How do you adjust HR and volunteer management for change?

Change is inevitable and often necessary for nonprofit organizations to achieve their missions and adapt to the evolving needs of their stakeholders. However, change can also be challenging and disruptive for the people who work and volunteer for nonprofits, especially if they are not prepared or involved in the process. How do you adjust HR and volunteer management for change, and ensure that your staff and volunteers are engaged, motivated, and supported during times of transition? Here are some tips to help you manage change effectively and sustainably.

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1 Communicate the vision and rationale

One of the most important steps in managing change is to communicate clearly and consistently the vision and rationale behind the change, and how it aligns with the organization's values and goals. This helps to create a sense of purpose and direction for your staff and volunteers, and to address any questions, concerns, or fears they may have. You can use various channels and methods to communicate the change, such as newsletters, emails, meetings, webinars, or social media, and tailor your messages to different audiences and levels of involvement. You should also provide opportunities for feedback and dialogue, and listen to the perspectives and insights of your staff and volunteers.

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Nicole Ozburn, MBA

Business Operations | HR Consulting
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Cascade communications starting with managers so that they can help answer questions and support the change efforts. If the managers don’t understand the why behind the initiative, they can unintentionally sabotage efforts.

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2 Involve and empower your staff and volunteers

Another key step in managing change is to involve and empower your staff and volunteers in the planning and implementation of the change, and to recognize their contributions and achievements. This helps to build trust and ownership, and to foster a culture of collaboration and innovation. You can involve and empower your staff and volunteers by inviting them to join task forces, committees, or working groups, by soliciting their ideas and suggestions, by delegating responsibilities and authority, by providing training and resources, and by celebrating their successes and learning from their challenges.

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3 Support and appreciate your staff and volunteers

A third essential step in managing change is to support and appreciate your staff and volunteers, and to acknowledge the impact of the change on their work and well-being. Change can be stressful and demanding, and can affect the morale, productivity, and retention of your staff and volunteers. You can support and appreciate your staff and volunteers by providing clear and realistic expectations and goals, by offering flexible and adaptable work arrangements, by providing coaching and mentoring, by promoting self-care and wellness, and by expressing gratitude and recognition.

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4 Evaluate and adapt to the change

A final important step in managing change is to evaluate and adapt to the change, and to monitor its outcomes and effects. Change is not a one-time event, but a continuous process that requires constant learning and improvement. You can evaluate and adapt to the change by collecting and analyzing data and feedback, by measuring the progress and impact of the change, by identifying the strengths and weaknesses of the change, by making adjustments and corrections as needed, and by sharing the results and lessons learned with your staff and volunteers.

Managing change is not easy, but it can be rewarding and beneficial for your nonprofit organization and its people. By following these tips, you can adjust HR and volunteer management for change, and create a positive and productive work environment that supports your mission and vision.

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5 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?

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How do you adjust HR and volunteer management for change?

1

2

3

4

5

1 Communicate the vision and rationale

2 Involve and empower your staff and volunteers

3 Support and appreciate your staff and volunteers

4 Evaluate and adapt to the change

5 Here’s what else to consider

Nonprofit Management

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How do you adjust HR and volunteer management for change?

1

2

3

4

5

1 Communicate the vision and rationale

2 Involve and empower your staff and volunteers

3 Support and appreciate your staff and volunteers

4 Evaluate and adapt to the change

5 Here’s what else to consider

Nonprofit Management

Rate this article

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