06: Avoiding Emotional Blackmail as an NGO Founder
Volunteer Management
Dear NGO Founder,
Some days ago, I was listening to a friend of mine who is a founder, share his frustration concerning volunteers not communicating and getting upset when they are being replaced. And I know what that frustration is like first hand, I've led different types of individuals in the course of volunteering. If you can relate to the ordeals of my male founder friend, this mail is just for you.
When you lead a team of people who signed up voluntarily to work on anything, you feel indebted to them. They could have chosen to spend their time doing something else that is financially rewarding. I'm sure this is the mindset of most founders. I have come to realise that indebtedness can put you in a position to be emotionally blackmailed by volunteers. A volunteer midway can take on the mindset and begin to act on “afterall you don't pay me.” So what happens to the tasks that need to be done? The beneficiaries who are in need? What do you say to the public aware of the set date for your project?
To answer the questions above, I'll refer you back to the letter on structure. I mentioned in that letter that a recruitment structure is important. When you put out a call for people to volunteer, ensure that you ask the right questions about their intent and the level of commitment they are willing to offer. Yes, you're not paying them. But it's not out of place to hold a person accountable to their voluntary commitment. So ensure there's commitment in the first place. Ask questions that show what you demand and expect from them.
Asking the right questions is not the full strategy, set clear cut goals for your volunteers. When they get in, communicate their responsibilities clearly. A document is the best option in this case. When you communicate tasks to them, let it include a deadline. And let them know that they can always notify you ahead of time if it's not possible to meet the set deadline. My next suggestion isn't something I have had the opportunity to try, but I'm looking forward to doing so.
Let every volunteer state what will guide their volunteering in three or more sentences e.g. I'll be a problem solver. I'll be passionate about the organisation's goal(s). I'll be committed to improving the organisation in a particular way. These are words you can hold them to, to keep them in check. I have experienced volunteers who haven't actively participated in months, ignored countless tags and messages, yet get upset over being removed from a position or a team. I know Founders who have a system for measuring performance in their organisations, it determines who gets a certificate at the end of the year. It might sound rigid, but people use their volunteering experience to apply for jobs, international opportunities etc.
Dear founder, I'm not asking you to become a dictator or disregard the fact that your volunteers are making sacrifices. But communication, clear expectations, clear responsibilities, and the right system will save you plenty of problems. To any founder who can't relate to today's letter, that is your team is passionate, they take initiatives, and understand the importance of communication, congratulations! Don't forget to appreciate them personally and externally.
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Bye.
This was much needed. Thanks for sharing.
This is a great read.