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Casual Articles - Volunteer Management: Grievance and Complaints
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I sorted out the computer, said that if she had only being using MsWord, instead of Wordpad, she would not have lost her priory exhibition texts, I’ve even offered to help her learn how to use all the features of Word while helping to write her ‘reporting responsibilities’ document, that would have directly resolved’ the root of the original conflict.
The fact is that she only even talks to me when its convenient for her, ie when she needs something, before her computer issue I don’t think she has said more than 3 consecutive words to me since last Oct
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I do not wish to continue the proscribed process as outlined in the action points of the last committee meeting regarding my grievance with Meg. It seems obvious that with Meg’s abject refusal to even attempt to redress the problem that any process will fail to effect change without putting the museum directly into a potentially destructive process.
Please find the attached document ‘Complaints.rtf’, which outlines the processes that are notionally in use, I must stress that this is a draft, and should not be considered anything more than my personal notes on the problem. Please circulate as appropriate.
Because there has not been a coherent effort to document this, until now, what has not been noticed is that this is a system which requires command and control structures that don’t, and can’t, exist within a totally voluntary organisation. This power vacuum is a natural consequence of the fact that, increasingly, we are all volunteers, thus among other inconsistencies, the required level of perceived authority to execute this style of system where one volunteer has to exert speculative control over others does not exist. This can be seen in the question of ' which hat am I wairing' and the confusion generated where direct reporting and operational lines are combined into one person with two 'hats'.
To extend the argument, I think since a hierarchical system is failing to manage with grievance and complaints, the idea of a more communal arrangement is worth some consideration, ie there have been two complaints recently, incidentally both of which can be directly linked to Meg’s interference.
In this communal environment, if a complaint can not be resolved informally, it passes to a ‘committee of the whole house’ type meeting for all volunteers and management to ask the questions of all concerned and to vote on a consensual solution.
As a by product of this thinking, I would seriously recommend that management committee meetings be opened up to all volunteers, and the formal directors meetings reduced to the circulation of written reports, effectively reverting to a more passive entity, ie as things were before committee members were actively getting involved in operations.
I don’t want to teach people how to suck eggs, but my situation doesn’t give me much choice in the matter as I have a unique insight into the workings of the museum, and I would hate to think that this painful episode has not produced anything of benefit to anyone.
With kind regards,
----------
Dear committee,
It has been 3 weeks since the last committee meeting at which, as I understand the situation, Meg was ‘asked’ to informally make some ‘attempt’ at ‘resolving’ the ‘personal’ ‘issues’ between her and I. Please excuse the excessive use of quotation marks above, my feelings as to the failures of the past should be obvious - that is not important as we look to the future, continuing in the same way. Nothing happened, or even looks like progress, I don't know what to do now, was hoping for some advice at the opening.
Well, I’ve gone out of my way to give Meg reasonable opportunities in which to start what ever process was indicated, including fixing her computer which had malfunctioned the day before the meeting, (heat retention damage to her most recent files) in fact while leaving, that same meeting, she asked my dad if he thought I would help her sort it out.
I sorted out the computer, said that if she had only being using MsWord, instead of Wordpad, she would not have lost her priory exhibition texts, I’ve even offered to help her learn how to use all the features of Word while helping to write her ‘reporting responsibilities’ document, that would have directly resolved’ the root of the original conflict.
The fact is that she only even talks to me when its convenient for her, ie when she needs something, before her computer issue I don’t think she has said more than 3 consecutive words to me since last Octo
When people find themselves complaining in an office about the boring every day work, the stress, the traffic, the vain conversations, the noise, the faxes and the annoying reminder of Memos, notices, emails, etc... a few people wonder what If I could do something different with my life?At simple sight, becoming a Diving Instructor is a dream come through. Amazing destinations, great places to visit, beautiful people that admire you, because at the end of the day, you are the guy: You are the Diving Instructor!The task of becoming a Diving Instructor then it seems not to be such an easy one... many people go ahead with what many call the career path and after finishing their first open water course or even their advanced course, they rapidly realise that the underwater world is always unknown and unpredictable.... . As with a Boeing 747 Pilot... you need hours of experience and training to understand the hazards, the responsibility and the implications of your acts as a Diving Instructor.Not only the Diving Instructor gets all the attention, the free drinks in the local pub and signs at the end of the day Diving Certifications, the Diving Instructor is responsible for others peoples lives, of their safety and is in charge of making his students as capable as possible to become "divers" in a 4 day period.Believe me: It is not an easy task.Diving is not like riding a bike that despite the terrain you know that if you continue riding everything will be just ok. The Diving Experience changes depending of your location, experience, time of the year, depth, equipment, weather, people you are diving with and even your mood during that day, are key factors during your dive.Now, assume all these variables plus the fact that you are dealing with all this, plus a group of nervous students who are going to go underwater for the first time.As you can imagine many things can go wrong, and at the same time, many things usually go more than right.Because the satisfaction of seeing your students with the biggest smile ever after their first dive is worth all the sacrifice, hard work and hours and hours of patience!That's why becoming a Diving Instructor is a serious decision that requires a good choice when you are ready to find who will train you as a future instructor.In the same way that Luke Skywalker needed Yoda and their sidekicks to fight a
To extend the argument, I think since a hierarchical system is failing to manage with grievance and complaints, the idea of a more communal arrangement is worth some consideration, ie there have been two complaints recently, incidentally both of which can be directly linked to Meg’s interference.
