedback or ask for help with problems, volunteers will be more willing to share freely.

In my experience working with Volunteers, I propose that volunteers need to be inducted to understand the work of the organization, assigned asks with close supervision and ensure frequent feed back sessions to encourage learning and experience sharing on how an assigned task has been accomplished. Besides assignment should start with simple tasks,as they graduate to more difficult tasks and have an open communication space for seeking support, clarification and guidance. In this way the volunteers will be heard

Feedback is critical part and we may want to acknowledge their efforts during volunteer connect, personal note. One on one meetings with volunteers helps provide a safe space for their to share what went well and what were their concerns- this space needs to be used for constructive feedback as well. It is also important to have review where one can discuss their strengths, areas of improvement and define goals to track their learning and growth. Regular check-ins really helps build the connect and trust. Regular feedback to record their experiences also helps them and the volunteer management team to reflect, improve and build on..

When volunteers receive feedback, they not only understand their impact but also feel that their contributions are valued. This positive reinforcement encourages them to speak up, share their experiences, and continuously improve their involvement. It's a win-win situation that fosters a stronger and more engaged volunteer community.

"Focus on the behavior not the person." Not exactly. To volunteers, it may be important to them to feel like you recognize who they are and affirm the kind of person they believe themselves to be. Behavior is part of that, but acknowledging the heart and mind behind behaviors can be validating to a volunteer as well as lend credibility to constructive criticism.

Power of storytelling really works very well not just to encourage volunteers to share their experience, get featured and recognised by larger group but also inspire other to come up and speak up either share their stories or add their experience to build on the story. It also helps to have volunteers forum and invite volunteers to share their thoughts even post their engagement on project... this helps boost the spirit of volunteersim.

In my experience, it is also important to use the channels you set up and remain consistent. Communicate expectations and volunteer roles, and advise volunteers on where to best find updates or guidance and ensure you use and update those same channels. This helps avoid any confusion or mixed messaging - both issues which lead to volunteer drop off and challenges. Your volunteers will also feel like they’re in the know and included, and more open to communicate feedback and questions to you.

In my experience, creating psychologically safe and open space for meetings and discussions really enable people be themselves and speak up. It helps them contribute to their best. DEI orientation as a part of their onboarding and facilitating discussions on DEI related sensitivities on the projects they work on helps them become more effective and inclusive individuals and volunteers. Understanding the volunteers profile - their diverse needs and according ensuring accessibility, equity and inclusion helps in effective volunteer management and enables them become inclusion allies not only for their team, communities but also responsible citizens.

Creating an environment where volunteers can have an open discussion can resolve the conflict between the two parties. Moreover, providing volunteers with training on conflict resolution and communication skills can help them resolve conflict effectively.

When conflicts arise, addressing them in a respectful and solution-oriented manner demonstrates that their voices are heard and their concerns are taken seriously. This fosters a culture of open communication and trust, making volunteers more likely to express their thoughts and concerns, ultimately benefiting the organization and the volunteer experience as a whole.

The act of appreciation serves as a powerful motivator, compelling volunteers to share their insights and experiences. One effective way to achieve this is by creating platforms for volunteers to showcase their contributions, like a common assembly or a dedicated appreciation event. These gatherings provide a stage for volunteers to share their experiences, the impact they've had, and the challenges they've overcome. By expressing gratitude, you emphasize the significance of their voices and actions within the organization. This recognition not only inspires volunteers to be more vocal about their experiences but also cultivates a sense of pride and ownership in the work they do.

Volunteers and even many employees, serve because they get a value add from the experience. They may enjoy the work, the population it serves, the community they share with other volunteers and staff or they get another "feel good" from the volunteer experience. Organizations need to keep in mind that volunteers came to you because of something you are doing "right". Volunteers can be GREAT sounding boards to your organizational success and if you are fulfilling your mission. Recognize the full potential from volunteers as more than just free workers. They are bring many levels of support and data. So acknowledge them for this, invite them to speak at fundraising events, marketing and especially volunteer recruitment.

Encouraging volunteers to speak up and be heard can be achieved by setting an example of vulnerability and openness as a leader. Create a safe space for dialogue through events and meetings where volunteers are encouraged to share their thoughts and concerns. Regularly check in with volunteers individually, actively listen to their feedback, and take their input seriously. This inclusive approach fosters a culture of trust, ensuring that volunteers feel comfortable speaking up and that their voices are genuinely heard and respected.

It takes courage to express that you are vulnerable. And when this happens, it should be acknowledged. In doing so, it fosters an environment of trust and respect. It is the organizational leader who sets the context. --------------------- Leaders should see themselves as facilitators of the conversation, not as instructors; without passing value judgements and also ensuring what is shared during the sessions remain confidential and must not be repeated in public. Setting Group Norms therefore, like the above, become extremely important, particularly in certain contexts of volunteering. ------------------ Empathy, Empathy, Empathy!