What are the best ways to mentor volunteers at all stages of their journey with your organization?

1 Identify your goals and expectations

Before you start mentoring volunteers, you need to have a clear idea of what you want to achieve and what you expect from them. What are the specific skills, knowledge, or behaviors that you want to help them learn or improve? How will you measure their progress and impact? How often and how long will you meet with them? How will you communicate and give feedback? Having a written agreement or contract that outlines these details can help you and your volunteers set realistic and mutually agreed upon goals and expectations.

2 Match mentors and mentees

The next step is to find the best match between mentors and mentees, based on their interests, needs, and personalities. You can use a variety of criteria to match mentors and mentees, such as their availability, experience, goals, learning styles, or preferences. You can also involve volunteers in the matching process, by asking them to fill out a survey, attend a speed mentoring event, or choose their own mentors. The key is to ensure that both mentors and mentees are comfortable and compatible with each other, and that they share a common vision and values.

3 Provide training and support

Mentoring is not just a one-way transfer of information or advice. It is a dynamic and interactive relationship that requires both mentors and mentees to be active and engaged. Therefore, you need to provide training and support to both parties, to help them understand their roles and responsibilities, develop their mentoring skills, and overcome any challenges or conflicts. You can offer training sessions, workshops, webinars, or online resources on topics such as communication, feedback, goal setting, problem solving, or cultural awareness. You can also provide ongoing support, such as check-ins, supervision, peer groups, or recognition.

4 Adapt to different stages

Volunteers go through different stages of their journey with your organization, from recruitment to retention to recognition. You need to adapt your mentoring approach to suit their changing needs and circumstances. For example, when volunteers are new, you may want to focus on orientation, training, and socialization. When they are more experienced, you may want to focus on development, empowerment, and feedback. When they are ready to move on, you may want to focus on appreciation, evaluation, and transition. By tailoring your mentoring to each stage, you can help volunteers grow and succeed with your organization.

5 Evaluate and improve

Finally, you need to evaluate and improve your mentoring program regularly, to ensure that it is meeting its goals and satisfying its participants. You can use various methods to collect feedback and data, such as surveys, interviews, focus groups, or observation. You can also use indicators, such as retention rates, satisfaction levels, skill development, or performance outcomes. Based on the results, you can identify the strengths and weaknesses of your mentoring program, and make adjustments or improvements accordingly.

Mentoring volunteers is a rewarding and beneficial experience for both mentors and mentees. By following these tips, you can create a mentoring program that supports your volunteers at all stages of their journey with your organization, and enhances their contribution and commitment to your mission.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?