Also, as blog reader Mark Alves points out, evaluation is easier when done against a set of predefined expectations—a job/role description. He’s right, too, because it’s hard for a volunteer to hear they missed a mark they didn’t know they were supposed to hit!
6) Participation has to be consistent. There’s not an expert or professional on the planet who simply showed up and started being a genius without any failures or dedication to their role. This is a “team sport” and it takes all of us working together in unison and not flaunting individual talents.
For worship and church tech arts, I’m personally a fan of having a volunteer team serve the entire weekend and then not serve again for at least two more weeks. This means you will have the same team for all rehearsals and services so that you’re all very consistent and work fluidly as a unit. By building these teams and operating in a one-week-on, two-weeks-off rotation, they’re consistent in their roles while having the time off to recoup from a long weekend.
7) Reproduction should be a natural part of someone becoming seriously qualified and competent in their role. Far too many churches have “the sound guy” (as in ONLY ONE PERSON) or “the worship leader.” While there can (and should) be a leader for decision-making and administration, a team of leaders is the only way to obtain consistency, quality and growth. An example of this reproduction came from my own life as a volunteer. One of my roles at a large church was as a volunteer trainer. Sure it was training, but I looked at it as loving on volunteers. It was also the first time I viewed myself as a volunteer pastor, by taking the time to connect with these other volunteers outside of weekend services to listen, encourage and share life with them.
How are you recruiting, training and retaining volunteers? Leave you comments below and share your successes, lessons and failures with us!
