by Kathleen Richardson

Created on: March 27, 2009

Small nonprofit organizations have limited paid staff - one or two people - and welcome any amount or type of help from volunteers. The possibility of resentment directed toward volunteers by staff is more likely in a medium-sized or large nonprofit organization, the type that attracts large number of volunteers with extensive skills and experience.

No matter how many employees they have, nonprofits are almost always understaffed and underfunded. It makes sense then, doesn't it, that volunteers would be welcomed at all levels. So, why would paid staff show resentment toward those who would make their workload more manageable?

Looking at this situation from the point of view of some staff members, any number of objections might arise:

1. A paid staff member may have worries about being displaced by a volunteer with more experience and skill, particularly during times of economic downtrends. He or she would not consider it unreasonable to fear management letting them go and turning their work over to one or more volunteers.

2. Most employees have specific job descriptions and unless their position is that of volunteer coordinator, there may be no or little mention of working with volunteers when initially hired. Directing volunteers is the same as, yet different from, supervising employees, so a lack of specific volunteer management skills can lead to frustration for both staff and volunteers.

3. Every new volunteer means starting over. It presents the challenge of where and how to use the volunteer, what training will be needed, and how to supervise and evaluate in a way that results in productivity, without wasting a staff member's valuable time.

4. A staff member may feel that doing a task herself or himself is far easier than investing time and energy training someone who may or may not have the skills and could be gone tomorrow. This issue is a bigger one now than in the past because many of today's volunteers prefer short-term volunteer opportunities that fit in their busy life schedules.

5. If a volunteer is not working well on a specific task or within a certain department, the immediate supervisor may feel uncomfortable knowing that a change has to be made and the volunteer has to be transferred or "fired".

Ill feelings are a challenge that needs to be addressed at the earliest possible moment. This means as soon as it comes to light. Even better, the volunteer coordinator can set up basic guidelines for handling this type of situation. Staff guidelines, along with staff meetings to discuss them, can do a lot to head off tendencies of staff resentment toward volunteer workers, turning it into a win-win situation for everyone.

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