FIRING VOLUNTEERS Where to Draw the Line

DEFINING EXPECTATIONS OF PERFORMANCE AND BOUNDARIES FOR BEHAVIOR One of the best ways to avoid situations

where you need to reprimand or dismiss volunteers is to make sure the framework within which they work is clearly outlined.

In doing so, not only do you avoid many difficult situations, you also make it easy for yourself to handle when a volunteer crosses the line.

DEFINING EXPECTATIONS OF PERFORMANCE AND BOUNDARIES FOR BEHAVIOR What are some examples of boundaries we

need to have?

DEFINING EXPECTATIONS OF PERFORMANCE AND BOUNDARIES FOR BEHAVIOR As a volunteer, boundaries and expectations

are far easier to follow if they actually know what they are

It is up to you to communicate these expectations.

THOSE “GRAY AREAS” OF WHEN IT’S NOT SO CLEAR TO ARRIVE AT A DECISION Pray

Pray for wisdom Pray for the campers & their families Pray for the volunteer Pray for the rest of the staff & campers

THOSE “GRAY AREAS” OF WHEN IT’S NOT SO CLEAR TO ARRIVE AT A DECISION Seek council of those you trust

Someone close to the situation so they can give an opinion based on what they have witnessed.

Someone completely detached so they can offer advice without the emotion that often accompanies volunteering on a camp staff.

THOSE “GRAY AREAS” OF WHEN IT’S NOT SO CLEAR TO ARRIVE AT A DECISION Hear the offending volunteer’s side of the

story Refrain from making a decision “on-the-fly” with

them in the room. Hear them out, thank them and tell them you need some time to decide how you’re going to proceed.

THOSE “GRAY AREAS” OF WHEN IT’S NOT SO CLEAR TO ARRIVE AT A DECISION Decide how much precedence matters.

Two schools of thought on precedence: I’ll undermine my authority as a leader if I’m not

completely consistent. Even under very similar circumstances, many variables

still exist, so those variables must be weighed & considered.

Both are true. My advice: Lean more to weighing the variables and make a

separate decisions based on the all information available.

But do your best to appear consistent. This is where you need to communicate your decision to the key people around you. That will help others understand why this situation is different than the one(s) before.

If you are feel strongly that precedence matters , then you need to may this one a rule.

BEST PRACTICES FOR DISMISSING A VOLUNTEER Pray, again for all those involved. Remind yourself, this is in the best interest of

your ministry. If you are not 100% confident of this, you’re not finished deliberating.

Do this behind closed doors – always. Have someone with you - not only is this an

appropriate step to keep key people involved, it also protects you.

BEST PRACTICES FOR DISMISSING A VOLUNTEER Tell the offending volunteer what they have

done, and why it is unacceptable. Be direct and don’t ramble. Practice if you need to. You’ve already heard their side. An open

discussion at this point will only make this harder.

Be as loving as possible, but don’t let your desire to be loving cause you to not be direct and honest. This is a very hard thing to do, again practice if you need to.

BEST PRACTICES FOR DISMISSING A VOLUNTEER After you’ve said what you need to say, don’t

ask if they have questions, and don’t allow discussion. If they try and discuss, say “I’m sorry that it has to be this way. I still love you, but my decision has been made.”

Ask the person who is with you to help them gather their stuff. Ahead of time, make sure they understand that

you are asking them to be nice and helpful to the person you just dismissed, but you are also asking them to stay with the volunteer until they leave – you still have a ministry to protect.

MANAGING THE FALLOUT Pray Let’s look at the most likely categories. You’ll

probably have to put out fires in at least one of these areas: Interpersonal Legal Church Relations Donor Relations

MANAGING THE FALLOUT Interpersonal

Let your Dean, Board member or other senior staff member who was with you go to bat for you. They were an integral part of this and witnessed you perform appropriately and need to communicate that. Be there while they do this so… Staff will see you willing to stand behind your actions You can take questions and help clear up any

misunderstandings. Only take those questions publicly that will help the

group understand. If someone is upset and intent on using this time to

accuse or disrupt, tell them you are happy to hear their concerns, but that you need to do that privately – always with their Dean, Board Member, etc.

MANAGING THE FALLOUT Legal

Call your insurance company immediately. They will most likely arrange and attorney.

Call Board Chair immediately and bring them up to speed.

Upon advice from insurance & board you may want to contact a trusted legal advisor, who may or may not end up directly involved – i.e. a lawyer who has given informal advice in the past.

MANAGING THE FALLOUT Church Relations

Don’t let the church hear from the volunteer first. Get on the phone with the senior minister and/or chairman of the elders of the volunteer’s church and give them your side.

Be open & honest and offer to have yourself and the other individual who was with you come meet if they would like.

MANAGING THE FALLOUT Donor Relations

Call them Be open & honest in explaining what happened Offer to sit down and discuss it if they’d like.

Q & A