HICAP Conference October 17, 2008 Recruiting Baby Boomers and Managing Volunteer Stress
Session Goal & Key Objectives <ul><li>Goal:  To present information on recruiting Boomers  </li></ul><ul><li>Objectives: <...
Four Generations in Workplace <ul><li>The 4 generations of today’s workplace cover nearly 70 birth years from 1922 to 1986...
4 Generations in the Workforce <ul><li>Traditionalists - 1922-1945  </li></ul><ul><li>75 million,  10% of workforce </li><...
Generational Diversity in Workplace <ul><li>Generation Gap </li></ul><ul><li>This is defined as occurring “when older and ...
Generational Clashpoints <ul><li>Traditionals – “chain of command” </li></ul><ul><li>Boomers – “change of command” </li></...
Clashpoints & Career Goals <ul><li>Traditionals – “Build a legacy” </li></ul><ul><li>Boomers – “Build a strong career” </l...
Clashpoints on Feedback <ul><li>Traditionals “No news is good news” </li></ul><ul><li>Boomers “Feedback once a year with l...
Clashpoints around Rewards: <ul><li>Traditionals “The satisfaction of a job well done.” </li></ul><ul><li>Boomers “Money, ...
Characteristics <ul><li>Traditionals – Loyal </li></ul><ul><li>Boomers – Optimistic </li></ul><ul><li>Gen Xers – Balance/S...
Why all the fuss about Boomers? <ul><li>Size of the cohort </li></ul><ul><li>Their expected longevity </li></ul><ul><li>Th...
Volunteer Staff Characteristics <ul><li>Traditionalists </li></ul><ul><li>Tradition, respect for authority </li></ul><ul><...
Organizational Readiness <ul><li>Needs Assessment </li></ul><ul><li>Physical Space Considerations </li></ul><ul><li>Techni...
Needs Assessment <ul><li>Ask staff to think outside the box in terms of how they are currently using volunteers. </li></ul...
Roles Range of Incentives Enrich Opportunities Time Structure
Two Types of Roles <ul><li>Organizationally Defined </li></ul><ul><li>Created by staff with no input from volunteers </li>...
Teams <ul><li>Types of Teams </li></ul><ul><li>Service delivery </li></ul><ul><li>Problem-solving </li></ul><ul><li>Leader...
Intergenerational Team
Telecommuting <ul><li>Volunteering from home or work through technology </li></ul><ul><li>Technology can be used to: </li>...
Incentives/Perks <ul><li>Presentation on program results </li></ul><ul><li>Token gifts </li></ul><ul><li>Major gifts </li>...
Boomer Assignments <ul><li>Evaluation volunteer </li></ul><ul><li>Interviewer </li></ul><ul><li>Marketing specialist </li>...
Boomers Want: <ul><li>Flexible hours, team-based, virtual and short-term assignments </li></ul><ul><li>Assignments that ar...
Exercise <ul><li>Develop Your Own Volunteer Role </li></ul><ul><li>Based on using the “Developing a Compelling 55+ Opportu...
Recruitment Strategies <ul><li>Professional associations </li></ul><ul><li>Lifelong learning centers </li></ul><ul><li>Cor...
Stategies <ul><li>Listen to the volunteer needs and desires </li></ul><ul><li>Remember to ask for help </li></ul><ul><li>B...
Messages to Motivate <ul><li>Traditionals </li></ul><ul><li>Your experience is respected here </li></ul><ul><li>It’s valua...
Messages to Motivate <ul><li>Boomers </li></ul><ul><li>You’re important to our success </li></ul><ul><li>You’re valued her...
Conflict Resolution <ul><li>Handouts on conflict resolution for your toolkit. </li></ul><ul><ul><li>Conflict Resolution ou...
Personal De-stress Techniques <ul><li>Pranayama – deep breathing </li></ul><ul><li>Guided visualization </li></ul><ul><li>...
Contact Information and Resources <ul><li>Mary Lynn Perry –  [email_address] </li></ul><ul><li>Free on-line training –  ww...
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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 interact and de-stress techniques.

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Recruiting Baby Boomer Volunteers and Managing Volunteer Stress

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

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