Monthly Archives: December 2019

My top blogs for 2019

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It’s the time of year when I have a look at what people read most on my blogs. It helps me to know what resonates and what I might need to do a better job of promoting. Blogs that get a lot of traffic are the result of people who post about them on their own social media, or refer to them in a workshop they are doing, so if that’s you, THANK YOU.

I was quite pleased to see a lot of my blogs that have to do with communications, with community relations and with ethics end up in my list of most popular blogs this year – usually, the list is dominated by blogs related to volunteer engagement, which is fine, but I pour just as much energy into those blogs about outreach, so it’s nice to see that, this year, that reached a good number of folks.

In case you are wondering, I promote my blog through my Twitter account, my Facebook account, my LinkedIn account, some Subreddits, and some LinkedIn groups. I’m a one-person shop and create and promote these resources entirely on my own – and it’s getting harder and harder to get my voice out there in a sea of noise.

The visitor numbers are great – but the emails and comments on resources are what really keep me going, so please keep them coming!

What did I write that got people’s attention in 2019? Here’s the list:

Here’s to 2020!

If you have benefited from this blog, my other blogs, or other parts of my web site and would like to support the time that went into researching information, developing material, preparing articles, updating pages, etc. (I receive no funding for this work), here is how you can help. 

Before you recruit any volunteers

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As the year comes to an end and things slow down at your organization for a week or two, this is a good time to think about reviewing some of the basics your organization should have in place to ensure you are getting the most out of your volunteer engagement and that volunteers are properly supported at your organization and feel like their donated time is being properly valued.

In fact, before your program recruits any volunteers – before you post anything to your web site or social media or a third-party site like VolunteerMatch, there are three things that I believe you absolutely should have in place first, and if you don’t have them already, this is a good time to get that taken care of. Having these three things in place will help:

  • ensure volunteers are engaged and supported appropriately – and that helps prevent volunteer turnover, misunderstandings, conflict, etc.
  • ensure volunteers are onboarded quickly – and that helps prevent volunteer turnover AND sets a tone with new volunteers that these are serious, real commitments.
  • inappropriate volunteers self-screen themselves OUT of your program – dropping out before they’ve gotten far along in your process and started an assignment. That means fewer people who drop out and leave you with unfinished activities and a scramble to get things done.

I get a lot of pushback when I try to implement these three things at any organization where I’m working – lots of complaints about bureaucracy and increased work, etc. But I regularly encounter a range of problems at programs where these three things are NOT in place, and I see just how much more work comes with NOT having these things in place. And, so, I’m going to keep saying it.

Here are the three things:

  • Have a mission statement for your volunteer engagement
    (Saying WHY your organization or department involves volunteers)
    This is at the heart of everything I say and recommend regarding volunteer engagement. This idea is what I would like to be identified with even more than virtual volunteering: that, in addition to carefully crafting the way you talk about the value of volunteers, your organization creates a mission statement for your organization’s volunteer engagement, to guide employees in how they think about volunteers, to guide current volunteers in thinking about their role and value at the organization, and to show potential volunteers the kind of culture they can expect at your organization regarding volunteers.
  • Required Volunteer Information on Your Web Site
    To not have this basic information about volunteer engagement on your web site says that your organization or department takes volunteers for granted, does not value volunteers beyond money saved in salaries, or is not really ready to involve volunteers.

If you have benefited from this blog or other parts of my web site and would like to support the time that went into researching information, developing material, preparing articles, updating pages, etc. (I receive no funding for this work), here is how you can help. 

United Nations site for people with disabilities is inaccessible

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The United Nations Development Program (UNDP) created a web site for the United Nations Volunteers (UNV) initiative called the UNDP-UNV Talent Programme for Young Professionals with Disabilities. It’s a program to recruit people with disabilities to serve as UN Volunteers. Its web site opens with this: 

UNDP and UNV commit to leaving no one behind. As part of this commitment, the Talent Programme promotes the inclusion of persons with disabilities into our workplace. The Talent Programme also aims to build a talent pipeline of highly qualified professionals with disabilities who can contribute to the development sector, and to attaining the Sustainable Development Goals (SDGs) at national and global levels.

In addition to the grammar problem in the first sentence, the UNDP web site for this initiative leaves lots of people behind: the web site is not accessible for people with disabilities.
The web site does not meet even basic accessibility standards as outlined by numerous organizations, including the Web Content Accessibility Guidelines (WCAG). The UN General Assembly has designated the Department of Global Communications as the focal point for web accessibility in the United Nations, and this UN web site talks about the UN’s commitment to online accessibility – which, unfortunately, UNV and UNDP haven’t followed for their initiative specifically focused on people with disabilities.  How can an initiative that says it promotes the inclusion of persons with disabilities in the workplace exclude those same persons online? As someone who has worked for the UN, I know the answer to this question, but shall save that for another time…

Highly qualified professionals with disabilities absolutely can contribute to the development sector and to attaining the Sustainable Development Goals (SDGs) at national and international levels. In fact, they do already – if you don’t know that, you truly are not paying attention.

