Difficult conversations
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Created by Sally Williams Last updated 2 years ago Tags:
DBS
,
Volunteers
,
Compliance
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Sally Williams
11 July 2023 at 11:47am
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11 July 2023 at 1:23pm
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It is a sad reality that we sometimes have to deal with difficult conversations, but dealing with them promptly, and utilising policy/process to clarify your actions is key. I have attached our problem solving procedure, which supports us in decisions of this nature (alongside hospice policies.) We always attempt to resolve an issue with an informal conversation, as long as the challenge is not serious. We always document such conversations, and encourage managers of volunteers to inform us if these take place, so that we can build a picture of recurring issues. However, sometimes things need to be recorded more formally, and that is why we have a tiered approach. Each case is individual, and should be dealt with accordingly. Open, honest conversations from the start are crucial. When conversations around health and the ability to carry out a role are at question, we back this up with a health and mobility risk assessment, this often allows us to formally highlight where reasonable adjustments can be established to support both the volunteer and the person managing them; sometimes we bring in a member of the volunteer's family to help with these conversations, it enables them to see how we are trying to resolve a challenge, or support us with the difficult decision to cease a role. Sometimes we can find another role for the volunteer to undertake, so it can be a positive journey too. Hope this helps, and happy to discuss if I can help any further.
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24 August 2023 at 12:52pm
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When it comes to navigating challenging discussions with volunteers, particularly those centred around training, I'd like to highlight a common scenario we might encounter. We often have dedicated, long-term volunteers who have made significant contributions and shown loyalty to our cause over the years.
However, there are moments when a volunteer might not fully align with our organizational processes, such as training, DBS requirements, and HR policies. So, how do we approach this situation effectively?
Initiating an open and respectful conversation is key. It's important to understand their viewpoint, concerns, and any obstacles they might be facing. By delving into their perspective, we can gain insights into their hesitations and work together to find common ground.
During these conversations, we can emphasize the crucial role these protocols play in upholding the safety and integrity of our operations. Sharing real examples of how these measures have positively impacted both our organization and those we serve can help them grasp the broader picture.
In terms of encouragement, highlighting the collective responsibility we all share as volunteers can be impactful. Demonstrating how compliance strengthens our team dynamic and reinforces our commitment to our mission can foster a sense of unity.
If our initial efforts to motivate compliance don't yield results, we should be ready to provide additional assistance and personalized guidance. Exploring alternative approaches that accommodate their concerns while still meeting our requirements might also be beneficial.
However, if despite all attempts, a volunteer remains unwilling to comply and this poses a risk to our mission or team, we might need to make some tough decisions. Our priority is always the well-being of our beneficiaries and the integrity of our work. In such cases, we might have to consider whether the volunteer's continued involvement aligns with these goals.
Engaging in these difficult conversations, while maintaining empathy and transparency, is crucial. By approaching them with a focus on our organization's values and mission, we can navigate these challenges while keeping our mission on track.
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Hello all
Everyone will have examples of longstanding volunteers who have given great service and remained loyal over many years.
But what do you do when a volunteer is unwilling to comply with organisational processes such as training, DBS requirements, HR policies etc?
How do you encourage a volunteer to comply? And what do you do if all attempts fail?
I'm posting this on behalf of a network member who has a tricky situation to deal with, however any suggestions you are able to offer will be appreciated by everyone - it's a topic that comes up regularly in our conversations.
Thanks in advance for any ideas and support you can offer,
Sally