about managening volunteers
DESCRIPTION
It is an investment to create a good and committed volunteer culture (cost time and money). Don’t take volunteers for granted.Rie Frilund SkårhøjTRANSCRIPT
About manageningvolunteers
Management of
volunteers
About volunteers
It’s a negotiation: ‘What do I gain and what can I give’
It’s mainly for a short period of time
People want to work for something ‘bigger than themselves’ - and don’t want to waist time
Most people don’t want to work alone
It is an investment to create a good and committed volunteer culture (cost time and money). Don’t take volunteers for granded
Rie Frilund Skårhøj @: [email protected] www.ledfrivillige.dk
Organisations
Rie Frilund Skårhøj @: [email protected] www.ledfrivillige.dk
Hierarchy Work and motivation A network
- Top down leadership- Rule-driven
- Formal structures
- Top down mainly, but focus on motivation and
participation
- Informal structures only- No central management
- Autonomous groups- We are fighting for a
cause
- The rational, reason-driven human
- Committed volunteers
- People are rational but also have feelings and are
also controlled by expectations
- People are involved because they feel for it
'here and now'- Project-oriented
Definition
(Facilitating) management in the voluntary organization:
to motivate volunteers to promote the organizations purpose and values. This happens through organizational work, through communication and social interaction with volunteers
Rie Frilund Skårhøj @: [email protected] www.ledfrivillige.dk
One question
Can I put demands on volunteers?
What kind of demands can I ask of volunteers?
Rie Frilund Skårhøj @: [email protected] www.ledfrivillige.dk
Expectations
Expectations exists - whether you talk about them or not
Important, when you are coming from different cultures - not all understand the same thing when you talk about commitment
Being explicit about expectations help leaders to spend their time on the right people - and the right people know if they want to join
To talk about expectations often motivates peopleRie Frilund Skårhøj @: [email protected] www.ledfrivillige.dk
Demands - how and where?
Rie Frilund Skårhøj @: [email protected] www.ledfrivillige.dk
Most people
Some people
Few people
Ex of ‘demands’
The ‘contract’ can be about:What responsibilities or task do you have? (Make it clear)Expected hours per week/month Particition in XX meetings per month (face to face or online)Expected commitment period, eg. 6 month / until task is done / how do you stop in a good way?How quickly should you respond to email or other messages?How do we give each other feedback on our work? Ethics in the teamWhen is it ok to cancel a meeting or change a task?
Rie Frilund Skårhøj @: [email protected] www.ledfrivillige.dk
What can we expect of TYPO3 volunteers?
Discussion
Rie Frilund Skårhøj @: [email protected] www.ledfrivillige.dk
About motivation
Motivation is what drives you to do something - there can be both ‘negative’ and positive motivation factors
Some things are not motivation factors - they are just what everyone expects or ‘maintenance factors’
Rie Frilund Skårhøj @: [email protected] www.ledfrivillige.dk
Motivation
Distinction between internal and external motivation factors:
Internal: meaningful tasks, fun, self-determination, social factors.
External: reward, bonus, money
Rie Frilund Skårhøj @: [email protected] www.ledfrivillige.dk
How do you/TYPO3 motivate?
What motivates people?
How can we create more of that? (Be pracitical)
Rie Frilund Skårhøj @: [email protected] www.ledfrivillige.dk