I think if RAFAC ran an anonymous well-being survey at the same time each year with the same questions they could get a benchmark for their engagement & retention - I suspect at the moment that data isn’t even covered or it relies on volunteers to push.
We run our Scout Experience Survey (SES) each year to find out what you think about Scouts. Whether you’re a young person, a volunteer or a parent/carer, the Scout Experience Survey is your chance to tell us what’s working well for you in Scouts and what isn’t.
As a thank you for taking part in the survey, we’ll enter you into a prize draw to win one of 30 prizes of £50 Amazon vouchers. Plus everyone who completes the survey will get a voucher code for 20% off at Scout Store (terms apply).
This is literally what I do every year at my company (of 60,000+ nationwide), including benchmarking against national equivalents.
But we have a budget and a dedicated team…
Having said that, I would be happy to get involved in something going out, I know we’ve done similar in the past. But I agree with other posts that say HQ wouldn’t like the results so won’t run it.
MOD had a behavioural psychology team that runs the annual AFCAS and ResCAS surveys (continuous attitude surveys). It wouldn’t be impossible to have them do a CFAVCAS but require investment. As we’re volunteers I doubt there would be an appetite as there is still a bit of “if you don’t like it, lump it” attitude
I certainly see an attitude within RAFAC that those who raise issues are seen as complainers, rather than any kind of growth mindset that would enable us to tackle the problems.
In an organisation full of volunteers, where the only thing you’re getting out of it is the warm and fuzzy that comes from doing your bit, making your people feel valued (through actually valuing them) is literally the only lever you can pull.
You don’t pay them, so they don’t need you like they do a day job.
You actually take away huge amounts of their free time, so you’re giving them a lot back if you push them away…
For most, there’s probably a natural lean towards leaving unless they’re getting something like shooting time / AT quals that they can’t get anywhere else.
Simply letting them volunteer and maybe giving them a uniform really isn’t the gift some people think it is.
I feel that you are stretching the analogy here. The operation of a lifeboat station is a totally different matter from running a cadet unit. I have had the unenviable experience of being out there in the dark in conditions which none of us; helicopters, aircraft or ships; would have willingly endured, but it was our job and we were paid to do it. The lifeboats were out there also, they were volunteers and didn’t have be.
Having subsequently talked to lifeboat crew about shared experiences I understand how near they came on occasions to disaster. It requires a special kind of trust to continue volunteering in those situations…
I somewhat agree but… If people are not happy they will walk. There are many in this organisation who are staying because it will be the cadets who will miss out if I leave.
It’s the same thing at a different point on the scale. Lacking trust in a person and faith in their ability to perform their duties is equally applicable - it’s just a different role.
That doesn’t reduce or dismiss the inherent danger and skill involved in crewing a lifeboat.