A wandering mind (almost-random thoughts from an aging brain)

In my last blog entry (imagine, two in one week!) I referred to my years as an editor in the Open Directory Project. Over that time many people have asked me what I found so absorbing about it, and it's difficult to answer that without rambling on a bit. So I've learned to reply with a simple explanation and then see if they want to know more. Depending on where I think their interest lies, I might mention the immense variety of previously unknown subjects about which one can learn while editing. For those who value orderliness, there is an undeniable appeal in categorising websites so that they can easily be found by web surfers. For gregarious types, there is the opportunity to be part of a huge worldwide community.
For me, and fortunately for many others as well, one of the most satisfying roles is answering questions from newer editors (called "newbies") and helping them understand the often confusing way such a large and complicated structure works.

I can see now that my comments in the last entry could be ambiguous for those unaware of my own record in the directory, so I'll provide a little further explanation. I have always been a strong advocate of a "mentoring" system where newbies receive personalised assistance while they settle in and find their feet, and I have frequently expressed the hope that more experienced editors would take on this rewarding and supportive role.
But this was the first time I had actually looked for evidence that it is not just a friendly way to welcome people, but in fact essential to the ongoing health of any volunteer organisation. So on finding that proof I couldn't resist posting about it, even though I am no longer doing it myself. Which brings me to my third "random" thought.

Naturally, people have wondered why I resigned. Quite simply, I realised I was spending far too much of my time on just one of the activities I enjoy, and I felt I needed to regain some balance. It is too easy to over-commit yourself to something you feel passionate about, and by the time I left I was spending several hours each day answering questions from editors and helping them understand the directory's policies and guidelines. Time-consuming, certainly, but necessary for precisely the reasons already stated.

The trouble is that I have always had difficulty with moderation, being an all-or-nothing person at everything I do, so I left because I finally realised I was leaving too many other things undone in favour of the ODP. Fortunately, there are many wonderful editors who are equally passionate about editor retention, and I have no doubt that all "my" newbies have been gathered under someone else's wing by now. I wish them, and their mentors, all the very best.

Incidentally, one of the other ways I spend my time is in slowly completing a post-graduate course in Forensic Medicine (by distance learning through Monash University in Melbourne). Last year's subject was "Medical Evidence", covering such topics as "hearsay evidence" and "burden of proof", both very important concepts in relation to serious accusations, of course. Making unsubstantiated claims about another person is something we see every day, and it sells a lot of magazines! But we all need reminding that negative comments should never be based on rumour, innuendo, or mischievous misinformation. This is the basis of the famous Triple Filter Test attributed to Socrates, a copy of which was sent out this week to all members of the Volunteer Bushfire Brigade to which I belong.

Volunteers are people too. (Or, "Some of my best friends are volunteers")

Yesterday I made the huge decision to resign from the Open Directory Project where I have volunteered thousands of hours of my leisure time over the last 4 and a half years. It was part of my daily life, and the people I met from all over the world made it an intense and enriching experience. I would encourage anyone to give it a go, so here's a more detailed guide to becoming an editor.

In fact I belong to several volunteer community organisations, all of which struggle to attract and keep active members, just like the ODP does. So as I suddenly have lots of free time I decided to check what research had been done into volunteer retention.

The most-quoted study was undertaken in 1998 by the UPS Foundation. The report itself does not seem to be available online, but this site has a succinct summary:

In a national study on volunteerism done by the UPS Foundation, Manage My Time Better and I’ll Give You More, the second most frequently cited reason for ending volunteer involvement - following conflicting personal reasons - was the “Poor management of volunteers”.

40% of these volunteers stopped volunteering for an agency at some time because of one or more poor volunteer management practices. Volunteers felt that the organization was poorly managed, their time was not well spent, the experience was not a good use of their talents, and tasks were not clearly defined. 9% said they were never thanked.

Following that study, UPS went on to publish a guide to the effective management of volunteer resources.

Extensive research was carried out by The Urban Institute in 2003, involving 3,000 charities in the USA. This report is available online, as a PDF download entitled "Volunteer Management Practices and Retention of Volunteers".
Although they studied only one type of organisation, the findings have a more general application, and I'm sure the following excerpts will ring true for any volunteer.

Some Practices Tied to Greater Retention of Volunteers, Some Not.
Charities interested in increasing retention of volunteers should invest in recognizing volunteers, providing training ... and screening volunteers and matching them to organizational tasks. These practices all center on enriching the volunteer experience. Management practices that focus more on the needs of the organization, such as documentation of volunteer numbers and hours, are unrelated to retention of volunteers, even though they help the program to realize other benefits.

Charities Can Do Others Things as Well to Maximize Volunteer Retention.
Volunteer management practices are only part of the picture. In addition to adopting certain management practices, charities can provide a culture that is welcoming to volunteers, allocate sufficient resources to support them, and enlist volunteers in recruiting other volunteers. All of these practices help charities to achieve higher rates of retention.

My summary
Look after the volunteers and respect them, and they will stay.
Ignore them or discount them and they will leave.

Seems obvious, really. ;-)

[Added: An unfortunate reaction to the above research findings necessitated further explanation of them in my subsequent post.]

Blog Action Day

An exciting initiative is sweeping around the globe today, so this is my microscopic contribution to Blog Action Day. I'm not very adept at summoning up pithy opinions about global issues on the spot, but I am well-practised at wittering, as you might expect. So in honour of this project, my chosen topic today will be ... frogs.
That subject popped into my head just now, probably because on today's bushwalk I stopped to catch my breath and let my dog have a drink from a nearby pool, and we were both briefly absorbed in watching the tadpoles zooming about. I have also been toying with the idea of creating a frog-friendly section of my garden since I visited the Environmental Display at the Perth Royal Show 2 weekends ago.

I have to find out more about suitable species, but I'm hoping the rather entertaining Motorbike Frog is one that might be OK for my area. You can listen to its eponymous call here.

To finish this environmental-themed post, here's a pretty wildflower photo I took recently. We need frogs and wildflowers. Please help look after them. :-)