People have skills — so don’t underestimate them as volunteers. What they’re looking for: to make a real contribution to society and along the way learn something, surrounded by like-minded people. David De Beukelaer in conversation with Jeroen Robbe.
David / Jeroen, you often work with organizations that are heavily dependent on volunteers. What kind of organizations are they exactly?
Jeroen Robbe / Not so much sports clubs or youth movements, although they of course do important work too. I mainly support organizations that work on social issues, such as nature conservation, diversity or advocacy. Often these are organizations that still date back to a pillarized past, where volunteers remained active for years out of a sense of natural commitment. But times have changed.
“Adapt to the new volunteer landscape instead of resisting it.”
David / What do you see changing in the volunteer landscape?
Jeroen / Many organizations today have questions about their aging volunteer base, are facing high turnover, or want to focus on diversity and inclusion. What I always tell them is: adapt to the new volunteer landscape, instead of resisting it.
Both young and less young people still want to volunteer, but they are also looking to get something in return. They want to feel that they are helping make a difference and learning something. And if you want volunteers to stick around, it is important that they also feel at home. That means creating a place where they feel heard, seen, and valued, preferably surrounded by like-minded people.
David / How can you, as an organization, specifically address those needs of today’s volunteer?
Jeroen / Let’s start with volunteers’ need to feel that you are making a difference. Look, if you, as a volunteer, choose to commit to an organization that works on a social challenge, it is because you recognize yourself in the values, vision, or goals of such an organization. Often, there is also a deep pain about an injustice or an infringement of your values underlying such a commitment.
Organizations focus on collective action and in doing so offer hope that together we can change something. Now, greater change often takes a lot of time. That is why, as an organization, you need to set interim goals and celebrate successes. Indeed, with your volunteers. Show them how their concrete contribution helps achieve the next goal and celebrate with them every success you have achieved together.
David / You also talked about the importance of meeting like-minded people. Do you have to become a volunteer for that?
Jeroen / Haha, good question! However you look at it, we live in times of strong polarization. Don’t underestimate how lonely people can sometimes feel in “their struggle.” Just try bringing up a social issue at a family gathering.
In a democracy, different opinions can coexist, but everyone feels a need to connect with like-minded people around the values and issues that are important to them. For that reason, it is a bad idea for an organization to focus solely on your bond with a volunteer. It is the bonds between volunteers that are essential. So create as many opportunities as possible for volunteers to meet each other and to associate those pleasant contacts with your organization.
David / Then there was also the desire of volunteers to “learn something new.” What exactly do you mean by that?
Jeroen / Learning new things gives your self-confidence a boost and makes you feel good. That applies to almost everyone. But especially with younger volunteers, you notice that they not only want to do something good, but also want to strengthen their CV. They are looking for meaning, but their time is valuable. If you give them the opportunity to develop new skills within a safe environment, then you create real added value. Then volunteering becomes a place where you make a difference and grow.
“Volunteers often have impressive skills: people with a rich career behind them, or young talent eager to prove themselves.”
David / What can organizations themselves learn from their volunteers?
Jeroen / A great deal. At least, if you give them the chance to surprise you. Many organizations still see volunteers as helpers for peripheral tasks — sticking on stamps, delivering flyers. But volunteers often have impressive skills: people with a rich career behind them, or young talent eager to prove themselves. So give them assignments that sit at the intersection of what is useful for your organization and what matters to them at that moment. More responsibility leads to more involvement, and that is a win for everyone.
David / I can imagine that it can feel quite daunting for organizations to give so much responsibility to a volunteer. How do you arrive at the right match between a volunteer and a task?
Jeroen / As an organization, you have an important role to play there. Volunteers can do a lot, but not everything. Moreover, different volunteers also bring different talents. Strong volunteer operations invest in good volunteer coaching. Don’t have staff do the tasks that volunteers can and want to take on, but support them and create the conditions that make that commitment possible.
A useful tip: work with volunteer vacancies. If you communicate clearly about your needs — for example, someone who organizes walks or runs a café — then you attract the right profiles. So there is no one-size-fits-all. Clarity about role and expectations increases involvement and the quality of the collaboration.
David / Should there also be some compensation in return?
Jeroen / In principle, no. Volunteering is about purpose, not money. But appreciation is crucial. That can be through training, recognition, or simply a pleasant atmosphere. And if you do decide to pay, realize that you can never compensate them at market rates. So it’s better to invest in quality of life and connection within your organization. Just make it a bit fun too — not a professional protest sign from headquarters, but spilling paint together and coming up with slogans. Bet they’ll want to carry their own slogan in the march?
David / Do you have another tip for organizations that want to get started with this?
Jeroen / Think critically for a moment: which ten tasks do you currently have staff perform, but could just as well be done by volunteers? And which five of those are truly essential? Define the profile you need, communicate clearly about it, and you lay the foundation for a sustainable match.
TL;DR
People truly have skills — so don’t underestimate them as volunteers. What they’re looking for: to make a real contribution to society and along the way learn something, surrounded by like-minded people.
So, think about it: which ten tasks do you currently have staff perform, but could just as well be done by volunteers? Which five of those are truly essential? And what profile do you need to carry them out? Think carefully about that, communicate clearly about your expectations and what you offer, and you’ll have a sustainable match.