I have worked with highly-skilled people with a variety of disabilities – as employees, consultants and volunteers, online and face-to-face serving as web masters, editors, researchers, designers and more. It’s not unusual for me to find out someone I’ve been working with for weeks or months is, in fact, legally blind, or deaf, or is a person with limited mobility. We meet regarding what they CAN do, not what they cannot, and I’ve benefitted greatly, personally and professionally, from their expertise and talent.

I emailed representatives of UNV and UNDP in early December, saying pretty much the same thing I’ve just blogged, and I tweeted to UNDP and UNV as well. In my post, I also recommend to UNV and UNDP the nonprofit organization Knowbility to help their web designers and developers to fix this dire accessibility issue on the web site. 

I got a reply via email on December 11th from “Erik on behalf of the UNDP-UNV Talent Programme for Young Professionals with Disabilities”:

Thank you very much for your feedback. We are aware of the limitations of the websites and currently have teams working on projects that are focused on making them user-friendly and compliant with accessibility standards. Since we launched this initiative, we have been able to reach a wide range of persons with disabilities as evidenced by increased numbers of candidates registered and of applications. We also provide the option to reach out to us in person in case specific assistance or concerns are needed in the application process. As we are a continuously learning organization, our goal is to strive for a fully inclusive working environment and take every opportunity to improve. We appreciate your patience and understanding. Please let us know if we can further assist you in navigating the site.

So, in other words, they mean to say: the site is working just fine, people are applying for this program, people who can’t navigate our website can just email us and we’ll help them with the process, and being a “continuously learning organization”, we can’t be faulted for not having an accessible web site for people with disabilities for a program designed especially for people with disabilities at the get-go. Don’t bother us.

I really hope that UNV and UNDP will realize how bad this makes the agency and this program look, and choose to RAPIDLY remedy this situation regarding the accessibility of their web site for a program meant to increase inclusion of professionals with disabilities. They made a mistake – no excuses. Let’s hope UNV and UNDP not only fix this web site, but make a future commitment to digital inclusion in all of their web sites – especially those that are supposed to cater specifically to people with disabilities.

If you would like to let UNV and UNDP know what you think of the site and their response, I urge you to email these four addresses:

  • Talent Programme <talent.programme@unv.org>
  • Anant Sharma <anant.sharma@undp.org>
  • Anjali Kwatra <anjali.kwatra@undp.org>
  • UNV Media <unv.media@unv.org>

Also see:

What should be on a corporation’s website re: CSR

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If your company has a corporate philanthropy program – it gives money to nonprofits, it supports nonprofit events by buying a table or other sponsorships, its employees volunteer as a part of a volunteer leave program or at events in partnership with the company – it should have at least a page on its website that offers an overview of these activities and your reasons for engaging in such.

Having corporate social responsibility information on a company’s web site not only helps communicate to people outside the company: it also helps a business’s employees to understand the company’s CSR activities and philosophy. Remember that ALL employees and consultants are potential messengers regarding a business’s CSR activities – they need to have a reliable reference point when friends, family and others ask them questions about their company. Having this information on the company web site ensures that there is a uniform message regarding CSR activities.

The link to a company’s CSR information can be on its home page, but most companies put the link on their “About Us” page. 

Here’s what absolutely needs to be on a company’s web site regarding its CSR activities:

  • A statement that provides an overview of the company’s CSR policy, especially with regards to its commitment to a particular cause or the community where employees work, send their children to school, etc.
  • An overview of what the company’s employees do as volunteers and how employee volunteering activities are structured (do they volunteer during company hours, as part of an official program or are employees encouraged to volunteer outside of work hours, but entirely independently? Is the company looking for volunteering opportunities that groups of employee volunteers can do together? Is the company looking for volunteering opportunities that groups of employee volunteers can do with their families?).
  • Information on how a nonprofit, non-governmental organization (NGO), school or other initiative can invite a company’s employees to volunteer with them.
  • An overview of how the company makes financial or in-kind donations, including sponsorships, and information on how a nonprofit, non-governmental organization (NGO), school or other initiative can apply for funds for financial and in-kind donations and sponsorships. If the company does not make financial or in-kind donations, nor purchase sponsorships, it should say so explicitly on its web site.
  • An overview of the financial contributions they company and employees make to the community – not just in donations, not just employee donation matching, but in tax payments to city, county, state and federal treasuries through tax payments.
  • Anything the company requires on the web sites of organizations it funds.

