When the world needs a hero–that hero needs a team.
No matter how powerful, smart, or rich a superhero is, they always need a little help. Whether it’s from someone they depend on (hello, Alfred), a team of other superheroes (Thor may be mighty, but he’s even better with Stark and Captain America) or someone who swoops in to save the day at the last second (Eleven, what would Hawkins do without you?), these superheroes can’t succeed alone. Before we get too nerdy, the point is–you need a strong team who has your back. In the case of a
(super) volunteer coordinator, we’re talking about
your core group of volunteers.
Build your dream team
Maybe you’ve got a few people who’ve been there through it all with you, or maybe you feel a hole where a team of committed volunteers should be. Start by assessing the volunteers you have now. Ask yourself and your volunteers how you can better support them and lead them toward more significant roles in the organization. Invite volunteers to tackle problems you are facing and trust them with the tasks you give them. Identify the strengths and weaknesses of your team to better leverage your strengths and seek solutions for your weaknesses. Then, start recruiting new volunteers. Some of these new volunteers may start with simple tasks, but others may be ready for a meaningful role right away.
Include some of your current volunteers in this process of building the dream team. If you want to have a strong core volunteer team, you have to start working as a team now instead of continuing to go at it alone.
Show them the love
Start by saying the magic words: “thank you!” It sounds so simple, but somehow still gets overlooked. Say thanks with sincerity and get specific about what you are thanking them for. Say thank you verbally, in a handwritten note, or even publically if the opportunity presents itself. Maybe throw an appreciation party for core volunteers. Everyone has different motivations for volunteering, be it to support something they are passionate about or simply to get a free t-shirt. Try to understand what motivates your volunteers, especially your core team, and encourage them in a way that matches their personal goals. For instance, if they are looking for career growth opportunities or ways to network, make sure to connect them with the right people.
While you obviously want to roll out the red carpet for your core team, you are also the volunteer coordinator over all of the volunteers. Be tactful about how and when you say thanks to your core volunteers and continue to include all volunteers when you thank people for a job well done. Make gratitude and appreciation a part of your culture and ask your core volunteers to pass that appreciation down to the people who report to them as well.
What’s in it for them?
Why should you “promote” volunteers to the core team? And why should they even want to join this dream team? When people are committed to a cause, they like knowing their effort will make an impact. So if they are spending their time volunteering, they probably want to get the highest ROI for both you and them. When they take on more responsibility, that often means more ownership. It means doing higher level tasks and having a voice in the decisions and direction of the event or organization. Ultimately, volunteers may get more fulfillment out of the experience. And in return, you get a stronger volunteer base with a higher likelihood of retention.
Now that you’ve got your team, all that’s left is putting on your cape.