Are you stuck with hours and number of volunteers when measuring impact? Here’s a way to find some other numbers that might be better – and that might get you increased respect and support.

I think it’s time that we as volunteer engagement specialists need to start rocking the boat in our volunteer programs. I have some ideas on how to do that.

Leaders of volunteers have always been generalists. But I think that it’s time for us to start becoming volunteer engagement specialists.

We all know that there is a decline in volunteer commitment, and most of us understand why. But are you redesigning your programs to match? Do you even know how?

Supported volunteering causes a lot of confusion. Are the support workers of volunteers with disabilities volunteers themselves? Here are my thoughts.

If you’re having volunteer management software challenges, it may not be the VMS you chose. It may be the processes that you’ve loaded into it.

Policies may be boring, but having a volunteer policy manual helps you, the volunteer and the organisation. Here’s why, and how to put one together.

Engaging a court-ordered volunteer can seem like a risky nuisance, but with a bit of effort and empathy on your part, the placement can have an impact in so many ways.

Conflict between volunteers and staff can be challenging, but if you know where things break down and what to do about it, you can keep conflict to a minimum.

There is nothing wrong with using spreadsheets for volunteer management! They are a very effective tool – if they’re set up well. Here’s how.

Dec 5 is International Day of the Volunteer, and the theme this year is “Every Contribution Matters”. But is your organisation actually accepting every contribution?

Many organisations have times when they’re faced with managing sudden spikes in volunteer numbers. It might seem like a nice problem to have but it can be overwhelming. It doesn’t need to be.

No matter how tempting it is to kick back during your rare slow periods, effectively engaging volunteers during downtimes pays off in a big way.

Reducing volunteer turnover can be hard, especially if you don’t really know why they leave or what to do about it. Here are some ideas for finding and fixing the issues.

Strong team dynamics can make your job easier and ensure that volunteers are able to give their best to the mission. Here’s how to strengthen your volunteer team dynamics.

Volunteer wellbeing is key to a happy, impactful team. Here are some things to watch for and focus on to strengthen your team’s wellbeing.

Just about every volunteer program has one or two of them. The old guard volunteers who want things done their way, regardless of rules. Here are a few ways to bring them back into the fold.

Just because your program is functioning doesn’t mean it can’t use a process improvement plan. “If it ain’t broke, don’t fix it” is terrible advice!

Age diversity is as important to the health of your volunteer program as any other type of diversity. Here are some tips on how to create it successfully in your program.

It’s surprisingly easy for an organisation to make someone think “Help! I’ve volunteered and I can’t get out!” Here’s what to do about it.

What keeps volunteers coming back? What makes them feel invested, dedicated, and eager to contribute? I believe the key lies in the power of volunteer fulfillment.

With the increasing age of retirement, it is more important than ever to fully support those senior volunteers in your program. Here’s how.

Most of us find reasons for avoiding conflict, but the cost of that avoidance is high. Here’s why, and what to do if you’re an “avoider”.

If you prepare for the unexpected, hard as that may sound, your volunteer program will become more resilient and sustainable. Here are some ways to do that.

Documentation when terminating volunteers is vital. Here’s why, and what you need to have in place to protect yourself and the organisation.

Are you looking for one single strategy to help you with an aspect of your volunteer program. I’m sorry, but it just doesn’t exist!

Understanding the Ladder of Inference can help you make better decisions and build stronger relationships with volunteers by adding intentionality to your thinking process.

When staff who are also volunteers get terminated, what should you do? Do you let them continue volunteering? Here are a few things to consider.

A volunteer advisory committee or council can be an exceptional way of gaining input and suggestions for improving an organisation’s volunteer program. Here are some things to take into consideration.

A volunteer survey can give you information that’s vital to making your program a success. But how do you get volunteers to complete them? Here are ten tips.

Does your volunteer program have a culture of creativity? It’s not just about developing innovative ideas, but doing the three things necessary to support those ideas through implementation.

It can be hard to get comfortable with risk. But sometimes it’s necessary. Here are a few ways that might lower the stress level for you.

Balancing niceness and toughness when providing feedback to volunteers is vital. Here’s why, and how you can do it.

Corporate volunteering is becoming more and more popular. It can be challenging, though, to know how to manage it well. Here are a few strategies to help you get the most out of this very useful trend.

Including LGBTQ+ volunteers in your team is about far more than just checking a diversity box. It’s about truly welcoming them. Here are a few ideas on how.

Using the 80/20 rule can help you maximize your impact in your volunteer program by helping you focus on the key actions and volunteers that make the greatest difference.

Technology is valuable in our sector, but we need to ensure that it doesn’t take the place of spending time with volunteers unplugged!

