Stop Rejecting Volunteers. Start Redirecting Them.

Why Redirection? 

Let’s get one thing straight: in the world of volunteer engagement, the word “rejection” has got to go. It sounds harsh, it ends relationships, and it makes folks feel like they just got voted off the island. And no, even saying it “internally” to a colleague or manager does not make it better.

In the world of volunteer engagement, language shapes culture. So let’s use language that builds relationships instead of burning bridges. Because at the end of the day, you are not rejecting volunteer candidates. You are redirecting them.

Redirection communicates helpfulness, preserves dignity, and keeps the door open for future connection. It is the opposite of “thanks but no thanks.” It signals “I care enough to find a better fit.” That is authentic volunteer stewardship in action.

And since we are here, please remember: volunteering is not a “make work” project. Our organizations do not exist to help volunteers feel good about themselves. We exist to center the needs, dignity, and decisions of the communities we serve. Treating volunteers like saviors only fuels performative action and reinforces systemic inequities.

So, What Do We Do Instead? 

We need to have courageous conversations with colleagues who want to bring or keep volunteers on the team. This is often because:

• They like the individual
• They don’t want to hurt anyone’s feelings
• The individual is an important donor, or related to one
• The individual has a network that is or could be beneficial to the organization
• Or, some combination of the above

We can also use strengths-based messaging to support redirection. Strengths-based messaging represents people accurately and positively. It moves away from deficit-focused language toward narratives that highlight what people already bring to the table.

Redirection is not a consolation prize. When done ethically and intentionally it encourages volunteers or volunteer candidates to consider community involvement in an unexpected way, that centers the communities served. Ideally, it also aligns with the organizational mission and volunteer motivations. 

Where Can We Redirect to?

The first place to consider is within your organization, this can be to:

• Another volunteer role
• A shared volunteer role
• An education opportunity
• A service recipient opportunity 
• An advocacy petition
• Third-party fundraising
• Connection on social media platforms or through a newsletter

Another place to redirect folks to is outside your organization. I was first encouraged to do this after reading Meridian Swift’s work on Sustainability and Volunteerism. Now, I recommend that volunteer engagement professionals join a movement to shift from the mindset of “how do I get as many volunteers as I can and keep them for as long as possible?” to “how can I motivate people to care for the mission and community we serve in a way that works for them?”

And, this is where it’s important to listen with intent, and learn a volunteer or candidate’s motivations:

• For folks who are motivated by the impact of your organization’s mission, refer them to partners doing similar work!
• For folks motivated by community connection (like those wanting to meet new people), refer them to the local volunteer center or other volunteer engagement professionals in your local network. 
• For folks motivated by skill building (like those wanting to learn a CRM), refer them to service learning opportunities if they are a post secondary student, or free online courses.

The Benefits of Successful Redirection

Whenever you show genuine care through redirection, the people being redirected are more likely to:

• See the value of your organization’s work and the dignity of the community served
• Refer their friends and family to volunteer, donate, and support
• Come back in the future when life, timing, or capacity shifts

Redirection is not about controlling volunteer supply. It is about motivating people to care for the mission in ways that actually work for them.

Redirection Across the Volunteer Engagement Cycle

Redirection in Planning

Redirection should not be a one off moment. We can plan for redirection by:

• Creating policies that set healthy boundaries (maximum roles, maximum hours)
• Training staff on how to redirect with empathy and clarity
• Writing email templates and phone scripts that guide the conversation
• Having clear pathways for involvement both inside and outside the organization

With these things in place, you’ll have redirection processes that support real stewardship.

Redirection in Recruitment

If you read my conversation with Brianna Stapleton Welch from Little Free Library, you already know: youth groups often want to build a new book sharing box. But does every community need a brand new book sharing box? No.

When the Little Free Library Team receives these inquiries from Scouting groups about building new book sharing boxes, they encourage young people to research their local context and think critically about book access. Redirection might look like repairing an existing book sharing box or organizing a book drive. It still engages their energy and passion, but in a way that actually serves the community.

Think about ways you can incorporate redirection into your organization’s current volunteer recruitment processes. This could include being more transparent about challenges volunteers may face on your website, so that folks have a chance to digest that information before completing a form.

Redirection in Screening and Placement

At many health charities, peer support programming is available to folks who are newly diagnosed or navigating new health challenges. The nature of peer support means that volunteering is done by individuals living with the illness themselves. 

A thoughtful interview question might be: “This role can be emotionally challenging. What supports do you have in place right now?” The interviewer could use the response to determine whether the candidate has a support system (family, workplace EAP, community networks). 

If not, this is where redirection becomes ethical care. The candidate could be connected with organizational resources, rather than placed into a volunteer role that causes stress. Taking this approach means you’re stewarding the wellbeing of both the volunteer and the people receiving support.

Redirection in Recognition

Recognizing volunteers through redirection does not always mean giving someone a team lead title or asking them to mentor new folks.

Instead, try asking volunteers to:

• Help update job aids or role descriptions
• Share tips or stories at an upcoming orientation
• Provide feedback from the front lines

Recognition can be about influence, not hierarchy. And always make room for “no.” Consent matters in recognition too, and some people like to keep doing what they’re doing!

Want To Go Deeper?

If you want to center community in more of your volunteer engagement practice, start here:

ConnectingTheCause.com
CommunityCentricFundraising.org

Be bold. Be creative. Look beyond risk and focus on stewardship. Ethical redirection is not just nice to have. It is a core skill for all volunteer engagement professionals.

And once you stop rejecting and start redirecting, your organization’s culture of volunteerism will start to shift in the best possible way!