What can also be on a company’s web site regarding CSR activities:

  • An overview of what the company does to be a good to the environment. Does the company recycle materials that employees produce in the workplace? Does the company use recycled materials in its workplace? Does the company recycle all of its old computers, printers, smart phones and other electronics in an environmentally-appropriate way? Does the company have programs that encourage employees to carpool and use mass transit?
  • An overview of the company’s commitment to ethical business practices such as fair hiring, pay equality, safe working environments, adhering to fiduciary responsibilities, having an employee handbook with policies regarding harassment and discrimination, etc. If “corporations are people,” then this information is a must.
  • A statement of the company’s commitment to having an accessible web site, one that meets at least the basic guidelines for digital inclusion (videos are captions, people who have sight-impairments can navigate the web site because it’s been designed so that their assistive technology tools can navigate it, etc.).
  • Photos, videos and other updates about the company’s CSR activities.
  • Evaluations of the company’s CSR programs and their impact. What difference has employee volunteering made for nonprofits? Remember, that doesn’t mean a number of hours or a dollar value for those hours – it means how nonprofit clients or the community actually benefited from the time and talent.

It’s a good idea to invite representatives from nonprofits, charities and schools to provide feedback about a company’s online information about CSR activities. Can they find what they are looking for? Did they understand how to apply for funds – or understand that the company does not give financial donations? This can be done with a focus group or by simply offering a feedback form on the web site.

Look at the site’s web analytics regularly to make sure online CSR  information is being viewed and to see how web visitors are being directed to this information. Are they finding it using keywords in a search engine? From links from a certain page on the web site? Links from a nonprofit blog?

For more tips, see my list index of Corporate Social Responsibility (CSR) resources & advice for ethics, strategies & operations.

If you have benefited from this blog or other parts of my web site and would like to support the time that went into researching information, developing material, preparing articles, updating pages, etc. (I receive no funding for this work), here is how you can help. 

Call for papers on Marketing to Cultivate & Retain Donors, Members & Volunteers

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Call for papers: special issue of International Review on Public and Nonprofit Marketing on marketing to cultivate and retain donors, members and volunteers. Submission deadline: June 15, 2020.

From the marketing blurb:

Charities and other nonprofit organizations rely upon marketing to cultivate and maintain relationships with supporters, without which most nonprofit organizations would not have resources to fulfill their missions.  Given the mission-critical need for effective marketing strategies and tactics in order to attract and retain supporters such as donors, members, and volunteers; this special issue is especially timely. 

Manuscripts that further our knowledge on cultivating and retaining support from donors, members, and volunteers are encouraged.  A wide variety of related topics are desired beginning with identifying prospects to deepening the commitment of supporters.  Theoretical, empirical, and literature review articles (including meta-analyses) are welcome.

Manuscripts should be prepared following the normal guidelines for the journal and should be submitted through the journal’s online system.  Please be sure to submit your manuscript for this special issue when submitting through the online system.

The guest editor is Professor Walter Wymer, University of Lethbridge, Canada and he can be reached at walter.wymer@uleth.ca – for more information, refer to the journal’s website at https://www.springer.com/journal/12208

How long should text be to communicate effectively?

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  • How long should a web page be?
  • How long should text on a brochure page be?
  • How long should a press release be?
  • How long should a blog be?

I get these questions fairly often from nonprofits, NGOs, charities and small government offices.

Tweets have a text limit. Facebook posts have a limit on the amount of text you can post that will be seen in your timeline at a glance, without someone having to click “more.” But other communications products, in print and online, don’t have such strict character limits. So, how long should they be when it comes to their text?

A lot of communications professionals will tell you to make web page text, blogs, brochure text, etc., no longer than what would fit into a social media post. I am NOT one of those communications professionals.

I’m hearing people say, “People don’t read. Don’t write long bodies of text EVER, especially online.” I am NOT one of those people.

People have different learning styles: some prefer learning by engaging in an activity, some prefer learning by listening, some prefer to learn by watching, and some prefer to learn by reading.

People have different reading styles as well, even just online: some prefer reading short bits of text and seeing some short videos. But some do still like prefer – and WANT – to read comprehensive text, even if it’s “long.” What is great about a website is that your organization can easily cater to both of those groups: you can have a web page with introductory, summary, “catchy” text, or a video that’s just a minute long and gives the overview you think certain groups want, but that page or video can then link to the more in-depth information for all those many other people that want more information.

It’s worth noting that some people may want a bit of information today, but may come back later for more in-depth information. People rarely stay in exactly the same categories when it comes to how they want to access or consume information.

It’s also worth noting that by having in-depth information on your website, you create the messaging that everyone on your staff can refer back to, and that better ensures everyone is saying the same thing – that everyone is “staying on message.” It means your Executive Director, your receptionist, members of your board, volunteers – EVERYONE – can find the exact wording to describe absolutely everything about your program.

Catering to just one group of people when you are trying to communicate a message is a mistake. Don’t let any communications consultant or marketing manager pressure your organization into creating communications products only for the people that supposedly don’t like to read. Don’t be convinced that you can eliminate all of your long-form communications – you absolutely still need those.

If you have benefited from this blog or other parts of my web site and would like to support the time that went into researching information, developing material, preparing articles, updating pages, etc. (I receive no funding for this work), here is how you can help.