Don’t Want To Fire A Volunteer? Here Are Your Options

My heart was racing and I felt as if I was going to be sick. I had never fired a volunteer before and I was hoping I would never have to do it again. Sadly, my wish never came true. My first firing was painful because I didn’t know what to expect. I wasn’t ready for the:

• Shock
• Anger
• Pleading to change my mind
• Sadness 
• Guilt trip 

…all wrapped up into one conversation. At the end of the conversation I was spent. None of us like the idea of firing a volunteer, so we avoid the situation all together. We hide and pray that God will give the volunteer a moment of clarity where they realize, “This isn’t for me!” Sadly, when it’s not addressed in a timely manner it can turn into a disaster. But, if firing the only option or is there something else we can do? Then answer is YES. If you want to avoid firing a volunteer here is what you can do instead:

CLARIFY YOUR PERSPECTIVE

The volunteer in question might not be aware that they are:

• Not performing to your standards
• Behaving in a way that is making you uncomfortable
• Going against your leadership
• Creating tension and stress in your life

I’ve found that a lot of those feelings of, “Oh man this person has to go!” Is because I’ve held back what I’ve been feeling. You might wonder, “Why?”

Because I didn’t want to hurt their feelings.

Which sounds nice, but at the same time I’m willing to cause myself stress not help this person become a better leader. The solution is to have a conversation with them that:

• Addresses the situation
• Shares how you are feeling about the situation
• Inviting them into the conversation
• Joining together to develop a solution

In the end you might find that your simple conversation corrects the whole thing. If you need help, find a coworker or another volunteer to join you.

PUT THEM IN THE BEST PLACE POSSIBLE

People either outgrow your ministry or simply never fit in. It’s not because they are incompetent or lazy, it’s just not the best place for them to serve. This is where annual or biannual reviews are so essential. By scheduling times when you can sit down with team members to ask the question, “How’s it going?” You provide a convenient opportunity to assess the situation and then redirect. If you don’t have one scheduled, then invite them to have a “Check-In” meeting. Share with them the positive aspects of their leadership but also express your concerns. Find a different place on your team or in the parish for them to serve. Work with them to find the right fit and thank them for all that they’ve done.

GIVE THEM A SEASON OF REST

Volunteers can burnout just as easily as you and I. The worst part is that they’re burning out for free. Whenever you notice a team member dropping in performance ask them to take a season off.

How long that season lasts depends on how much time you need to assess their participation. Don’t make it too short where you don’t learn anything. And if you go too long they might lose complete interest.

Despite the length make sure your are giving them things to work on (i.e. prayer life) and check in with them regularly. Make sure they don’t feel abandoned in the process. After all the purpose is to help them grow.

When it comes to firing, it means you’ve exhausted every other option. You’ve tried working with them but nothing has changed. It’s in those circumstances you want to sit down with them (Make sure you have another person to partner up with) and bid them farewell. For more on firing volunteers read this HERE

Firing volunteers does get messy, but sometimes it’s necessary if they are creating a toxic environment or refusing to grow.

What have you tried outside of firing a volunteer?