Every Role Tells a Story 

In today’s fast-paced world, potential volunteers are bombarded with information. A simple list of tasks and responsibilities is rarely enough to grab someone’s attention.

To inspire people to get involved, we need to tell stories — stories that help them see the difference they can make and imagine themselves playing a vital role.

Storytelling turns a role description into an invitation. It’s not just about what needs to be done, but why it matters, who it helps, and how the volunteer’s time will make a lasting impact.

Why Stories Matter

Facts and figures are important, but they don’t always move people to act. Stories, on the other hand, create connection. They show real people and real outcomes, making the idea of volunteering tangible and personal.

Take this example:

“We need volunteers to help older people.”

It’s clear, but it’s also quite flat.

Now try this:

“When John lost his wife, he felt isolated and alone. Thanks to one of our amazing volunteers, he now has someone who visits every week for a chat over tea. You can be that friendly face for someone like John.”

The second version paints a picture. It stirs emotion and gives the reader a glimpse of the change they could bring about.

Starting with the ‘Why’

Before you write a single word of a role description, think about the deeper purpose behind the role.

• Why does this role exist?
• Who will it benefit?
• What would be lost if no one stepped into this position?

For example, rather than saying, “Provide admin support,” you could write:

“Help us run a smooth, welcoming service by keeping our records accurate — ensuring no older person misses out on vital support.”

By focusing on the impact, you create a sense of purpose that makes the role more appealing and meaningful.

Making the Volunteer the Hero

Your story should place the volunteer at the heart of the narrative. Instead of centering your organisation, focus on the journey a volunteer will go on — the connections they’ll make, the skills they’ll gain, and the difference they’ll see firsthand. Using simple, direct language like “you” helps potential volunteers imagine themselves in the role.

For instance:

“You’ll be the reassuring voice on the other end of the phone, offering support to someone who may be feeling overwhelmed or alone.”

This makes the description personal and relatable.

Bringing Stories to Life

Nothing is more powerful than real experiences. With permission, share quotes from current volunteers or anonymised stories from the people you support.

“I started volunteering as a way to give back, but I’ve gained so much confidence and met incredible people along the way.” – Sarah, Volunteer

This not only shows the positive impact of volunteering but also builds trust and authenticity.

You can also go beyond written stories. A short video, a photo diary, or a simple “day in the life” reel can be incredibly engaging on social media, giving potential volunteers a window into what the role is really like.

Creating Campaigns That Connect

Once you’ve shaped your stories, think about how to share them. A well-crafted story can be repurposed across different platforms:

• A moving case study can feature in your newsletter.
• A single quote can become a striking image for social media.
• A volunteer spotlight can sit proudly on your website.

The goal is to show the human side of volunteering, wherever your audience is most likely to see it.

Inspiring Action

At its heart, storytelling is about connection. When people understand the real, human impact of a role, they don’t just sign up to help — they feel motivated to be part of something bigger.

By telling stories with warmth and authenticity, you’ll not only attract new volunteers but also celebrate the incredible work of those who are already giving their time.

DBS (Disclosure and Barring Service) checks are an essential part of safeguarding, helping to protect those most at risk, particularly children and vulnerable adults. Many charities and voluntary organisations choose to carry out DBS checks for both employees and volunteers to ensure safe recruitment decisions and confirm that the right people are in the right roles.

There are four levels of DBS checks available – Basic, Standard, Enhanced, and Enhanced with Barred Lists – each providing different levels of information depending on the role. The type of check required will depend on the responsibilities of the position and whether it meets the eligibility criteria. Importantly, volunteers do not pay for DBS checks, although the process is carried out in the same way as for paid staff.

Once a certificate has been issued, volunteers can register with the free DBS Update Service. This service allows organisations to quickly check whether any new information has been added to a certificate, helping to keep safeguarding practices up to date. Registered volunteers will receive an annual email reminder to confirm whether they wish to continue their subscription.

To support organisations and volunteer managers, Kiran Rehal, Regional Outreach Adviser (Greater London) at the DBS, has provided a comprehensive guidance document. This resource explains how DBS checks work, which levels of check may apply to different roles, and how to support volunteers through the process. It also includes links to further information and official GOV.UK guidance.

• Download the guidance document on DBS Checks and Volunteering (PDF)

Corporate volunteering is on the rise, with more businesses keen to give back to their communities through practical, team-based activities. For local voluntary organisations, this is a great opportunity — but to get the most from it, clear planning and communication are key.

When done well, corporate volunteering can provide:

• Extra hands for one-off, time-limited tasks
• Help with physical or logistical jobs that you don’t have capacity to complete
• Financial support through donations or materials
• Increased visibility through staff engagement and advocacy

However, poorly planned activities can lead to confusion or frustration. A common issue is organisations not clearly outlining what needs doing, or what materials or prep are required. When roles are vague, it’s harder to attract support — and easier to miss out on the real benefits.

Top Tips for Success

• Be clear about your task list — what do you need help with, and when?
• Think practically — painting, gardening, packing, sorting, or clean-up days all work well
• Communicate any prep or materials required
• Appoint a point of contact for the day
• Always follow up with thanks and a short impact update

Supervision is one of the most important aspects of volunteer management—and yet it’s often under-resourced, informal, or treated as an afterthought.