In this communal environment, if a complaint can not be resolved informally, it passes to a ‘committee of the whole house’ type meeting for all volunteers and management to ask the questions of all concerned and to vote on a consensual solution.
As a by product of this thinking, I would seriously recommend that management committee meetings be opened up to all volunteers, and the formal directors meetings reduced to the circulation of written reports, effectively reverting to a more passive entity, ie as things were before committee members were actively getting involved in operations.
I don’t want to teach people how to suck eggs, but my situation doesn’t give me much choice in the matter as I have a unique insight into the workings of the museum, and I would hate to think that this painful episode has not produced anything of benefit to anyone.
With kind regards,
----------
Dear committee,
It has been 3 weeks since the last committee meeting at which, as I understand the situation, Meg was ‘asked’ to informally make some ‘attempt’ at ‘resolving’ the ‘personal’ ‘issues’ between her and I. Please excuse the excessive use of quotation marks above, my feelings as to the failures of the past should be obvious - that is not important as we look to the future, continuing in the same way. Nothing happened, or even looks like progress, I don't know what to do now, was hoping for some advice at the opening.
Well, I’ve gone out of my way to give Meg reasonable opportunities in which to start what ever process was indicated, including fixing her computer which had malfunctioned the day before the meeting, (heat retention damage to her most recent files) in fact while leaving, that same meeting, she asked my dad if he thought I would help her sort it out.
I sorted out the computer, said that if she had only being using MsWord, instead of Wordpad, she would not have lost her priory exhibition texts, I’ve even offered to help her learn how to use all the features of Word while helping to write her ‘reporting responsibilities’ document, that would have directly resolved’ the root of the original conflict.
The fact is that she only even talks to me when its convenient for her, ie when she needs something, before her computer issue I don’t think she has said more than 3 consecutive words to me since last Oct
When it comes to a startup, the luxuries shared with established companies are few and far between. Chief among them is the luxury to close at the end of the day. Big companies have the benefits of capital, customers and receivables. Startups, on the other hand, have jack squat. They need to work twice as hard to make half as much, and even then they’re not working nearly enough.If you had any delusions going into this new venture that things were going to be easy and you were going to be on your own schedule then let me serve as your wake-up call. A startup runs like a casino – it’s all about making money, it’s a huge gamble, and no matter what, a startup never closes!Your new business hours: every waking momentWorking like a slave is the norm in a startup company, not the exception. When I started my first company, Blue Diesel, I didn't see my family, celebrate Christmas, or take a weekend day off for three years. After a while I forgot that people go home on the weekends and sick days shouldn’t be considered a vacation. Sure, I was demented, but I wasn’t alone.Startups realize that in order to get ahead they need to trade their time (and their lives) for the good of the company. You can only accomplish so much by working smart – the rest just comes down to lots and lots of hours.Even if you’ve go the stamina to put this kind of time in, it doesn’t necessarily mean the rest of your team does. Make sure that everyone is well aware of what is expected of them and what they’re signing up for.Set Clear Expectations, And Live by ThemIt's always helpful to let people know what they are getting into before they get started. Inform potential employees during the interview that the demands of a startup are far and beyond anything of a regular 9–to-5 job. Let them know that you don't think twice about working weekends or into the evening and that you expect the same of them. You'll find that the clock-punchers won’t return your phone calls and the truly insane will show up on Monday with a case of Red Bull. It’s a twisted form of “natural selection”.And remember, the pace of a startup starts with you, so it's important that you set a tone by consistent example. Don't expect your team to show up before you and leave after you. You need to demonstrate that if sacrifices are going to be made, that you are as willing to make them as anyone. Action speaks a wh
In this communal environment, if a complaint can not be resolved informally, it passes to a ‘committee of the whole house’ type meeting for all volunteers and management to ask the questions of all concerned and to vote on a consensual solution.
