Volunteer Careers – Part 2

This month we will conclude the Volunteer Career subject by exploring how important structure and discipline are to encouraging volunteer careers in CM.

Structure

Typically those drawn to CM are those who are used to thinking on ones feet. Such is the nature of working with children. This can have both a positive and negative effect. On the positive side, it does allow the flexibility required to work with children. The negative aspect and inherent danger however is that if we are always flexible, always making things up as we go, structure tends to be pushed aside and forgotten. If you want volunteers to be so happy and fulfilled that they would never think of leaving CM you need structure.

Provide structured interviews and placement, job descriptions, supervision, evaluations, training and growth opportunities. Each of these will be explored in greater depth in future articles.

Discipline

Having structure will not mean much if you do not make use of it. Get a calendar and some file folders and create a folder for each volunteer. In each folder add checklists to keep track of what training is required, what training has been completed and when yearly evaluations are due. Add attendance data so you know how many kids each teacher is caring for in each class. Keep a record of how long the volunteer has been active in the church and in CM. Managing volunteers is not unlike how a company manages employees. We can learn from human resource professionals in successful companies on managing and retaining valuable employees.

1.     Top performers are treated well.

These employees feel heard and valued, if they need tools to be effective they get them, if they need information it is provided. It is the same with volunteers. Ask yourself these questions about your CM volunteers. Do they have a say in things? Do you tell them thank you and express your appreciation for what they do? Do they have the tools and supplies they need to teach effectively? Do they get along with you?

2.     Top performers aren’t allowed to get stale.

Most top performers enjoy a challenge now and then. Are your CM volunteers given the change to grow? Are they being tapped for the very best they have to offer? What would happen if you gave your CM volunteers one of those problems you can’t seem to fix? I bet you will be pleasantly surprised.

3.     Top performers are kept in the loop.

Have regular touch base meetings; email communications, snail mail communications etc. Keep your volunteers informed.

4.     Top performers get training.

Training keeps people sharp, allows them to hone their skills. It is so worth getting your volunteers trained no matter how many hoops you may have to jump through to make it happen.

5.     Top performers get promoted.

In a small church it is not always easy to come up with new jobs for top people. Try revising job responsibilities instead so volunteers get more opportunities and challenges.

All of this may be a little challenging for you as the leader but so worth it in the long run if you can retain happy and talented volunteers.

In Him,

CJ Schindler

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