Volunteers come together because they believe in a common cause. They give their time, energy, and passion to make a difference, but that doesn't mean things always run smoothly. Just like in any workplace or community group, disagreements can arise. Maybe two volunteers have different approaches to getting a task done, or one feels like they're carrying more of the workload than others. Sometimes, personalities simply don't click.
Conflict in volunteer teams is normal - it's how we handle it that determines whether it becomes destructive or an opportunity for growth.
The Reality of Volunteer Disputes
Imagine this: Sue and Brett are both passionate about organising a charity fundraiser. Sue is highly structured, loves detailed planning, and wants to follow a strict timeline. Brett, on the other hand, is more spontaneous, preferring to adjust plans as needed. While they both have the same goal, their approaches clash. At first, it's just minor frustrations but, over time, their disagreements become more intense. Eventually, it reaches a point where they avoid working together at all.
Situations like this can create tension within an organisation, affecting not just the people involved but the overall team dynamic. Volunteers who feel unheard or frustrated may become disengaged, or worse, leave entirely. The good news is that with the right approach, conflicts like these can be managed effectively.
Addressing Issues Early
One of the biggest mistakes organisations make is ignoring conflicts and hoping they'll resolve on their own. More often than not, unresolved tensions fester beneath the surface, making things worse over time. That's why it's important to step in early.
A good first step is simply encouraging volunteers to talk things out. Often, people don't realise how their words or actions are affecting others. By opening up a conversation in a calm, private setting, many disagreements can be worked through before they escalate.
For example, when Sue and Brett finally sat down to talk, they realised their different approaches weren't about who was 'right' or 'wrong'. They both cared deeply about the event's success but had different ways of working. With a little guidance from a team leader, they found a compromise - Sue handled the detailed planning while Brett focused on managing last-minute changes.
Listening Without Taking Sides
When stepping in as a mediator, it's important to remain neutral. Everyone involved needs to feel heard, even if you personally agree with one side more than the other. A good way to start the conversation is by asking each person to share their perspective, uninterrupted.
Simple questions like, "Can you tell me what's been frustrating for you?" or "What would make this situation better for you?" can help uncover the root of the problem. Often, conflict isn't just about the disagreement itself but about deeper feelings - feeling unheard, undervalued, or overwhelmed.
Focus on Solution, Not Blame
Once everyone has had a chance to share their side, the next step is shifting the conversation from what went wrong to how to move forward. Instead of dwelling on past frustrations, ask, "What can we do to make this work?"
This is where a wee bit of creativity comes in handy. Maybe a volunteer who feels overworked just needs extra help. Perhaps a simple change in communication - such as regular check-ins or written task lists - can prevent future misunderstandings. The key is to find a solution that works for everyone.
Creating a Culture of Respect and Communication
Preventing conflict starts long before tensions rise. Organisations can set their volunteers up for success by fostering a culture where communication, respect, and teamwork are at the core.
Providing clear role descriptions ensures that everyone knows what's expected of them. Encouraging an open-door policy makes volunteers feel comfortable voicing concerns before they escalate. Team-building activities, social events, and volunteer appreciation efforts all help create a sense of camaraderie, making it easier for volunteers to work through differences when they do arise.
Knowing When to Let Go
Unfortunately, not every conflict can be resolved. In rare cases, if a volunteer is creating a toxic environment or refusing to work collaboratively, it may be best to ask them to step down. The goal is always to support and guide volunteers through challenges, but an unhealthy team dynamic can impact an entire organisation. Sometimes, prioritising the wellbeing of the larger team means making tough decisions.
Turning Conflict Into Growth
Conflict doesn't have to be a negative experience. When handled well, it can lead to stronger relationships, improved teamwork, and a healthier volunteer environment. The key is to address issues early, listen with an open mind, and focus on solutions rather than blame.
At the end of the day, volunteers join a cause because they want to make a difference. By creating an environment where they feel valued, heard, and supported, organisations can ensure that when clashes do happen, they lead to resolution - not resentment.
Need help managing volunteer relationships? We are here to support you with resources, training, and advice. Get in touch today!