Excerpt from: The Care and Feeding of Volunteers
- Give them the sense of importance they need to feel significant.
I learned years ago that one of the most important ministries in our church was bulletin-folding. What’s so important about that? Well, there was a woman in our fellowship who was mentally challenged and confined to a wheelchair. She asked if she could help out in any way, suggesting that, even with her handicap, she could fold the bulletins if someone brought them to her. So we had the one who did the bulletin copying bring the unfolded bulletins to this dear sister in the Lord. In time, another individual took on the bulletin copying role, but felt the folding was easier to do as the bulletins came off the printer. She did not want to “bother” the handicapped woman with such a trivial thing. A few weeks went by and the dear sister asked me if we were upset with her for not folding the bulletins right. Why had we taken her ministry away from her? We quickly corrected the problem! Efficiency is not the highest priority. Rather, valuing highly the ministry of ever servant in the church was.
We all have varying capacities, but we have one Lord and one Spirit. And all are to be valued highly. Our role as leaders is to help everyone see their ministry as significant as that woman saw her bulletin-folding!
- Give them a “ministry description” so they know what to do.
People want to know what they are getting themselves into and what is expected of them. Never underestimate what they are willing to do by watering down the expectations. When they catch the vision and significance of it, they will make great sacrifices.
- Give them the training they need to serve well.
This may involve mentoring (on-the-job training), resources to read or sending them to a specialized conference.
- Give them the permission they need to be confident.
Make sure they know they have the authority to serve confidently in their ministry role and to make appropriate decisions. This provides protection against the criticism which comes from serving they will invariably receive. It will also provide the responsibility they need to learn from their own mistakes. Volunteers need to know you stand behind them and their decisions, so long as those decisions are within the framework of their ministry.
- Give them the freedom they need to be creative.
People do much better when they have room for personal input in determining the goals. Affirm creative thinking, anything that goes beyond the “minimum” job description that helps accomplish the goals.
- Give them the resources they need to do their job.
Explain how to handle expenses, what money and supplies are available, how to appeal for more resources and where they can go for help.
- Give them the hearing they need to know their ideas are valued.
Invite feedback, listen and understand! Be willing to modify things when their good ideas fit within goals. Absolutely forbid yourself to mouth those mindless words, “We never did it that way before”—that is the ultimate de-motivator.
- Give them the example they need to inspire them.
Demonstrate by your example excellence in service. Do they see you serving with that extra effort to move your ministry from being acceptable to being “well-done”?
- Give them a sense of being part of a team so they don’t feel alone.
Ministry team meetings to share struggles, joys, victories and prayer are encouraging to volunteers. These also give opportunity for group discussion and feedback which can generate helpful ideas.
- Give them verbal and written appreciation to encourage them.
At a minimum, personally thank them in with some specifics about what they are doing well. Verbal encouragements go a long way. Everyone responds to a different “love language”, so be sure to note the kind of appreciation he or she responds to. Avoid the tendency to say, “My praise will only take away from their reward in heaven.” That is not a Biblical perspective. Paul often expressed appreciation for his readers in their hearing! (See Phil 1:3-5, Eph 1:16).
- Give them the accountability they need to ensure their success.
This is probably one of the most difficult to implement, but the most needed. You must first convince the individual you are “on their side” and fully committed to their success in service (see the previous 10 points). Accountability means someone is committed to their success. Without accountability, we convey that no one cares. This includes thoughtful feedback on how they can improve. Gently hold them to what they have agreed to: the vision, the goals, the job description. When done right, accountability gives the person confidence that they can grow in their ministry.
- Give them spiritual support so they glorify God.
In other words, pray for them and pastor them so they are strengthened and use their service to enhance God’s reputation among men.
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