All NFPS want to know that the training of their volunteers is both effective and practical. Many volunteers such as volunteer treasurers and administrators are holding down positions with a large amount of responsibility. It is up to the NFP to ensure that full training is carried out so the volunteers can fulfil these positions successfully.

Training should be a matter of priority

As much as your volunteer may have to start work immediately, training must be made a priority from day one. You need to maximise their impact so they can help you be as successful as possible. If staff are trained in detail from the first day, they are more likely to feel rewarded and wish to continue working for your NFP in the long-term.

Educate them on your mission

If your volunteer staff understands your mission, then they will better understand your perspective and why they need to do what they do. Knowing that they are helping someone, even indirectly, can add an extra element of gratification to the role. We all want to help others – spelling it out for them will boost their sense of satisfaction.

Understand that no role is too little

All volunteers need training – whether they are administrative volunteers, part-time workers or fundraisers. While the type of training may differ from position to position, all staff require a chance to understand your vision and mission, and be guided on the tasks they have to do. Regardless of their prior knowledge, all individuals will need to be well-versed on your particular NFP as all organisations have different expectations and requirements.

Get back to basics

For those volunteers who are not familiar with working for nonprofit organisations, it may be important to get back to basics and define the difference between for-profits and nonprofits. Explain the difference in detail. What do you hope to achieve? Why do you rely specifically on support by donors and volunteers to function? The basics, if explained well, are not lost on anyone.

Share your secrets

Don’t be afraid to share your future goals with your volunteers even if there is a chance that they may not come to fruition. Let them in on your secrets. Allow them to get excited about their job and the organisation. Explain where you will be in one year, five years and ten years’ time. You never know, they may still be working alongside you at that time and help see your goals realised.