Supervision is an essential aspect of managing both volunteers and staff, ensuring they have the support, guidance, and resources necessary to thrive in their roles. However, the approach to supervising volunteers differs from that of paid staff due to the nature of their involvement in the organisation. Below, we explore some key elements of volunteer supervision.
Supervision of a Member of Staff V’s Volunteer
Nature of Commitment
Volunteers are typically offering their time out of passion or interest in the cause, and their level of commitment might be more flexible. Supervision should recognize this voluntary contribution, focusing on motivation, appreciation, and engagement.
Staff members, on the other hand, are bound by employment contracts, formal roles, and performance expectations. Their supervision tends to focus more on task completion, productivity, and professional development.
Performance Expectations
For volunteers, expectations need to be realistic and considerate of their volunteer status. Supervision is often more about ensuring they feel valued, understood, and empowered, rather than strict evaluations of their performance.
With staff, the emphasis is on meeting performance metrics, adhering to organizational policies, and achieving outcomes related to their job description.
Flexibility and Time Commitment
Volunteers generally have greater flexibility in terms of hours and responsibilities. Supervision should acknowledge that volunteers may need more leniency or flexibility
Staff, however, are usually expected to work a set schedule and meet more stringent expectations in their performance, so supervision tends to be more formalised and structured.
What Not to Bring to Volunteer Supervision
Rigid Expectations: Supervisors should avoid imposing strict or overly rigid expectations on volunteers. Since volunteers are not paid employees, it’s important to maintain flexibility in terms of their tasks and availability.
Excessive Bureaucracy: Lengthy processes, complex reporting structures, or unnecessary formalities can discourage volunteers and undermine their enthusiasm. Keep the supervision process simple and straightforward.
Negativity or Criticism: Supervision is meant to support and uplift volunteers. Bringing negativity, harsh criticism, or focusing only on shortcomings can demoralize volunteers, leading to disengagement. Constructive feedback should be offered in a positive and supportive way.
Overloading Volunteers: Supervisors should avoid overwhelming volunteers with too many responsibilities or assigning tasks that go beyond their capacity or interest. Supervision should respect the voluntary nature of their commitment.
