Working with volunteers begins by writing quality position descriptions and interviewing potential volunteers almost identically to potential paid employees. Placing volunteers in the areas of their strengths will help volunteers feel valued and appreciate the importance of their roles in an organization. Next, including volunteers in decision-making processes allows them to be evaluated as parts of teams and move them toward success. Finally, regular check-ins with supervisors who ask questions like, "How can I make sure your role is successful within our organization?" will best assure that a volunteer is effectively moving toward success in his or her role.

When evaluating volunteer performance without quantitative data, I focus on personal and compassionate measures. I look for dedication and enthusiasm in their roles—how they engage with the team, contribute to our mission, and support their fellow volunteers. I also consider their reliability, willingness to learn, and adaptability in different situations. Open conversations are key; I encourage feedback from those they work alongside and ask the volunteers about their experiences. By concentrating on their impact, growth, and the value they add, I can assess their success in a meaningful way that transcends numbers. This approach fosters a supportive environment where volunteers feel valued and motivated to continue their important work.

Volunteering is an artform that helps people and it helps the volunteer! By Giving something of one’s self we are helping other people. But it’s a two way thing, because I’ve always benefited when I’ve volunteered my services, myself or given time. To make a great society we all need to be able to support others in society. The benefits of volunteer work outweigh the time or expense. It’s not really possible to quantify how beneficial it can be. Emotional intelligence is involved & developing that is priceless.