As a volunteer firefighter, I’ve seen my fair share of chaos, from blazing infernos to the occasional cat stuck in a tree (seriously, have you ever seen a dead cat in a tree?). But let’s talk about the unsung heroes of our world: volunteers. They charge in, ready to help, but as we’ve learned, it’s easy to expect too much from them. So, let’s put on our thinking helmets and dive into this burning question: Are we expecting too much from our volunteers?
Volunteers are like the rookie firefighters who show up with all the enthusiasm in the world—until they realize the hose is heavier than it looks (metaphorically), and the inner politics are not easy to navigate (I’ll write more about this in a future blog). They want to help, and they do, but expecting them to perform like seasoned pros can lead to some “hot” messes on a scene. Now, in my heart, I don’t think this applies to every volley, however, some who moonlight as a firefighter treat the profession like a hobby and don’t train unless it is a real-life event. It is kind of like running a marathon and then going back to train for the distance… doesn’t make sense, but some can do it. As we know, training on high-risk, low-frequency events saves lives… but if you don’t train, are you ready to face the flames? Do you want the untrained RIT firefighter coming to your rescue? I rest my point; training is how we give ourselves the edge to stay alive when the crappy patties are hitting the fan and the odds are stacked against us!
The Heat of Expectations
As our call volume increases and our training to-do lists grow longer, here’s where things can get a bit smoky:
1. Time Commitment: Many volunteers have jobs, families, and their own lives to juggle. Asking them to commit to a (free) on-call status might send them running faster than a fire engine at rush hour. “Sorry, Chief! I’ve got a date with Netflix!” So, be respectful of their time and understand that family comes first! You are no good on the fireground if your mind is elsewhere, so think before you make something mandatory… is it really or can someone make it up at a later date? Do you need the Saturday - all-day - event? Or, can it be condensed into small training blocks?
2. Skill Requirements: Oh, man… if OSHA and the NFPA mandate one more requirement, my head is going to explode! Sure, some volunteers might have a knack for attending training events, but unless they’ve been trained to wield a fire hose like a pro, don’t expect them to save the day solo (this comment goes back to the last blog and responding alone to calls). Remember, putting out fires is a team sport, which often requires training together, not as one! When you do have members show up for training, make sure it is relevant and worth their time. Otherwise, people will check out mentally and not retain anything other than the anxiety of having to get back to their life outside the firehouse. It is a fine line to walk, but if you pull out a safety net, it shouldn’t be too bad.
3. Emotional Labor: Fighting fires is intense. Volunteers might think they’re signing up for a fun day of training, but they could end up facing some seriously tough situations (some stuff you can’t avoid and requires physical effort). If they’re not prepared, it’s like throwing them into the deep end without a life jacket. In return, you may lose members if you make the training event too tough. So, what do I suggest? Start slow and work your members up to something more advanced. Coming out “hot” right from the start only frustrates members and makes them feel inadequate on the fireground (yes, we all have feelings that are related to the effort we put out). Don’t get me wrong, you want to challenge your members, but just make sure the goal is clear, and the need is present. Otherwise, you are wasting your time and effort.
So how do we ensure our volunteers don’t end up feeling like they’ve been thrown into a blazing inferno without a drop of water? Here are some tips:
Clear Communication: Let’s make sure everyone knows what they’re getting into. “Volunteering” shouldn’t come with a side of mystery. Give them a clear picture of what to expect—no one wants to show up thinking they’re just going to play with the hose and end up battling a three-alarm fire with no manpower! As Simon Sinek says… “help them find their ‘why’ and the rest will fall into place. As an instructor or leader, you should know how to do this or at least bring it to an emotional level. Simple saying… “Do A or you will die” is not enough. You need to go deeper than that and make training personal. For example, use a real-life story to set up the training and then focus on key points in the story as to why the training is necessary. If you see heads nodding, you are on the right track!
Training and Support: Think of training as the fire safety seminar no one wants to attend but secretly appreciates when they’re elbow-deep in a crisis. Equip your volunteers with the skills they need—because nothing says “teamwork” like everyone knowing how to operate the equipment safely. As the overused saying goes… “KEEP IT SIMPLE.” I think everyone is trying to put their spin on the fire service and it is often overshadowed by opinion versus tried and true methods (yes, I said it!). For instance, if you are teaching searches above the fire, have your members practice without the TIC. It reinforces good techniques while preparing them for when (yes, when) technology fails. Win-win, right? Set a timer. Set up obstacles. Have some laughs! But, most importantly, make it fun!
Recognize and Appreciate: A little gratitude goes a long way. A simple “thank you” or a goofy award (like “Best Firefighter in Training”) can keep morale high. It’s the little things that remind volunteers they’re valued, even if they accidentally spray the chief instead of the flames. Make your folks feel valuable and they will take you the distance as a leader. Make them feel like “you’re doing it wrong,” and they will end up resenting you, regardless of what you are trying to teach them.
Encourage Feedback: Create an open space where volunteers can share their thoughts. Sometimes the best ideas come from those who aren’t weighed down by years of experience—and maybe they just really want to know why it is important. Listen, there is a time to be the dictator on the fireground, but don’t be it all the time in training. Ask your members to provide feedback about where they are lacking in training and try to work on it often to get them up to speed. You’d be surprised how quickly they can adapt and overcome issues on a drill night.
Be Flexible: Life happens! If a volunteer must bow out because they’ve been recruited for a family function, let them go. Flexibility keeps the team strong and prevents anyone from feeling like they’ve been left to fend off a wildfire alone. If it is ninety degrees out, don’t have them dragging hose lines… instead do a water rescue drill and let them save their energy for the big one. Common sense can take you a long way in this profession, especially when it comes to being flexible on drill night.
Conclusion: Let’s Lighten Up. I know we all must follow the NFPA/OSHA playbook, and it is important to the safety of everyone on the fireground, but sometimes we need to step back and evaluate the training programs before they are made mandatory for all. Volunteers are invaluable to our firefighting efforts, but it’s crucial to remember they’re there because they want to help, not because they signed up for a headache. The headache should start after the promotion, right? Well, not really… maybe I will touch on that topic in a later blog. For now, by managing expectations and adding a dash of humor, we can create a supportive environment for everyone involved and leave the “kitchen sink” at home.
If I have one piece of advice… don’t ever stop having a good time at the firehouse. When the laughs stop, people walk!
Stay safe, Dr. M
