Why is support needed?
Identifying methods of support for volunteers
Providing and recording support
Developing your volunteers
Celebrating your volunteers

Why is support needed?

Support and supervision is needed for all volunteers to:

• allow them to view their concerns and ideas
• give and receive feedback
• make sure that the roles fulfil their motivations and that they are happy
• allow volunteers to progress
• assure that they are doing the right thing
• solve any problems that may have arisen
• help you to manage volunteers
• help you to avoid any problems and resolve them if they arise
• help you to make sure that all your policies and procedures are being followed

The method that you choose will depend on the role and the individual volunteer. For example a long term volunteer will need a different type of support than a volunteer who provides help to your organisation on one occasion.

Different type of people need different type of support. Don't assume the level needed - ask. You  can always try one method and review if it's working after some time. It is also a good idea to ask your volunteers if they need a certain kind of support (peer support, group, etc.) They may have brilliant ideas!

Think of a way to provide training or coaching that may help volunteer to adjust to their role.

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Identifying methods of support for volunteers

Induction

Induction is the first step in supporting volunteers. The basic elements of induction are:

•    Information about the organisation
•    Where will they will be based
•    Staff and other volunteers
•    The role they will be fulfilling
•    What they will actually be doing
•    Who will be the person who gives them regular support (possibly a named supervisor)

Informal Support

This is important support for volunteers in small groups as well as larger organisations.  The "on the job" informal chats, get-togethers, social events, etc. are a vital form of regular support.

For larger organisations, a more formal method of support can be valuable.  It is also worth smaller groups considering having a one to one session with each volunteer from time to time to ensure that there is an opportunity for issues to be raised, away from other people. 

One-to-one with a named supervisor

It is important that the volunteer knows exactly who they need to turn to should they have any questions. The person should be named at the induction and ideally be introduced at that stage.

Peer to peer support

This enables an existing volunteer to support a new one. This is not only positive for the new volunteer but also to the existing one who gains a more responsible role. 

Volunteer Meetings

You can encourage your volunteers to meet regularly as a group to discuss projects, thier involvment and to share ideas on development.

Group Meetings

Volunteers would be able to chat to a supervisor or a member of staff in a group setting.

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Providing and recording support

Questions to ask in support sessions

Any or all of these general questions can be adapted for use in your organisation with your volunteers.

• How accurately does your role description describe what you are doing? (Are there tasks you are doing that are not mentioned, or anything that you are not doing that is included)
• How well do you feel you are fulfilling your role description?
• Which aspects of your role have you found most rewarding and why?
• Which aspects of your role could be made more rewarding and how?
• Have you had any problems?  Can we look at how they happened? Is there something that could be done to stop them happening again?
• Have you had any training?  If so, what and how useful was it for you?
• Are there any areas of training that would help you to fulfil your role more effectively? If so, what?
• Are there any extra resources which could help you in your role?
• How adequate is your volunteering environment/ are the facilities for what you are doing?
• Do you find your role fulfilling?  What could make it more so?
• To what extent do you get a sense of achievement from the volunteering you are doing?
• To what extent do you feel part of the team / part of the organisation?
• Are you getting the support and feedback you need from the rest of the team?
• To what extent are you getting what you want from volunteering with us?
• What areas of work would you like to do more / less of?
• Do you feel you are given sufficient opportunities to develop in your role as a volunteer?

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Developing your volunteers

Volunteers can develop formally and informally in your organisation.

Informal development can be achieved when a volunteer fulfils his or her motivation/s. They may gain confidence, friends, fulfilment, acquire new skills and much more. To make sure their development is ongoing it is good to review their motivations and needs at the regullar support sessions (see above).

Another aspect of the informal development is 'on the job' learning and getting new experience.

A formal development - training, could be provided to volunteers based on individual needs.

To establish the right kind of training think of what information, skills and attitudes volunteers need to successfully perform their tasks?

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Celebrating your volunteers

Ground rules for making recognition effective

It must be:

• given at the right time
• given frequently
• varied – for role as an individual, as part of a team, from a supervisor, from the organisation
• honest
• given to the person, not to the role
• appropriate to the achievement
• consistent – with past praise, with praise to others
• individualised as much as possible
• paying attention to what you want more of

Everyday ways of recognising volunteers

• greeting them
• saying ”thank you” or writing thank you notes
• including them in socialising
• taking time to listen and talk to them
• involving them in decision making
• smiling
• enabling them to grow "on the job"
• showing interest in their personal life
• telling others about their achievements 
• having a volunteer suggestion box
• reimbursing expenses promptly
• maintaining a folder of accomplishments
• bringing food to a volunteer meeting
• having social events
• mentioning their contribution at meetings, in a newsletter, the annual report, newspapers, local radio
• ask them to present their ideas at a meeting
• celebrate their birthday
• invite them to join an important project
• celebrate major achievements
• organise a visit to head office, other organisations

Special ways of recognising volunteers

• invite them to major conferences, training events etc
• nominate them for local and national volunteer awards
• providing them where possible with good equipment
• honouring them for years of service
• inviting them to train or manage or support others
• giving them a new role

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