How do you communicate and coordinate with volunteers across different time zones and locations?

It has been my experience that volunteers want to be heard and love being informed about the tasks in which they are being asked to participate. Also, volunteers need to know what the expectations are from them and indicate whether they feel capable enough of meeting such.

I agree with these recommendations made regarding the mode of communication which needs to be clear, consistent, and informative. Volunteers need to communicate freely what they feel is working for them and what is not; so that alternate improvement plans can be made. Depending on where a volunteer is in the world, phone calls or emails might be all that they have access to and when all else fails, a good old fashion letter in the post will do.

On each of our volunteer's charts/profiles (hardcopy and digital), I include notes based on their needs and preferences to reference them as needed. I inform volunteers that they can call/text/email me and I will check them within my business hours. Work-life balance should be encouraged for employees and volunteers. This creates respect and prevents burnout. My phone and email are silenced at certain times. I set alarms if there are different time zones and projects. This allows us to be mindful of each other's time.

I agree with this entire paragraph. Based on past experiences, being aware of cultural norms is an essential part to improving communication, and the value of the efforts from the volunteers (i.e., understanding that in most West Indian homes, you engage the parents of adolescents to get their approval to volunteer rather than relying only on the expressed interest of the adolescent.

While the article provides a structured approach to managing volunteers across different time zones and locations, I found it somewhat idealistic and lacking in realistic solutions for unique challenges. Setting clear expectations and using online tools are useful suggestions, but they often overlook practical barriers such as technological access and language barriers in diverse volunteer teams. Additionally, being flexible and respectful is easier said than done, especially when cultural differences and time constraints complicate communication. More nuanced strategies tailored to different regions and contexts would make this article more applicable and impactful for volunteer managers facing real-world complexities.

I truly believe in our profession of volunteering celebration of our successes and milestones are a must. Especially when working with multiple generations.. It's imperative that we recognize those whose has given selflessly to ensure our missions stay relevant. I suggest quarterly as finances allows but definitely once a year. This keeps everyone aligned with the overall purpose of organizations. As I have been growing my team these 3 things keeps them engaged. I always allows them to give their time freely, I understand my volunteers have lives outside the organization. 2. I provide time for us to continually connect I am not that big of a CEO that I can't be reached. Last but most important their feedback fuels how we operate.

For years, I volunteered with a medical mission group and after each day of missionary work, the team lead/director would discuss over dinner the days highs and lows, and request feedback on ways to improve the low's or suggestions to make each day better. I found those meetings expressive, and preparatory for the days ahead. Thus resulting in fewer issues as the days went by and improved cohesiveness amongst volunteers.