I got your attention huh. I am sure that many of you came here to see what I was saying about volunteers. Well this isn’t exactly about Volunteer Firefighters. This is more about people who volunteer their time for organizations within the Fire/EMS Service.
This is not about Paid vs. Volunteer Firefighters.
Organizations thrive on volunteers, although the term “volunteer” may not always be attached to their position. Just look around the Fire/EMS service and you will find an organization for just about everything. On the National, State, or Local level you will find at least one organization for the following: Professional Firefighters, Volunteer Firefighters, Black Firefighters, Hispanic Firefighters, Women Firefighters, Instructors, Prevention, Investigation, Arson, Christian Firefighters, Auxiliaries, Antique Fire Collectors, Wildland Firefighting, Burn Foundations, etc.
These organizations were formed for a common goal, agenda, or purpose. They were built by firefighters, EMT’s, and other public safety members. Many of them don’t have any full time employees and rely on members volunteering their time to “work” for the organization. Even the organizations which do employ full time staff, they thrive off of volunteers to keep the organization moving. They cannot afford to pay everyone for their positions and utilize members who are passionate about their cause.
When it comes to why people volunteer, I would like to dissect it into three types of people.
- Many volunteers strive on their achievements and those of their organization to continue volunteering. They feel good about what they are doing and feed off progress to continue. These types do not require recognition and are usually very humble.
- Some volunteers need recognition for their achievements in order to continue working. Without that recognition, they might find something else to do with their time that feeds their need for involvement.
- Yet, other volunteers do it simply for recognition. They require recognition to feed their egos and will not continue their involvement unless they feel as though their ego has been stroked.
Here is the catch…
Organizations should take care of the needs of each of these types of people. Beggars cannot be choosers! I will be the first to tell you that I cannot stand the third type of individual above. I have worked around them and I think that their ego needs to be put in check.
From a management perspective, volunteers should be rewarded and recognized often. After all, the alternative to volunteers is hiring employees or closing up shop. Even the type 3 people above.
If you ask my wife, she would tell you that I am a type 1 individual (from above). She gets pissed off when I don’t get recognized or when someone else takes credit for something I did. I will be honest, I am way too modest. However, I do like being recognized if it happens. That realization has helped me understand that no matter what type of person I am dealing with, I always try to offer recognition and praise for their help.
Lest we forget about the people who aren’t on the list above. They might be card carrying members. They might pay dues, but don’t actually assist with growth.
Who needs volunteers?
This day in age, all organizations need them but none of them have enough of them. Just in my local area we have many fire/EMS related organizations; FOOLS, IAFF, Ladies Auxiliary, Christian Firefighters, IAAI, ISFSI, IAFC, among others. Between all of these organizations in the area I don’t think there is one full time employee. All the work of the organizations is done by the officers and other volunteers. Some of the officers might be paid, but it is by no means gainful employment.
All too often, I see volunteers get burned out. There is too much work and too few volunteers.
What do you think?
Although I think that there are more than the 3 types of Volunteers (such as those who want recognition NOT from the organization, but from family and friends and then the Buffs, Whackers, Rescue Rangers, or whatever your locality calls them are two other types), I agree that it's important to retain them as much as possible.
It's costly to train someone whether they are paid or volunteer, so having a high turnover rate in the end may cost you more than just hiring someone full time.
Touche. You sure grabbed my attention with that headline.
I have found success in this approach: find out what drives each of your people, then use that power to get the most from them. For example, if FF Louie is big on technical rescue, then assign him to lead a company drill on technical rescue. He may not be the best teacher, but you'll get a great refresher class, and Louie will feel empowered and recognized for his talent.
It's a win-win approach that I've found can be applied in every day life with any person, and any organization.
Touche. You sure grabbed my attention with that headline.
I have found success in this approach: find out what drives each of your people, then use that power to get the most from them. For example, if FF Louie is big on technical rescue, then assign him to lead a company drill on technical rescue. He may not be the best teacher, but you'll get a great refresher class, and Louie will feel empowered and recognized for his talent.
It's a win-win approach that I've found can be applied in every day life with any person, and any organization.