The foundation of good supervision starts with clarity. Volunteers need to understand what their role involves, where the boundaries lie, and how their work connects to the organisation’s purpose. This means having well-defined role descriptions, clear lines of communication, and early conversations about expectations, values, and how things work in your organisation. When volunteers feel confident about what's expected of them, they’re more likely to feel safe, grounded, and able to give their best.

But supervision is about more than logistics. It’s about relationships. Volunteers need a named person who checks in, supports them, and helps them reflect on their experiences. This doesn’t have to be overly formal—but it does need to be consistent. Regular check-ins (whether monthly, fortnightly, or tailored to the volunteer’s needs) create space for honest conversations about how things are going. These sessions can cover practical matters, but they’re also a chance to explore the emotional side of volunteering, offer encouragement, and strengthen the volunteer’s connection to the organisation.

Providing training is another key part of good supervision. This includes not just induction, but ongoing opportunities to build confidence and skills—whether that’s learning about boundaries, trauma-informed approaches, communication strategies, or safeguarding. Volunteers who feel supported in their learning are more likely to stay engaged, and more likely to offer high-quality support to others.

Supervision should also include space for feedback—and that feedback should go both ways. Encouraging volunteers to reflect on their experience, and to share what’s working (and what isn’t), helps organisations stay responsive and values-aligned. When volunteers feel heard, they’re more likely to feel like a genuine part of the team—not just an extra pair of hands.

Recognition is also essential. It’s easy to overlook, but small gestures—thanking someone after a shift, celebrating their progress, or publicly acknowledging their contributions—can go a long way. For some volunteers, the role is a stepping stone to future opportunities; for others, it’s a meaningful way to give back. Either way, they deserve to feel valued and supported.

Lastly, it’s important to know when a volunteer role may not be the right fit. This doesn’t have to be a negative experience—it can be an honest, kind conversation that helps someone move on or find a role that suits them better. Having a clear process for this, and approaching it with care, helps protect the wellbeing of the volunteer and the wider organisation.

Supervision isn’t about control—it’s about connection. When done well, it builds trust, nurtures growth, and ensures that volunteering remains a mutually beneficial experience.

Young people bring energy, fresh ideas, and digital savvy — and more are looking for ways to get involved, gain experience, and make a difference. But attracting and supporting younger volunteers requires a tailored approach.

Many young volunteers are juggling studies, part-time work, or caring responsibilities. Flexibility is key — short-term, remote, or one-off roles often work better than ongoing commitments. Micro-volunteering or project-based tasks can fit more easily into busy lives.

What Motivates Young Volunteers?

Skills development – building CVs, gaining work experience

Social connection – meeting people, feeling part of something

Making a difference – climate action, social justice, and causes they care about

To engage younger volunteers:

• Be clear about what’s on offer – What will they do? What will they learn?
• Use their language and platforms – Promote roles on social media and through schools, colleges, or youth organisations
• Offer flexibility – evenings, weekends, and remote options make a big difference
• Recognise and celebrate – Certificates, references, or thank-you shoutouts matter
  

Involving young people in shaping roles and giving feedback helps build trust and ownership — they want to feel valued and included in the process.

With the right approach, young volunteers can become powerful ambassadors and future leaders. It's not just about filling roles — it's about building a generation of engaged citizens.

If you’d like to explore more ideas and practical tips on engaging young people in volunteering, here are some useful reads:

Tips for Nonprofits to Recruit Young Adults - VolunteerHub

Eight Easy Ways to Recruit Younger Generations - Sterling Volunteers

Tips for Recruiting and Engaging Young Volunteers - Volunteer Help Centre

Engaging and Supporting Young People to Volunteer - NCVO (UK guidance)

Flexible volunteering is reshaping how people across the UK give their time. 

Whether in Bromley or Bradford, volunteers want roles that slot around busy lives, shift work, and family commitments. It’s about making a difference—without fixed hours or pressure.

Many traditional roles can be adapted for greater flexibility

• Befriending or mentoring via phone or video calls at times that suit both parties. 
• Food bank support offered through drop-in rotas or one-off sessions. 
• Event volunteering split into shorter shifts rather than full-day stints.
• Digital roles like social media support, research, or admin done remotely.
• Street clean-ups or community gardening self-led with minimal coordination. 

Especially post-pandemic and amid rising living costs, volunteers value flexibility just as much as recognition. Offering options that fit around people’s lives lets them contribute meaningfully—without added pressure.

By combining fixed and flexible roles, you’ll open the door to more potential volunteers—and give them more reasons to stay.

What is Micro-Volunteering?

Quick, flexible tasks that need little commitment or training — often done remotely or in under 2 hours.

Who Gets Involved?

• The Time-Poor Giver – Balancing work, family, and life — but still wants to give back. Great for lunch breaks or Sunday evenings.
• The Digital Native – Young, connected, and keen to support online — from shares to short design tasks.
• The Creative-at-Home – Loves crafting, writing, or design. Flexible, expressive, and happy to work solo.
• The Thoughtful Retiree – Has time and wisdom to share — ideal for mentoring, editing, or a friendly phone call.
• The Curious First-Timer – New to volunteering. Micro-roles are a low-pressure way to start.

These modular, optional tasks are often remote and require little to no onboarding — making them ideal for testing volunteer engagement before investing in structured roles.

Further Reading

Macmillian Cancer Support: Micro-volunteering

Charity Excellence

Charity Digital