| For years the big debate with volunteers has | | | | financial benefits, he is motivated by the |
| been, "Volunteers must be treated differently | | | | difference he is making and the appreciation given |
| than paid staff." This debate is still going on today | | | | by those in leadership above him. A little |
| in most, if not all, organizations where volunteers | | | | appreciation goes a long way with this person. |
| serve. So, should volunteers be treated different | | | | Therefore, regardless if you are in management |
| than paid staff? If so, why? How? | | | | at a business or a leader at your church all your |
| With considerable experience in the business world | | | | paid and volunteer staff perform better and will |
| as well as the non-profit world I have had to face | | | | stay in their positions longer if you show |
| this debate head on. I have found that there is at | | | | consistent appreciation. The College Dictionary |
| least one major difference and one similarity | | | | defines appreciation this way (I have added some |
| between the two groups. | | | | examples for you to apply this week). |
| Let me first explain the difference by giving you a | | | | 1. Gratitude - gratitude can be shown to your |
| hypothetical situation to ponder. Assume you are | | | | staff in many ways. One way is to give a small |
| the manager of a building supply company, and at | | | | gift to a person. For example, you could give a |
| the end of the day you fire a paid employee. As | | | | person a package of Jell-O pudding and a plastic |
| a result of his dismissal, that person will probably | | | | spoon - signifying that they are a real treat. Or |
| not show up to work tomorrow. More than likely | | | | you could give them a birthday hat, in appreciation |
| no future effects of this situation will be seen. | | | | for the many hats they wear. |
| However, lets assume you are in leadership at | | | | 2. The act of estimating the value of something |
| your church and you have to fire a volunteer. | | | | according to its worth - Paid or volunteer staff |
| That person will more than likely show up to | | | | either depreciate, go down in value, or they |
| worship next Sunday. Therefore, if the dismissal | | | | increase in value, they appreciate. This value is |
| of the person does not go well you could have to | | | | determined by your leadership style and how |
| deal with enormous amounts of tension, possible | | | | much you show appreciation. The best way I |
| gossip about you and your leadership, and future | | | | have found to keep people increasing in value is |
| fallout because of the influence of this person. To | | | | to consistently let them know how important |
| me this is a major difference between paid and | | | | they are and the difference they make to the |
| unpaid staff. | | | | organization. |
| Just as there is a difference between the two | | | | 3. A critique or written evaluation - You can show |
| groups I believe there is a similarity. That similarity | | | | appreciation to a person by evaluating his or her |
| is how people react when they are appreciated. | | | | on-the-job performance. Also, in a much less |
| Appreciation is like compound interest, the more | | | | formal way, you can show appreciation by simply |
| that is added over time the greater the benefits | | | | sending them a hand-written note saying how |
| compound and grow. | | | | much you appreciated a particular duty they |
| Lets go back to our hypothetical situation. If the | | | | performed. A good way to do this is to watch |
| management at the building supply company lead | | | | for the little things, for instance when they put |
| with the attitude, "his paycheck is all the | | | | forth extra effort to make something a success, |
| appreciation he needs", or "she will do it because | | | | send a note thanking them for their work, effort, |
| she needs a job" then they will constantly have | | | | and commitment to excellence. |
| staff turn over. Admittedly, the "boss" does have | | | | The bottom line is, "Are you appreciating your |
| some leverage when the person is a paid staff | | | | staff, paid or unpaid?" Do you have staff |
| member, however, research has shown that a | | | | members that regularly work diligently to make |
| person's pay is not the number one factor in | | | | sure excellence is achieved? Do you regularly |
| being happy and productive in his job. The | | | | show them how much they mean to you and the |
| research I have seen reveals that appreciation | | | | organization? Set yourself a goal to apply at least |
| and job satisfaction are at the top of the list. | | | | one of the above three items to your staff this |
| Also in our hypothetical was the church volunteer. | | | | week. |
| This person is not motivated by pay or other | | | | |