Unlike an employee, a volunteer is willingly providing his/her time to support. If that support is unwanted, let the volunteer know and part ways. If you have a challenging situation, adjust your conflict resolution techniques accordingly. This is more mentorship than management. Clear communication is key. Manage expectations to mitigate conflict and address challenges head on.

1. Listen carefully to the volunteer's concerns or objections. Often, feeling heard can reduce resistance. 2. Show understanding and empathy for the volunteer's perspective. Try to put yourself in their shoes to understand their reaction better. 3. Explain the feedback clearly and specifically, avoiding generalizations. Focus on observable behaviors and their impact. 4. Involve the volunteer in finding solutions. Ask them how they think they can improve or what they need to change.

Dealing with challenging volunteer situations requires empathy, clear communication, and a collaborative mindset. Start by listening actively to understand their perspective—perhaps a volunteer feels undervalued or misaligned with tasks. Acknowledge their efforts while addressing concerns calmly and constructively. When navigating resistance to feedback, focus on framing it as a shared goal rather than criticism. For example, say, "To make this project successful, how about we try this approach?" Use specific examples and show how adjustments can benefit both the volunteer and the cause. Reinforce their strengths and keep the dialogue open, ensuring they feel supported, not judged.