What You Need to Know About Generational Differences in Your Volunteer Workforce

Cathy Grady and Emily Crenner

*Generation V(olunteer)!

*Generation Theory

*Generation- “An identifiable group that shares birth years, age location, and significant events at critical development states.”

* Kupperschmidt, 2000

*Disclaimers*Everybody is different and generational traits

are only one part of who we are

*There is no one agreed upon start and end year for each generation – there is no one icon or event that characterizes each

*“The specific affectations of a generation’s formative years DO bind them together in exclusive ways.”* Generations at Work, Zemke, Raines and Filipczak

*Generation Groups

Traditionalists 1925-1944Baby Boomers 1945-1964Generation X 1965-1984Millennials/Y 1985-2004

*My Generation

*Do you believe in generational differences?

*What people, places, things, events that define your generation?

*What generational differences have you noticed?

http://www.youtube.com/watch?v=h6Zby_7ncK8 Generations montagehttp://youtu.be/M8uOR8QoTps Brookings Institutionhttp://youtu.be/i4JxRqWkNlQ Generations montagehttp://www.youtube.com/watch?v=fVHnug8H1MM Harvard Business Reviewhttp://www.youtube.com/watch?v=skYis9qPgVE Sitcom clip

*Generation Gap Break

*http://www.youtube.com/watch?v=skYis9qPgVE

AssetsLoyalDependableThorough and hardworkingDetail-Oriented Willing to volunteer many hours on regular basis; been volunteering for years

Liabilities

Change and ambiguity can be difficultHierarchical, military chain of command model Avoid Conflict

* Traditionalist Volunteers

Sources: http://www.wmfc.org/GenerationalDifferencesChart.pdf, http://www.scribd.com/doc/30670708/Motivating-Volunteers

AssetsAnxious to please Challenge the status quo Good at seeing the big picture Good team players Mission/service oriented Will go the extra mile Problem-solvers

LiabilitiesProcess-orientedCan be self-centeredRarely commit long-termOften juggling a lot of other activitiesResent not being able to make decisions about how to do their work

* Baby Boomer Volunteers

Sources: http://www.wmfc.org/GenerationalDifferencesChart.pdf, http://www.scribd.com/doc/30670708/Motivating-Volunteers

AssetsEnthusiastic, flexibleDirect communicators Eager to learn, very determined Like to get things done – results before processTechnologically savvy

LiabilitiesCynical; skeptical Dislike rigid work requirementsImpatient People skills can be lackingMistrust institutions

*Generation X Volunteers

Sources: http://www.wmfc.org/GenerationalDifferencesChart.pdf, http://www.scribd.com/doc/30670708/Motivating-Volunteers

AssetsCollaborativeGoal-oriented Highly educated QuickOptimistic & positiveTechnologically savvy

LiabilitiesInexperienced Need supervision & structureHigh expectations Lack of skills for dealing with difficult people

*Millennial Volunteers

Sources: http://www.wmfc.org/GenerationalDifferencesChart.pdf, http://www.scribd.com/doc/30670708/Motivating-Volunteers

*In a word…*Traditionalists are LOYAL

*Boomers are OPTIMISTIC

*Gen Xers are SCEPTICAL

*Millennials are REALISTIC

*Traditionalists

Volunteering is a civic duty

*Baby Boomers

Volunteer when they see a cause that impacts them directly

Want to give back

Know they can change the world

*Gen Xers

Source: http://www.scribd.com/doc/30670708/Motivating-Volunteers

Volunteer when they see a cause that impacts them directly

*MillennialsVolunteerism is civic dutyWant to give backNeed experience to complement their knowledge and education

Sources: http://www.scribd.com/doc/30670708/Motivating-Volunteers, http://www.mavanetwork.org/trends2012

*The Numbers

http://www.youtube.com/watch?v=fVHnug8H1MM

*Is your volunteer program based on a “traditionalist” model?

Considering these generational differences, how might you change your approach to volunteer: Recruitment?

Job design/management?

Recognition?

*Best Practices for Engaging Boomers (and generations to follow)from the Minnesota Association for Volunteer Administration (MAVA)

*Understand volunteers’ deep-seated need to have impact and use that understanding in all facets of how you involve them as volunteers*Focus the volunteer interview on learning the prospective volunteer’s passions, mutually designing his/her volunteer role and helping the volunteer determine if your organization is the right place to realize the impact he/she wants to have*Offer a wide choice of volunteer opportunities in all aspects of the organization’s operations and offer short-term and seasonal opportunities to maximize involvement.

* Best Practices for Engaging and Managing Generation X Volunteers

*Establish project-driven relationships, not “touchy-feely" relationships with them.*Recruit younger volunteers to work on teams with dynamic leaders who will act as mentors, care about them, and demand high performance.*Stay in touch, offering constant very specific feedback.*Never micromanage.*Let them be creative and do things their way.*Listen to them express their opinion.*Value their new ideas.

Source: http://www.volunteerpower.com/articles/GenX.asp

*Be specific about the end results of the project they are working on.

*Be sure they understand that you are depending on them to meet the deadlines.

*Establish certain checkpoints during the course of the project.

*Empower younger volunteers to work at their pace, making their own day-to-day decisions, mistakes and creative solutions. Let them know that you are holding them responsible for the end result.

*Xers:Best Practices

*Encourage questions and be generous in sharing information about the organization and the project.

*Train younger volunteers on skills and competencies that not only help your organization but also are something that interest them. They love win/win contractual relationships. They love to win and be rewarded for the effort that they put in.

*Xers: Best Practices

Communication with Volunteers: Traditionalists

Communication with Volunteers: Baby Boomers

Communication with Volunteers: Generation X

Communication with Volunteers: Generation X

Source: MAVA

*Generational Attributes

Traditionalists Baby Boomers Generation X MillennialsCommitted Competent Confident Conservative Dedication Doing more with less Ethical Hard-working Historical viewpoint Honor Linear work style Loyal to organizationOrganized Rules of conduct Sacrifice Strong work ethic Task oriented

Ability to handle a crisis Ambitious Challenge Authority Competent Competitive Consensus Leadership Ethical Good communication skills Idealism Most educated Multi-taskersRebellious Optimistic Strong work ethic Willing to take on responsibility

Adaptable Big Gap with boomers Can change Crave independence Confident Competent Ethical Flexible Focus on Results Independent Pragmatic Results driven Self-starters Self sufficient Sense of entitlement Willing to take on responsibility Willing to put in the extra time to get a job done

Best educated Confident Diversity Focused Fiercely Independent Focus on change using technology Globalism Think our of box Individualistic yet group oriented Loyal to peers Sociable Open to new ideas Optimistic Political Savvy (like the Boomers) Self –absorbed Sense of entitlement Techno Savvy - Digital generation Want to please others Hope to make life contributions to worldSeek responsibility

Source: http://www.wmfc.org/GenerationalDifferencesChart.pdf