Rebellion can drive positive change. If the volunteer is invested in the work and has pushback on decision making, you should listen. You might find that they see something the paid staff misses. Too much rebellion can drive disharmony. Too much pushback can be a sign of a misalignment. Maybe there is a shift in culture or a change in the org structure that no longer works for the volunteer. In this case, it might be time to help them find some new projects with other orgs.

The philosophical approach to managing a rebellious volunteer views their behavior not as disruptive but as an opportunity for growth and innovation. Such individuals challenge existing norms, prompting reflection and new ideas. To manage this, one should embrace the challenge, actively listen to their concerns, encourage open communication, and find common ground. Empowering the volunteer by offering leadership opportunities, providing mentorship, and offering positive reinforcement can help them grow while aligning their efforts with organizational goals. Ultimately, a mindset of empathy and growth can turn a difficult situation into a mutually beneficial experience.

* Start by talking to them one-on-one. Ask open questions like, "I’ve noticed some challenges lately—how are you feeling about your role?" Often, rebellion stems from feeling unheard or misunderstood. *Remind them of the mission and their role in the team. Be clear about the importance of teamwork and respectful behavior. *If their behavior is disruptive, explain its impact gently but firmly: "When this happens, it affects the team in these ways..." *Ask how you can support them to make their volunteering experience better. Sometimes a small adjustment (like changing tasks) can solve the problem. *If the behavior continues, outline clear consequences. For example: "We need this to improve, or we’ll have to discuss next steps."

In my experience, I recommend having a private conversation first and listening to their perspective and concerns. Try to understand why they're acting rebelliously because there may be valid frustrations or misaligned expectations. Clarify expectations and roles. Explain how their actions impact the team and organization's goals. Find ways to leverage their passion and ideas constructively. If these steps dont help improve the situation, you may need to reassign them to a different role that better fits their style or have them work with a different supervisor.

Here are some strategies to help manage the situation effectively: Seek to understand the root cause, reinforce mission and values, clarify roles and responsibilities. Identify skill gaps; if rebellion is linked to a lack of confidence or knowledge, offer additional training or mentorship to boost their confidence and capability. Invite solutions to involve them in brainstorming solutions for any challenges they face. When they have a say, they may feel more motivated to cooperate. Promote Team-Building. Organize activities to strengthen bonds, build trust, and encourage better communication. This approach allows respect, and accountability, giving the volunteer the chance to improve while also protecting the team’s harmony and mission.