Great blog Critic -
As I’ve often said, (http://tigerschmittendorf.com/by-definition/) the survival and success of the volunteer fire service depends on our ability to create MORE opportunities for MORE people to volunteer LESS time. (You could substitute the words “fire service” for virtually any other volunteer organization)
The job that used to take 10 people 10 hours a week to complete, might now require 20 people who only have 5 hours a week to give you.
And I agree with FireDaily in that we live in a world of individuals — with individual tastes and talents. Our success will come only from our ability to create specialists – to allow our volunteers to be good at a few things…instead of poor at a lot.
Nicely done
As a rescue volunteer myself (number 1), what I find frustrating is when the paid professionals don't take volunteers seriously and either under utilize them or even worse dismiss them as useless with no provocation. A very important thing that the “pros” need to remember is that we want to help out, we are not after your overtime. I think it's worth “donating” a little training to these groups so they work the way YOU want them to work and when the big event happens those groups with have your back.
Great Blog Critic -
As I've said many times before, (http://tigerschmittendorf.com/by-definition/) “The survival and success of the volunteer fire service relies on our ability to create MORE opportunities for MORE people to volunteer LESS time.” In fact, you could substitute the term 'fire service' with virtually any other volunteer organization.
The job that once took 10 volunteers 10 hours a week to accomplish might now take 20 people who only have 5 hours a week to give you.
And I agree with FireDaily in that real success will come only with our ability to create speciailists — to allow our volunteers to be good at a few things…instead of poor at a lot.
So, to answer your question of “Who Needs Volunteers?” — I'm convinced that there are only two types of volunteer fire departments. Those who have a recruitment problem – and those who don't have a recruitment problem yet.
The only remaining question is: Whadayou gonna do about it?
As a rescue volunteer myself (number 1), what I find frustrating is when the paid professionals don't take volunteers seriously and either under utilize them or even worse dismiss them as useless with no provocation. A very important thing that the “pros” need to remember is that we want to help out, we are not after your overtime. I think it's worth “donating” a little training to these groups so they work the way YOU want them to work and when the big event happens those groups with have your back.
I tend to think of the whole Paid vs. Volunteer vs. Paid-on-call vs. etc. is always blown way out of proportion. I am a Paid on Call Firefighter and consider myself a “Professional”. I train weekly (sometimes twice a week), read fire service information daily, and make 40-50% of my department’s calls. The true difference is a career firefighter is just that a career. The goal of everyone in the fire service is the same, Life, Safety, and Property Preservation!
So consider yourself a professional if you act like one. Train like the career guys, read and research like them, and when you work with them; treat them like a peer and I bet they treat you the same way. Because when you have 8 firefighters on a fully evolved structure fire and mutual aid is requested, I could care less what type of firefighters come, just as long as they are “professional”.
I tend to think of the whole Paid vs. Volunteer vs. Paid-on-call vs. etc. is always blown way out of proportion. I am a Paid on Call Firefighter and consider myself a “Professional”. I train weekly (sometimes twice a week), read fire service information daily, and make 40-50% of my department’s calls. The true difference is a career firefighter is just that a career. The goal of everyone in the fire service is the same, Life, Safety, and Property Preservation!
So consider yourself a professional if you act like one. Train like the career guys, read and research like them, and when you work with them; treat them like a peer and I bet they treat you the same way. Because when you have 8 firefighters on a fully evolved structure fire and mutual aid is requested, I could care less what type of firefighters come, just as long as they are “professional”.
I tend to think of the whole Paid vs. Volunteer vs. Paid-on-call vs. etc. is always blown way out of proportion. I am a Paid on Call Firefighter and consider myself a “Professional”. I train weekly (sometimes twice a week), read fire service information daily, and make 40-50% of my department’s calls. The true difference is a career firefighter is just that a career. The goal of everyone in the fire service is the same, Life, Safety, and Property Preservation!
So consider yourself a professional if you act like one. Train like the career guys, read and research like them, and when you work with them; treat them like a peer and I bet they treat you the same way. Because when you have 8 firefighters on a fully evolved structure fire and mutual aid is requested, I could care less what type of firefighters come, just as long as they are “professional”.