One of the hardest things about being a leader of volunteers is that you are often the only one in an organization. It can feel very isolating. It’s important to find a community of volunteer professionals.

It can be challenging and heartrending to deal with dementia in volunteers. Here are a few ways to make it easier for you and them.

Choosing a volunteer management system is hard. Here is the process that I go through for clients who ask me to find one for them.

Are volunteers flying away from your organization, like kids off a too-fast merry-go-round? Here are a few ways to help them keep their grip.

When we hoard volunteers we risk losing them not only for our program but as part of the overall volunteer pool. Be willing to share!

Knowing the volunteer lifecycle will help keep your program strong and resilient by letting you focus on the key areas that affect how a volunteer sees – and talks about – your organization.

Building a culture of problem solving within your volunteer program can save you time, increase your organization’s impact, and satisfy & motivate volunteers.

It can be frustrating when volunteers quit, but it can also be a valuable learning opportunity. Here’s how to find that silver lining.

“Levels of volunteering go down when clients have complex needs.” Which means that the most vulnerable among us have less help. Here’s why, and what to do about it.

Conflict resolution is a key part of leading a team of volunteers. Few of us are trained mediators, so here are some tips to make it easier.

Have you ever heard of the “Dead Horse Theory”? It’s a concept, unfortunately, that is prevalent in many social impact organizations and volunteer programs. Here’s how you can get a handle on it – without buying a bigger whip!

Risk management is vital when running volunteer programs. Here are three areas where you can “hope for the best, but plan for the worst”.

Micro-volunteering is here to stay. Here’s what it is, and how to position yourself to take advantage of the trend.

Should you provide volunteers with feedback – or feed FORWARD? What are the pros and cons of focusing on the past vs the future? And is it necessary to choose?

Are staff shortages affecting the volunteers in your organization? It’s a growing problem in our current environment. Here are a few ways to limit the fallout.

Do you find yourself working full out, yet never seeming to get the important things done? Here is a simple way to get more done that has been around for ages – because it works for most people.

Enforcing boundaries is hard for many leaders of volunteers, but it’s a vital part of having a fair, smoothly-operating volunteer program. And to protecting your mental health!

Do volunteers in your organization have to deal with unappreciative clients? Rather than try to instill gratitude in people who are under emotional stress or overload, take a look at the issue from another angle.

At one time or another, most leaders will have to deal with challenging volunteers. Here are some tips that will allow you to fit those people into your program seamlessly.

Let’s face it. Leaders of volunteers are overloaded. Time management is key to keeping our stress levels down. We all need tips and tricks for keeping ourselves on track and saving time. Here are a few.

Demonstrating empathy with your volunteers can greatly increase your retention rates. But saying “I know how you feel” may not be as empathetic as you think. Here’s how you can demonstrate empathy in a way to truly make your volunteers feel heard.

Building a good volunteer program for your organization may seem complicated, but here are some basic steps to get you well on your way.

As humans, we tend to want to DO things to help others with their challenges. We want to actively assist them. Sometimes, though, you can solve problems just by listening.

Presenting to your Board of Directors may seem scary, but if you want to advocate for your volunteers – and all volunteer leaders should! – this is where you need to start.

When a volunteer’s values are misaligned with those of the organization that they’re serving, problems can occur. Here are some tips to getting everyone working for the same reasons.

Psychological safety is important for volunteer teams – especially diverse ones. Here is a simple way to start creating a culture of safety on your team.

Volunteer burnout is endemic in the not-for-profit world. But it’s completely preventable, if you’re willing to do what it takes. And, honestly, that’s not very much! Here are the steps you need to take.

By using the insights from Dan Pink’s TED talk “The Puzzle of Motivation”, you can find ways of motivating volunteers to do even the boring and unpleasant tasks you need done.

Many of us are still using workarounds to deal with managing virtual volunteers. This trend is not going away any time soon. It’s time to put something permanent in place.

Uncomfortable as it may be, sometimes it’s necessary to fire a volunteer. Here are some of the “bad apples” to watch for, and the steps to get rid of them.

Compassion fatigue is a serious condition that is common in the nonprofit sector. Here’s what it is, how to recognize it early, and what you can do to prevent it in your volunteers.

I am constantly told that volunteers just want to do the fun stuff. It’s hard to find people to do the hard, unglamorous, dirty work. Here are some simple ways to encourage your volunteers to do the less pleasant tasks that every not-for-profit needs done.

“The best time to stop conflict is before it starts.” But how? Prevent conflict among your volunteers, or between volunteers and staff, by learning the early warning signs that things may be breaking down.

Keeping volunteers committed is a challenge for most not-for-profits. But you can improve your retention rate with a few tips.

Delegation, done properly, will keep your volunteers coming back for more. Save yourself time and increase your volunteer retention rates by learning good delegation skills.