How can you lead volunteers with different motivations and expectations?

1 Know your volunteers

The first step to leading volunteers is to understand who they are, why they are volunteering, and what they hope to gain from it. You can do this by conducting a survey, interviewing them, or observing them in action. Knowing your volunteers will help you tailor your communication, recognition, and feedback strategies to their needs and preferences. For example, some volunteers may be motivated by intrinsic rewards, such as personal growth, satisfaction, or social connection, while others may be motivated by extrinsic rewards, such as certificates, references, or incentives. Some volunteers may expect clear guidance, regular check-ins, and constructive criticism, while others may prefer autonomy, flexibility, and praise.

2 Communicate your vision

The second step to leading volunteers is to communicate your vision, goals, and expectations clearly and consistently. You can do this by creating a volunteer handbook, holding orientation sessions, and sending regular updates. Communicating your vision will help you align your volunteers with your mission, values, and objectives. It will also help you set boundaries, roles, and responsibilities for your volunteers, and avoid confusion, conflict, or dissatisfaction. For example, you can explain the purpose and impact of your project, the tasks and skills required, the time commitment and schedule, and the policies and procedures to follow.

3 Empower your volunteers

The third step to leading volunteers is to empower them to take ownership, initiative, and responsibility for their work. You can do this by providing them with training, resources, and support, and by delegating tasks and decisions to them. Empowering your volunteers will help you build their confidence, competence, and commitment. It will also help you foster a culture of trust, collaboration, and innovation among your volunteers. For example, you can offer them opportunities to learn new skills, to share their ideas and feedback, and to lead or mentor other volunteers.

4 Appreciate your volunteers

The fourth step to leading volunteers is to appreciate them for their contributions, achievements, and efforts. You can do this by expressing your gratitude, celebrating their successes, and rewarding their performance. Appreciating your volunteers will help you strengthen your relationship, retention, and reputation with them. It will also help you boost their morale, motivation, and loyalty. For example, you can thank them personally, publicly, or in writing, you can showcase their stories and impacts, and you can offer them recognition, testimonials, or perks.

5 Support your volunteers

The fifth step to leading volunteers is to support them in their challenges, difficulties, and concerns. You can do this by providing them with feedback, coaching, and mentoring, and by addressing their issues and complaints. Supporting your volunteers will help you improve their quality, productivity, and satisfaction. It will also help you prevent or resolve problems, conflicts, or grievances among your volunteers. For example, you can give them constructive, timely, and specific feedback, you can offer them guidance, advice, and resources, and you can listen to them empathetically, respectfully, and objectively.

6 Grow with your volunteers

The sixth step to leading volunteers is to grow with them in your skills, knowledge, and experience. You can do this by seeking their input, evaluation, and recommendation, and by reflecting on your own performance and development. Growing with your volunteers will help you enhance your effectiveness, efficiency, and excellence as a volunteer leader. It will also help you create a culture of learning, improvement, and feedback among your volunteers. For example, you can ask them for their suggestions, opinions, and testimonials, you can conduct surveys, interviews, or focus groups, and you can identify your strengths, weaknesses, and areas for improvement.

7 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?