This past wednesday night I had the opportunity of having tea (actually apple cider) with Ruthie Warshenbrot, the Executive Director of Limmud NY. Much of Limmud is run by volunteers, an incredible feat, especially when keeping in mind that most organizations have difficulty managing just a few volunteers properly. 

How to effectively manage volunteers:

Regardless of the level of the person or the task, the volunteer should be empowered to make decisions. If the volunteer has the opportunity to take ownership and prove themselves, most of the time, they will. This is even more true in a meritocracy where more responsibility is given to those that show they can take ownership of projects. This is part of the secret behind Limmud NY and their success. Much of their functions are conducted solely by volunteers with minimal management as they have a dedicated group of volunteers who take pride and ownership of their work, they work as part of the team, not as worker bees.

In the beginning stages, it is important to think through decisions with the volunteers. Let the volunteer take the ideas as their own, even if in reality you developed them. This will instill confidence in the volunteers and is a great way of letting them know that you want them involved, helping to take the organization to the next level, making it greater than just the few persons that sit on the board.

Lastly, it is important to help the volunteers define clear action items and tasks at the end of the conversation. There needs to be a next step, otherwise the energy will dwindle. Once the volunteer is engaged, there needs to be an outlet, this will only increase dedication towards the organization.

How to get volunteers involved:

1. First engage the volunteer, share the vision of the organization and get them to attend and participate in some of the programs.
2. Engage the volunteer in a dialogue on how to improve the program. What is working and what is not. This is a great way to not only gauge, but increase interest in the organization and its cause.
3. Ask the volunteer if they would be willing to do a particular task (ideally of less than 1hr worth of time). See how to effectively manage volunteers for the importance of empowering them, they are not your workers, they are part of your team.
4. Keep the conversation and relationship with the volunteer going. At this point, you should be able to get a sense of this person’s unique skills and interests. Sit down with the volunteer and follow up on step 2. Let them know that you think they are right and you would like to work with them on implementing the change.
5. At this point the volunteer should be engaged – make sure to keep the ball rolling, speaking with them about new ideas and keeping them engaged, but be sensitive not to overwhelm them. Let the ideas and action items come from them. When it is their idea, they will be more willing and driven for its success.

Please note it is important to know what is needed and to keep a list in the back of your head of ideas and action items. When a person shows interest in getting involved one needs to have opportunities available otherwise interest may soon dwindled.