Let me say that the reason that I am bringing these four areas to your attention is not because I’ve done well as a church employee in these areas…but rather, these are areas that I’ve failed in, struggled with, and have had to crash and burn a lot to come to this place of rethinking them.
So I began with meetings on Wednesday.
Today…
VOLUNTEER EXPECTATIONS
Nothing has bothered me more recently than this issue. I think that for the most part, our expectation of volunteers is often unhealthy, and puts them in places of ministry and service without a clear boundary.
Let me keep is short and simple. By this, I mean that we just often ask of our volunteers too much, without taking into consideration the rest of their lives. We assume that they eat, think and breathe church as much as we do, but I have found that is not true. Volunteers actually have a home, family and life outside of church, with lots of other responsibilities. While often our entire job is up at church, thinking of needs we have for volunteers, without much consideration of what is demanded.
When I was single I knew less of what family life required. When I was married I started to gain a better perspective. But when we had a baby, wow, I had a whole new appreciation for the demands of family life, and the necessity to help set clear and appropriate expectations of our volunteers, without asking them to sacrifice their families on the altar of ministry…which unfortunately many of us church employees do.
When you plan a meeting for volunteers during the week, and also often expect them to be at youth group midweek, as well as an occasional weekend event, and be at church on Sunday for the youth Sunday school. Wow! That’s a lot. That’s not even taking into consideration the service when they attend. And do they have a small group for themselves, or a ministry they attend, with its own events?
See how this all starts to pile up. All this ministry, and we haven’t even started talking about family life yet.
Most people want to serve, and will give their heart to serve. That’s where YOU as the leader need to set appropriate volunteer expectations. They must set good boundaries as well, but you are a part of that dance, and I believe just as guilty in the process of burning out leaders.
Some Thoughts
- When someone wants to volunteer, set clear expectations.
- They are the volunteer, you are the employee. Don’t give them your work.
- Assess what you are asking of them each week. Is it too much? Take into consideration all they do at the church, home, work, social, etc.
- Are you taking them away from being grounded in a bible study, fellowship at church, etc. by requiring too much?
- With what you expect from them, how does that affect their home life, whether they are married or not…because if you don’t set healthy boundaries now, you won’t do it later.
- Do you keep in mind that your full-time job is to be at church 40 plus hours a week…but this volunteer also has a full-time job possibly, a family, social life, etc.? I always asked myself…if I was working full-time in a church, would I also volunteer 10-15 hours a week on top of that. Would you? That is what you are asking many volunteers?
I could go on, but this is a good start for now. I will pick up next with what are you modeling as a leader?
Good point… “you are the employee… they are the volunteers… don’t give them your job”.
On a side note – I like that you mentioned that these are areas where you’ve failed… not where you have succeeded. We can learn from failure… as long as we’re able to be honest with ourselves about our shortcomings.
failure is the best teacher they say
Great post!
As a leader in my church I see the strain on both staff and volunteers as they feel the weight of trying to do the work for the Kingdom. But it is easy for those on staff to forget the competing time pressures that volunteers face.
If staff just think of the obligations they have to their own family it would accomplish two things: give them a balanced life (eating, drinking and breathing church is not biblical if you have a family) and make them more sensitive to the needs of others.
Looking forward to seeing what you have to say about modeling leadership.
great thoughts…I like the two things.
Thanks for acknowledging this from the “pulpit”. I like this part:
“We assume that they eat, think and breathe church as much as we do, but I have found that is not true. ”
… that was a humorous paragraph.
But truthfully, because of such misperception volunteering for churches appears daunting. Plus such unintentional over-expectations makes volunteering for the church a partially guilt driven experience because of an unrealistic barometer that we (the volunteers) do measure ourselves against because we never desire to disappoint God, or, the people and (what can at times feel like) the republic of God.
And I say all this joyfully and lightheartedly. It is what it is, and every thing’s a refining and sharpening process in progress.
Bless you for your humble heart!
Ashley,
I'm sure my college students can tell horror stories about the unrealistic expectations on I put on them.
Absolutely spot on! As a former volunteer and now church worker, I know both sides of the fence. I’ve done all that you suggest to make sure that I am not asking more from my volunteers than they are able to give in a wise way. My ministry here at NewSpring is still not mature when it comes to volunteers, but I’ve spent more time on volunteer management than just about anything else. I pray that the fruit becomes obvious over time.
Nick,
That's the key I think…you have seen both sides of the fence. But some pastors forget the other side of the fence. Lucky for your volunteers, you have remembered.
I agree somewhat with the post. I think burn out is a real danger and as leaders we must make sure people are not burnt out. I think the problem goes deeper than just asking more of volunteers. I think if there is good leadership with clear vision people want to be involved. The more involved the less work for everyone. I think your right in saying we are to define roles, and as leaders work to make sure people don’t go outside that boundary. I don’t agree though this the statement, ‘They are the volunteer, you are the employee. Don’t give them your work’, unless you are an assistant. Most people on staff are in leadership, as leaders it is our role and calling to empower people into ministry. As leaders we should be looking for people all the time to full our roles so that others are empowered into leadership. If we do everything the ministry does not become effective. Ministry is only effective if the people are doing the ministry and the ministering.
Alex,
Great insight…clear purpose and vision is key to this…..if you set the stage, then you can set realistic expectations for your volunteers. Thanks for sharing.
spot on, lad! the volunteer thing can be unhealthy for all of us if we do not communicate.
Alex, I agree partially with you and partially with Rhett about the giving people work thing. I think that some people can only give people busy work. And if the volunteer work isn’t meaningful people aren’t going to keep doing it. So, I agree with Rhett that don’t give people the work that you are being paid to do. I agree with Alex that you should be seeking out and motivating volunteers work that should be done by others.
Adam,
Agree. Give, empower them to do work that has meaning. Not busy work. But I also think there is some work that pastors should do, that instead they put on others so as not to be bothered. But I believe in the whole body working together. So sharing work is key.
Hey Rhett,
This series is very helpful. I especially appreciate your thoughts on Volunteer Expectations, which I am sure will be beneficial to keep in mind as I try to enlist upstream volunteers in the fall. Keep posting!
- Charlie
Charlie,
I haven't seen you yet this summer. Let's grab coffee soon.