Creating compliance with your employees, volunteers and stakeholders can be quite a juggling act. Ensuring the organization meets legislated requirements and that the stated direction isn't compromised on a daily basis can be daunting. On top of they, when dealing with volunteers there is a certainty that they are doing you a favour by volunteering and no one wants to upset someone who is doing them a favour. But, you are also running a business, a not for profit business, but a business all the same. How do you go about creating compliance with your varied volunteers?
Knowing what needs to be done and knowing how to go about getting it done can be two completely different things. No one wants to upset a volunteer. Highly charged and dominant personalities or the constant complainer can overwhelm even the most adaptable individual and make compliance a continual struggle.
Every organization has rules that it has put in place, or, that have been legislated. Rules must be followed for the good of all, and policies not only outline the requirement for the rule, but, also provides direction to facilitate compliance.
Creating policies that garner compliance is another matter. If you want good compliance, you need good policies, but, more than that, you need the policies to be brief, imperative and immediate. Working together with your volunteers should be pleasurable. Well written policies help all parties know where they stand, what is required of them and the direction the organization is taking.
If your organization is struggling and many do, especially organizations who depend heavily on volunteer assistance, perhaps it's time to rethink your approach to your policies. Creating links through your written policies to your corporate identity or to legislated requirements is easier than always explaining 'why' or 'why not'. Let your clearly written, brief policies speak for you.
Include the policies that will affect your volunteer and I hasten to add, only the policies that will affect your volunteer, so as not to overwhelm them with extra paper-work or digital files, as the case may be, in their orientation package. Let them know that all policies are either legislated or written to ensure the safest work environment and create risk management solutions to common issues. At no time should your volunteer think the policies are flexible or optional. If your organization includes a signed agreement for both parties, this should be clearly defined.
The most common issues that arise surround the handling of money. It's important to have proper financial policies in place and functioning properly every-time. As this is where many organizations have failed to ensure proper compliance, they can enter a world of trouble. When everyone understands the rules, it's easier to get the job at hand completed.
1. Keep your policy manual up to date - that's a job for your board - not necessarily to write the policies, but, to ensure they are in place.
2. Keep your policies brief, immediate and imperative.
3. Keep your policies relevant to your organization and in compliance with legislation.
Knowing what needs to be done and knowing how to go about getting it done can be two completely different things. No one wants to upset a volunteer. Highly charged and dominant personalities or the constant complainer can overwhelm even the most adaptable individual and make compliance a continual struggle.
Every organization has rules that it has put in place, or, that have been legislated. Rules must be followed for the good of all, and policies not only outline the requirement for the rule, but, also provides direction to facilitate compliance.
Creating policies that garner compliance is another matter. If you want good compliance, you need good policies, but, more than that, you need the policies to be brief, imperative and immediate. Working together with your volunteers should be pleasurable. Well written policies help all parties know where they stand, what is required of them and the direction the organization is taking.
If your organization is struggling and many do, especially organizations who depend heavily on volunteer assistance, perhaps it's time to rethink your approach to your policies. Creating links through your written policies to your corporate identity or to legislated requirements is easier than always explaining 'why' or 'why not'. Let your clearly written, brief policies speak for you.
Include the policies that will affect your volunteer and I hasten to add, only the policies that will affect your volunteer, so as not to overwhelm them with extra paper-work or digital files, as the case may be, in their orientation package. Let them know that all policies are either legislated or written to ensure the safest work environment and create risk management solutions to common issues. At no time should your volunteer think the policies are flexible or optional. If your organization includes a signed agreement for both parties, this should be clearly defined.
The most common issues that arise surround the handling of money. It's important to have proper financial policies in place and functioning properly every-time. As this is where many organizations have failed to ensure proper compliance, they can enter a world of trouble. When everyone understands the rules, it's easier to get the job at hand completed.
1. Keep your policy manual up to date - that's a job for your board - not necessarily to write the policies, but, to ensure they are in place.
2. Keep your policies brief, immediate and imperative.
3. Keep your policies relevant to your organization and in compliance with legislation.
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