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Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
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Recruiting Baby Boomer Volunteers and Managing Volunteer Stress

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This presentation was delivered at the HICAPP Conference in Sacramento in 2008. Slides provide information on recruiting and understanding baby boomer volunteers, how 4 generations in the workplace …

This presentation was delivered at the HICAPP Conference in Sacramento in 2008. Slides provide information on recruiting and understanding baby boomer volunteers, how 4 generations in the workplace interact and de-stress techniques.

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  • 1. HICAP Conference October 17, 2008 Recruiting Baby Boomers and Managing Volunteer Stress
  • 2. Session Goal & Key Objectives
    • Goal: To present information on recruiting Boomers
    • Objectives:
    • To understand emerging concepts about boomers as volunteers
    • To help your agency to “Boomerize” its volunteer opportunities
    • To identify strategies for change
  • 3. Four Generations in Workplace
    • The 4 generations of today’s workplace cover nearly 70 birth years from 1922 to 1986.
  • 4. 4 Generations in the Workforce
    • Traditionalists - 1922-1945
    • 75 million, 10% of workforce
    • Boomers - 1946-1964
    • 80 million, 45% of workforce
    • Generation X - 1965-1980
    • 45 million, 45% of workforce
    • Millennials – 1981-1999
    • 76 million, now entering workforce
  • 5. Generational Diversity in Workplace
    • Generation Gap
    • This is defined as occurring “when older and younger people do not understand each other because of their different experiences, opinions, habits and behavior”.
  • 6. Generational Clashpoints
    • Traditionals – “chain of command”
    • Boomers – “change of command”
    • Gen Xers – “self-command”
    • Millennials – “Don’t command – collaborate!”
  • 7. Clashpoints & Career Goals
    • Traditionals – “Build a legacy”
    • Boomers – “Build a strong career”
    • Gen Xers – “Build a portable career”
    • Millennials – “Build a parallel career”
  • 8. Clashpoints on Feedback
    • Traditionals “No news is good news”
    • Boomers “Feedback once a year with lots of documentation!”
    • Gen Xers “Sorry to interrupt, but how am I doing?”
    • Millennials “Feedback whenever I want it at the push of a button”
  • 9. Clashpoints around Rewards:
    • Traditionals “The satisfaction of a job well done.”
    • Boomers “Money, title, recognition, the corner office.”
    • Gen Xers “Freedom is the ultimate reward.”
    • Millennials “Work that has meaning for me.”
  • 10. Characteristics
    • Traditionals – Loyal
    • Boomers – Optimistic
    • Gen Xers – Balance/Skepticism
    • Millennials - Realistic
  • 11. Why all the fuss about Boomers?
    • Size of the cohort
    • Their expected longevity
    • Their different kind of retirement
    • Their experience and skills
    • Their interest in community involvement
  • 12. Volunteer Staff Characteristics
    • Traditionalists
    • Tradition, respect for authority
    • Conformity, blend in
    • Organizational loyalty
    • Adherence to rules/rigid
    • Delayed gratification
    • Refer to themselves as senior citizens
    • Retirement – vision=moving to Florida
    • Predefined phase of life
    • Boomers
    • Respect and authority have to be earned
    • Less conformity, individualism
    • Willingness to whistle blow
    • Choice and flexibility
    • Forever young/health & wellness
    • Retirement vision=exploring new civic engagement, lifelong learning and work opportunities
  • 13. Organizational Readiness
    • Needs Assessment
    • Physical Space Considerations
    • Technical Needs
    • Access to Organizational Resources
    • Associated Costs
    • Internal Culture Change
    • Volunteer Orientation to Agency
  • 14. Needs Assessment
    • Ask staff to think outside the box in terms of how they are currently using volunteers.
    • Analyze biggest program challenges and how professional/leadership volunteers can help build and expand program’s capacity.
  • 15. Roles Range of Incentives Enrich Opportunities Time Structure
  • 16. Two Types of Roles
    • Organizationally Defined
    • Created by staff with no input from volunteers
    • Volunteers recruited to fill existing roles
    • Volunteer-Defined
    • Start with Volunteer’s skills and interests
    • Opportunity is created
    • More effective ways to utilize specialized skills
  • 17. Teams
    • Types of Teams
    • Service delivery
    • Problem-solving
    • Leadership
    • Value of Teams
    • Increased job satisfaction
    • Increased retention
    • Increased creativity
    • Often self-directed
  • 18. Intergenerational Team
  • 19. Telecommuting
    • Volunteering from home or work through technology
    • Technology can be used to:
      • Complete tasks offsite
      • Enable direct client service
      • Manage distant volunteers
  • 20. Incentives/Perks
    • Presentation on program results
    • Token gifts
    • Major gifts
    • Expense reimbursement
    • Cash-equivalent benefits
    • Lifelong Learning Opportunities
    • Leadership Development
  • 21. Boomer Assignments
    • Evaluation volunteer
    • Interviewer
    • Marketing specialist
    • Researcher
    • Strategic Planning volunteer
    • Event planning
  • 22. Boomers Want:
    • Flexible hours, team-based, virtual and short-term assignments
    • Assignments that are meaningful and show impact
    • Participation in program meetings and “being treated like staff”
    • To be part of programs that are well run and innovative
    • Training and continuing education opportunities
  • 23. Exercise
    • Develop Your Own Volunteer Role
    • Based on using the “Developing a Compelling 55+ Opportunity” handout, develop a boomer type role you can use at your own agency.
  • 24. Recruitment Strategies
    • Professional associations
    • Lifelong learning centers
    • Corporations
    • Naturally Occurring Retirement Communities
    • Current Super volunteers
  • 25. Stategies
    • Listen to the volunteer needs and desires
    • Remember to ask for help
    • Be open and flexible to new ideas and new assignments
    • Start small, progress in an incremental process
    • Utilize self-managed or self-directed teams
    • Build an evaluation tool that evaluates your program and volunteer satisfaction
  • 26. Messages to Motivate
    • Traditionals
    • Your experience is respected here
    • It’s valuable to the rest of us to hear what has and hasn’t worked in the past.
    • Your perseverance is valued and will be rewarded.
  • 27. Messages to Motivate
    • Boomers
    • You’re important to our success
    • You’re valued here
    • Your contribution is unique and important
    • We need you
    • I approve of you
    • You are worthy
  • 28. Conflict Resolution
    • Handouts on conflict resolution for your toolkit.
      • Conflict Resolution outline
      • Win-win problem solving
      • How to deal with conflict
  • 29. Personal De-stress Techniques
    • Pranayama – deep breathing
    • Guided visualization
    • Acupressure
    • Chair yoga
  • 30. Contact Information and Resources
    • Mary Lynn Perry – [email_address]
    • Free on-line training – www.templecil.org/CapturingExperience
    • When Generations Collide , by Lynne c. Lancaster and David Stillman

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