Do people really prefer not getting involved? Staying disengaged? Here are some of the most common perspectives and excuses given for why volunteers won’t!

There aren’t any jobs that I can do.

• After hearing all the dissertations on doing things well with a spirit of excellence, they examine their own skills and talents and find themselves fearful that they would disappoint the leadership with their abilities.
• These people need to know that there is training available and that they would NOT be placed outside their area of gifting. Asking them to “shadow” a person already doing the job may help boost their confidence level.

I filled out a time and talent sheet, but nobody called me.

• Again, left feeling there either is not a place for them specifically or they do not have the skills required. If you are asking people to fill out a form, use it!

Frustration from previous volunteering.

• Finishing a job frustrated can prevent people from volunteering again. If they did not feel they had adequate training for the job, the job description was changed mid-stream or that expectations were not clearly defined can lead to much frustration. Take time to “interview” the volunteer, clearly sharing the expectations and job skills needed to perform the task. This means that you must have these things clear before you begin gathering volunteers.

They hated the job!

• Sometimes it was simply a bad fit. Sometimes the job got “dumped” on the volunteer because no one else wanted to do it. No given authority to do the job, so those under them didn’t respond. No training or resources given, simply “here, do it”. No one likes to have things “dumped” on them.

No one seemed to care for my ideas or me.

• Taking the time to listen to the volunteer communicates respect and caring. A person who feels respected will do a better job. A new worker may have the blessing of “strangers eyes” and you will actually gain some good helpful changes. We must value the people before the job we want them to do.

I don’t have the time.

• People make time for what they value. If you keep getting the response “I don’t have the time for it”, they may be covering up for one of the other reasons listed. They may not see the priority or advantage for them to do it.

You don’t know them well enough to know their strengths.

• Taking the time to get to know the people you are asking to volunteer will help in finding out their strengths, interests and likes. People enjoy working with their strengths, not their weaknesses. They want to be used where they can have success, not failure.

Volunteer Management actually comes with a “theory”. You must first plan for what you want them to do. Make it clear. And then recruit, including a time for orientation and training. Make sure the leadership has a plan to supervise and evaluate the progress, and then comes the all important “pay check” the time of recognition. Making sure that each time you ask for volunteers you keep these steps in mind will help promote your ministry, making your project even more successful.