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You’re managing a team of volunteers. How do you handle conflicts when they arise?

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Managing a team of volunteers can be rewarding and challenging. You get to work with passionate and motivated people who share your vision and values. But sometimes, conflicts can arise among volunteers, or between volunteers and staff, due to different expectations, personalities, or communication styles. How do you handle these situations effectively and respectfully, without compromising your goals and relationships?

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Louis Martel

Retired Technology Sales Executive, Nonprofit Board Member and Volunteer
Prabhjot Singh Chahal

Advocate - Attorney - Lawyer - B.A.,LL.B - LLM - Former President of Legal Aid Committee - Advocate at Punjab and…

1 Recognize the signs

The first step to resolving conflicts is to identify them early and address them before they escalate. Some common signs of conflict among volunteers include complaints, criticism, or gossip; decreased participation, engagement, or enthusiasm; increased absenteeism, turnover, or burnout; tension, hostility, or resentment; and misunderstandings, confusion, or disagreements. If any of these signs are present, it's important not to ignore them but rather to reach out to the volunteers involved and invite them to talk.

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Louis Martel

Retired Technology Sales Executive, Nonprofit Board Member and Volunteer
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Help them refocus on the mission, on the common goals, on why they are volunteering for this cause, on what was their original objective, and on how we can accomplish more if we work together to make a difference. Acknowledge the problem(s), hear everyone's opinions, concerns, grievances, either as a group or individually, and find areas of compromises and collaboration.

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MaryRose Regan
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Yes, and be sure to let them talk it out. As the manager of the volunteers you are asking the questions to stimulate the need for the talk, at this point be wary of providing solutions too soon.

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2 Listen actively

The second step to resolving conflicts is to listen actively and empathetically to the volunteers' perspectives and feelings. Active listening involves asking open-ended questions to clarify and explore the issues, paraphrasing and summarizing what you hear to show understanding, acknowledging and validating the emotions and needs of the volunteers, avoiding interruptions, judgments, or assumptions, and encouraging feedback and input from all parties. Through active listening, you can demonstrate respect, foster trust, and identify the root causes and interests of the conflict.

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MaryRose Regan
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Yes, yes, and yes!!! These are all valid and spot on suggestions. Your role as manager is to be sure and adhere to them. Open ended questions, Clarifying, Paraphrasing, Respect Very important

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3 Seek solutions

The third step to resolving conflicts is to seek solutions that are mutually acceptable and beneficial for the volunteers and the organization. This entails focusing on the future and common goals, rather than the past and personal differences. It involves brainstorming and evaluating possible options, negotiating and compromising on the best course of action, establishing clear roles, responsibilities, and expectations, as well as agreeing on the criteria and methods to monitor and evaluate the outcomes. Through this process, collaboration, creativity, and commitment can be fostered among the volunteers.

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4 Provide support

The fourth step to resolving conflicts is to provide support and follow-up to the volunteers throughout the process. This includes expressing appreciation for their contributions and efforts, offering guidance and resources, checking in regularly, celebrating successes, and encouraging reflection and feedback. By providing support, you can not only enhance the volunteers' satisfaction, motivation, and retention but also foster a sense of connection and collaboration.

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5 Prevent conflicts

The fifth step to resolving conflicts is to prevent them from happening or recurring in the future. To do this, it is important to create and communicate a clear vision, mission, and values for the organization and volunteer program. Additionally, policies, procedures, and standards should be developed and implemented for the recruitment, training, supervision, and recognition of volunteers. Furthermore, providing opportunities for volunteers to communicate, collaborate, and socialize with each other and staff is beneficial. It is also important to solicit and respond to the volunteers' suggestions, complaints, and feedback. Finally, promoting a culture of respect, diversity, and inclusion among the volunteers and staff can help create a positive and productive environment for everyone involved.

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Prabhjot Singh Chahal

Advocate - Attorney - Lawyer - B.A.,LL.B - LLM - Former President of Legal Aid Committee - Advocate at Punjab and Haryana High Court- District Court Tricity - DMMS -ODR-Aquarist - Theater - ????? - ???? ????
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I think being a leader or Being a Cordinator of volunteers requires certain sets of skills active and good listening is one of the major skill, in any clashes or conflicts being neutral and analytical is very important . leader must always try to prevent conflict rather than rely on future solutions , Giving adequate task and making group on the basis of there peer group helps alot .

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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You’re managing a team of volunteers. How do you handle conflicts when they arise?

1

2

3

4

5

6

1 Recognize the signs

2 Listen actively

3 Seek solutions

4 Provide support

5 Prevent conflicts

6 Here’s what else to consider

Volunteering

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You’re managing a team of volunteers. How do you handle conflicts when they arise?

1

2

3

4

5

6

1 Recognize the signs

2 Listen actively

3 Seek solutions

4 Provide support

5 Prevent conflicts

6 Here’s what else to consider

Volunteering

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