As a by product of this thinking, I would seriously recommend that management committee meetings be opened up to all volunteers, and the formal directors meetings reduced to the circulation of written reports, effectively reverting to a more passive entity, ie as things were before committee members were actively getting involved in operations.
I don’t want to teach people how to suck eggs, but my situation doesn’t give me much choice in the matter as I have a unique insight into the workings of the museum, and I would hate to think that this painful episode has not produced anything of benefit to anyone.
With kind regards,
----------
Dear committee,
It has been 3 weeks since the last committee meeting at which, as I understand the situation, Meg was ‘asked’ to informally make some ‘attempt’ at ‘resolving’ the ‘personal’ ‘issues’ between her and I. Please excuse the excessive use of quotation marks above, my feelings as to the failures of the past should be obvious - that is not important as we look to the future, continuing in the same way. Nothing happened, or even looks like progress, I don't know what to do now, was hoping for some advice at the opening.
Well, I’ve gone out of my way to give Meg reasonable opportunities in which to start what ever process was indicated, including fixing her computer which had malfunctioned the day before the meeting, (heat retention damage to her most recent files) in fact while leaving, that same meeting, she asked my dad if he thought I would help her sort it out.
I sorted out the computer, said that if she had only being using MsWord, instead of Wordpad, she would not have lost her priory exhibition texts, I’ve even offered to help her learn how to use all the features of Word while helping to write her ‘reporting responsibilities’ document, that would have directly resolved’ the root of the original conflict.
The fact is that she only even talks to me when its convenient for her, ie when she needs something, before her computer issue I don’t think she has said more than 3 consecutive words to me since last Oct
We have all heard the old adage, "Never Assume," but, of course, we do it anyway. We run our lives on assumptions. When we drive to work we assume people on the other side of the road will stay there. We assume the paycheck will come on the expected day. We assume others will do their job or do what they say. We are always assuming. What "Never assume" really means is that we need to be aware of our assumptions and often, test them. This is of great importance to any organization that considers itself a learning organization.Some assumptions are purely our own, and others are shared. In organizations where customers are truly valued, it is assumed that their needs are seen as important. This assumption comes from a consistently held and communicated expectation from the leadership that customers are the primary focus. It comes from consistently addressing customer needs in a timely and effective manner. In this manner we want to build certain shared assumptions right into the mindset of our organization.Leaders often become frustrated with others when they don't perform to expectations. Our frustration comes from our assumption that the others "should" perform well. We move from frustration to anger when we assume that the reason performance wasn't as we expected was because:a. They didn't care. b. They are incompetent. c. They have their own priorities and agendas. d. They are stubborn. e. They didn't prepare. f. They should have known what to do; so they were either lazy or stupid.These are all blaming assumptions. The real problem with assumptions in organizations is that we do not share them. In other words, I make certain assumptions about you, but I don't tell you about them. For example, I ask you to complete a project by four p.m. You say that it will be done. I have certain assumptions about what "done" means. Are they the same as yours? We need to make sure we agree on what "done" means. Will all signatures be on the document? Will the envelope be addressed and ready to go?As a leader I may tell my employees to offer great customer service. What does that look like? What do I assume that means? I need to share my assumptions about customer service with examples, specifics, and parameters. You can walk into any retail store or restaurant and tell if a manager has shared his assumptions about service. When I receive poor servi
With kind regards,
----------
Dear committee,
It has been 3 weeks since the last committee meeting at which, as I understand the situation, Meg was ‘asked’ to informally make some ‘attempt’ at ‘resolving’ the ‘personal’ ‘issues’ between her and I. Please excuse the excessive use of quotation marks above, my feelings as to the failures of the past should be obvious - that is not important as we look to the future, continuing in the same way. Nothing happened, or even looks like progress, I don't know what to do now, was hoping for some advice at the opening.
Well, I’ve gone out of my way to give Meg reasonable opportunities in which to start what ever process was indicated, including fixing her computer which had malfunctioned the day before the meeting, (heat retention damage to her most recent files) in fact while leaving, that same meeting, she asked my dad if he thought I would help her sort it out.
I sorted out the computer, said that if she had only being using MsWord, instead of Wordpad, she would not have lost her priory exhibition texts, I’ve even offered to help her learn how to use all the features of Word while helping to write her ‘reporting responsibilities’ document, that would have directly resolved’ the root of the original conflict.
