I was new to a job once when someone from the organisation I
had not met yet asked me “Who did you sleep with to get this job?’ Some
colleagues will think that you have an easy job. After all anyone could coordinate
volunteers.
2.
The colleague who hates your success and the attention
your program gets for it.
They may just be
working as hard in their department whether it is marketing or fundraising but
not getting the accolades.
2. The suspicious
3.
The people that are deeply suspicious because
you turn up to work every day in a joyful mood because you love your job.
They are usually miserable in their jobs and expect everyone
around them to be too.
4.
The Bully
The may be even more empowered thinking that the Volunteer
Manager is on one of the bottom rungs of the organisational chart and therefore
an easier target.
5.
Those that think volunteers are only nice to
have but not necessary
I was once told by one of these people that because they
believed in this they believed my job filled the same criteria
6.
The new CEO
Always looking for short cuts to trim the meat. The Volunteer
program can look like an easy target for cost cutting.
7.
The firm traditionalist
Will resist any innovation in volunteering. “This is the way
we have always done it” Can be a staff member or volunteer.
8.
The Volunteer Demander
This is the colleague who rings you up and asks for 50
volunteers to help them with their prohect in the morning. They think there are
ready made volunteer stored in the fridges to be taken out at will
9.
The misguided volunteer defender
They will fight against your decision to release a
volunteer. They believe it would be unfair to fire the volunteer who has stolen
from the organisation 3 times. They argue volunteers cant be fired
10. The HR specialist or business partner.
They think they know far more than you when it comes to the field where you have expertise. You to them are the person who “looks after the vollies” only but need their advice on everything from legislation to conflict management and to procedures that are applied to volunteers.
My next blog will be on the best 10 colleagues
you may encounter as a Volunteer Manager
I can relate to a few of those.
ReplyDeleteA colleague said of a volunteer who had resigned “no offence but volunteer name was such a lovely person”. (Volunteer Manager not winning popularity contest here)
Role of Volunteer Manager - being the font of all knowledge!
When are the vollies coming back?
Click fingers and they’re all back! No?
Here’s what actually has to happen first.
•Current lockdown restrictions need to be lifted
o Determined by Government enforced regulations and restrictions
o Determined by Executive of organisation complying with new restrictions
•Organisation to adhere to Safe Workplace Australia safety and distancing restrictions
Volunteer Manager - Evaluate every volunteer role to ensure safe distancing
• Does role adhere to safe distancing regulations?
• Can role be adapted to adhere to safe distancing regulations?
• Can shifts be split to reduce the amount of contact during the day?
• Is there opportunity for new roles?
• Some roles will need to disappear as not considered safe.
• Redeploying volunteers to new or changed roles.
Document all changes into position descriptions and guidelines.
Gain approval for changes by Organisation.
A little off topic but perhaps these dot points may be more appropriate for the next Volunteer Engagement Professionals Zoom Meeting.