A volunteer who is rightly motivated will not object to background checks or other checks and balances designed to protect students.

Training and communication are essential. Quality volunteers are motivated by both.

The Secret of the ‘Ask’

So we have identified the why and who of volunteers. What about the how? How do we ask people to serve?

Most of us know there are some ways not to ask. The paradox of volunteers is that we cannot ask just anybody to work with students. It is not advisable to put a classified ad in your church newsletter, bulletin or on a Web site, which might portray working with teenagers as a job that can be done without commitment of time and emotion. I wouldn’t over-spiritualize the conversation by saying God revealed their name to you in a dream—unless it is true. Guilt and manipulation are not good motivators.

Good enlistment is crucial. Careful and prayerful consideration of the best people to serve in student ministry has to trump the pressing need to get a warm body in front of the seventh grade boys. It is likely the person you feel would make a good youth volunteer is already busy. Yet, they are motivated when they feel like their gifts and abilities would be an investment in lives of teenagers. When Jesus called the disciples, He didn’t promise them a good time—He promised to make them fishers of men.

Tips for Enlisting Volunteers

Here’s my short list of things you should do when you’re seeking youth ministry volunteers:

Generate excitement about the mission;

Set a positive example;

Establish and work toward goals;

Communicate accurately the job you want them to do;

Match the giftedness of individuals with the ministry job where there is a need;

Be sensitive to the needs of people, but create an environment of commitment;

Be known as a person who does not waste others’ time at meetings; and

Affirm good work.

Just Get Yourself Free

Now the tough part. How do we disengage volunteers who no longer are effective, who are teaching crazy doctrines, burned out, or are creepy to the students? Maybe you’ve heard rumblings of concern. Maybe group attendance has declined. Perhaps you’ve observed the volunteer acting questionably. It might be tempting to take Paul Simon’s advice from the song, “50 Ways to Leave Your Lover”:

You just slip out the back, Jack

Make a new plan, Stan

You don’t need to be coy, Roy

Just get yourself free

Hop on the bus, Gus

You don’t need to discuss much

Just drop off the key, Lee

And get yourself free.

When you realize there might be a problem with a volunteer, the worst but easiest option is to ignore it. As difficult as it is, the volunteer needs to be retrained or relocated.

Before approaching the volunteer, pray. Seek wisdom. Do your best to make sure a personality conflict or style issue is not at the root of the problem. Speak to someone you trust (perhaps the pastor) about your intentions, asking for help in remaining objective. If you still feel like a change needs to be made, make an appointment with the volunteer.

Begin a conversation with a specific outcome in mind: that a change needs to be made. It will help if you have considered all possible options. Of course, the best outcome may be disengagement, and if so, follow through. These conversations can get emotional. Maybe the person has been waiting for someone to provide a chance to move on. In some cases, the person has no sense of the problem, which can make for a tough conversation.

Regardless of the conversation outcome, it is important to remain redemptive. Even if the person reacts badly, you can remain a presence in his or her life. As difficult as it is to disengage a volunteer, the alternative is to ignore a problem, ultimately affecting the ability to minister to students.