Volunteers at the heart

It’s no exaggeration to say volunteers are the lifeblood of many arts organisations. Although unpaid, they are invaluable. However, this absence of a financial incentive means volunteers have a much more complex set of motivations and expectations, which must be understood (and met) in order to manage a happy, effective workforce.
Now, I’ve done my time as a volunteer, as many people lucky enough to work in the arts have. I’ve lost track of how many long, unpaid hours I spent sat in university gallery spaces, handing out plastic cups of cheapo plonk at bustling press nights, and generally pitching in. I’ve manned tills, fetched, carried, lifted, mopped, painted, ushered and hung. What did I get in return for this hard work? Well, experience that formed the foundations of a career, and made me a competitive candidate when interviewing for entry level jobs. The chance to network with my peers. Above all, at the risk of sounding cheesy, the chance to be involved in projects I was passionate about.
 

As volunteers are unpaid, none of them are turning up to just pay the bills. They are driven by the desire to progress professionally and support exciting, worthwhile organisations. In my experience, volunteers have a massive level of enthusiasm for the work, and their conduct and time-keeping is often exemplary. If they weren’t invested in the organisation, they simply wouldn’t volunteer, right?
That said, the volunteer positions I most engaged with were those where my manager had spoken to me, identified what areas I was looking to gain experience in, and, in amongst the manual labour and graft, provided me with opportunities to work on these aspects of the project. Wherever possible I would recommend this.
At the Actors Centre, we have an incredible group of volunteers that Debbie Pellet helps co-ordinate. She explains: “We couldn’t run the Centre without them. They’re an essential part of our staff, and we treat them as such. They allow us to run a cafe/bar which forms a hub for our membership of actors and provides us with a much needed source of funding. It also creates a buzz in the place. Actors can come in, get a coffee, and run lines together. Theatre companies have a place to brainstorm their projects. We encourage our volunteers to get to know the people that come through our doors, and make contacts. We also use volunteers as ushers and invite them to events, so free shows and networking opportunities are created. As the vast majority of our volunteers are actors we offer class credits based on hours worked, on-the-day discounts for classes with availability, and free tickets for shows at The Tristan Bates Theatre.“
It is these factors – engagement and appreciation – that make the difference to a volunteer. Managers should always strive to establish that ‘unpaid’ doesn’t mean ‘unvalued’. If you feel morale drop, a new challenge, a few freebies, even a thank-you card, can make all the difference.

Louise Voce on why she volunteers at The Actors Centre

I began volunteering because I heard that class credits were being offered in exchange for time donated. I wanted to take as many classes as possible but could not afford it and so this seemed like a good idea. Almost immediately, even more benefits presented themselves: I got to know the staff quickly and this gave me a rapport and personal connection with them that I would not have otherwise been able to build. My other skills, such as theatre electrics, have been utilised within the building in an exchange for more class credits. Classes that staff members thought I might particularly benefit from or enjoy have been recommended to me, and if I usher during a shift I am able to see the production in The Tristan Bates Theatre for free. Unexpected opportunities from volunteering arose which were particularly exciting for me as an actor – I was invited to take part in a radio show that wanted some sound bites from a member. From talking to patrons who come into the cafe and bar I’ve been invited to take part in casting workshops and subsequently even been cast in productions. It’s great to know that my skills have been identified and put to use, and this could give me the edge over other candidates in future job opportunities.

I enjoy the flexibility that volunteering allows me. Shifts can be quiet on occasions and I’m allowed to bring in other work. I find it much easier to get work done when not faced with the distractions that home provides, and being able to make use of the facilities such as wireless Internet and a plethora of useful books makes volunteering much more attractive. Not having to work a set amount of hours works well for the development of my career. I can work many hours when I have spare time and cut back when I get paid work elsewhere but still feel like a valued member of the team. It is always noticed and praised if I have stayed late, or pitched in when I may not have been specifically asked – but it’s not expected of me and this affable nature of the staff, and in particular my manager, makes me want to volunteer frequently.

The communication between the volunteers and our manager Debbie is incredibly important. I think one of the reasons that the volunteer programme at The Actors Centre runs so smoothly is that Debbie is very contactable so if a shift has to change at the last minute, although all the volunteers are on a mailing list and we can attempt to arrange cover for ourselves, Debbie is always the hub for this so it’s very easy to let her know and arrange cover.

The bottom line is that volunteering at The Actors Centre provides me with a connection to the profession that I might not otherwise be able to cultivate and I therefore see my effort as paying for itself and the building as a resource as much as a workplace.