The fact is that she only even talks to me when its convenient for her, ie when she needs something, before her computer issue I don’t think she has said more than 3 consecutive words to me since last Oct
Are you a small business owner looking to attract and keep hardworking, quality employees? If so, you should consider offering a health insurance package to your employees.These days, health insurance is one of the main factors people consider when deciding whether or not to accept a job offer. Since the cost of individual health insurance policies is high, and the cost of health care is even higher, it’s no wonder good health insurance is sought after by prospective employees. Some people will even leave their current jobs at one business to work for another business that offers better health insurance packages.With this in mind, you as a small business owner need to start looking into offering health insurance packages to your employees before a larger business lures them away. You may think large businesses are wealthier businesses, and in most cases you’d be correct; however, that doesn’t mean your small business can’t afford to offer a good health insurance package to your employees.It won’t happen easily or overnight, but it’s possibly for you as a small business owner to provide health insurance for your employees. You’ll need to research insurance companies that offer health insurance packages for small businesses at group rates. Group rates are generally much less expensive than individual rates. This is why most people don’t want to purchase individual health insurance policies and are attracted to businesses that offer health insurance packages.Don’t limit your search to one or two health insurance companies. Research several companies, comparing the coverage and prices they offer. You may even want to talk with fellow small business owners about the health insurance packages they offer their employees. Word-of-mouth and personal experience are often the truest forms of advertisement.Once you find the health insurance company that will allow you to offer health insurance packages to your employees, your small business will attract and retain the employees it needs.
I sorted out the computer, said that if she had only being using MsWord, instead of Wordpad, she would not have lost her priory exhibition texts, I’ve even offered to help her learn how to use all the features of Word while helping to write her ‘reporting responsibilities’ document, that would have directly resolved’ the root of the original conflict.
The fact is that she only even talks to me when its convenient for her, ie when she needs something, before her computer issue I don’t think she has said more than 3 consecutive words to me since last October.
Even at the opening, there were times when Meg just came over and started talking to whom ever was there, as if I didn’t exist, once while talking she moved from where she was standing so as to literally exclude me too.
Anyway, I believe Meg is not ignoring or just not trying but is actively not accepting any problem even existed, I can only assume she is having difficulty as an ex school teacher, but that’s no reason to hide her head in the sand. What sort of behaviour is this for an adult women? What sort of an example is this for the younger generation?
I think Meg wants all this to be forgotten, putdown to bad luck and then all will be right again, either that or she ‘believes’ that she has resolved the problems, maybe since I fixed her computer, it her mind, that counts somehow. :-)
Well indeed the memory and the emotion fades – but the understanding gained will not so easily, enlightenment itself does not – not completely. What does this teach me? It teaches me that I am who I was, and will always be, and so will Meg, she didn’t even write her final dissertation (she gave notes to her friend who organised and typed it up). Still I wonder about how it is that this terrible and terrifying thing called human society allows the truly stupid, reckless and dangerous to flourish.
So then logically, if I am to survive in this world, in the midst of this society, then I too can just go around floundering helplessly interfering with things I don’t understand, aimlessly not knowing or caring for the reason to do so; barking orders & acting unilaterally, just as long as I say what ever is politically convenient at that time so people think I’m actually competent!
With kind regards,
-------------------
Dear committee,
I see your version of the covering note section on your reasoning is ‘stronger’ than dads original.
I like it, as you imply that Meg/Sheila didn’t know there were other considerations, other than simply a matter of permission fromVestry Hall, and just because they didn’t think it would be a problem, that noone else would have anything important to say on the matter & it is not in anyone’s interest for this to continue.
The sad fact is that, there was debate at ' committee level ' (you may remember a 'committee' ad hoc meeting in our garden last year when I was present, let alone more formal ones where I was not) about the possibilities, including that of a permanent sign, however the point that once we have permission to mount such a sign, there MUST be committee consultation has been (conveniently) lost.
Indeed, at that initial (informal) stage, the details of implementation weren’t important enough to warrant any real consideration which, sadly, means that Meg/Sheila could argue that they ‘didn’t know they needed to know anything else’ thus due to their limited understanding, they feel no committee consultation was required.
I don’t think this works in practise, ignorance should not be a reasonable defence, assuming they generally didn’t believe there would be any problems, should volunters be able to act unilaterally?
I think Meg/Sheila could argue that, ‘You unilaterally put up the WVF
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