Millennials -
Incorrigible or Innovative
A Fresh Look at Generation Y
Minnesota Mentoring Conference
October 2010
What is a Millennial?
Individuals born during the
1980’s and 1990’s. Mainly
consisting of teenagers
and 20 something’s.
What is your motivation behind
engaging millennial
volunteers?
Discuss some Millennial
attributes and some
challenges in working with
Millennials. What change
can Millennials bring to
y...
Millennial Attributes
Individuality within one
cohesive group
Potential to succeed just because
‘you’ are ‘you.’
Diversity-
Not just expected but assumed
 The Millennial Generation will continue to
become even more diverse due to immigration
Millennial Difference: Diversity
...
World Travel and Mobility-
The New Normal
Inclusivity and Equality
Innovative Technology
13
Adult Millennials Drive Social Network Use
Based on weekly or more frequent users, ranked by Adult Millennials
 Genera...
14
Word-Of-Mouth Dominates As Source Of Coolest, Hottest, Latest
Based on Adult Millennials who say the source applies to ...
Generational Comparison
Traditionalists Boomers Xers Millennials
Outlook Practical Optimistic Skeptical Hopeful
Work ethic...
Generational Clash Points
Traditionalists Boomers Xers Millennials
Career
Goals
Build a legacy Build a
stellar
career
Buil...
Millennial Volunteering
Trends and Highlights
• In 2009, 10.8 million Millennials dedicated
1.1 billion hours of service to
communities across the...
Millennial Volunteer Trends
Corporation for National and Community Service,
www.volunteeringinamerica.gov, 2009.
How do Millennials Volunteer?
Corporation for National and Community Service,
www.volunteeringinamerica.gov, 2009.
Pinpoint Motivation
Why would a Millennial choose to
volunteer their time?
• Opportunity to make an impact, see real resul...
Are Millennials volunteering with
your organization? What could be
the reason they aren’t currently
volunteering?
(Handout)
Section 5-
Best Practices
Rethink the structure of your
position design.
• Do you allow for schedule flexibility and
varied forms of commitment (epi...
Recruitment & Position Design
Pointers:
• Choose your words carefully
• Emphasize benefits(flexibility, professional
devel...
Position Design
Learn from Corporate Job Design and
Recruitment Tools
• Cardinal Health-Youth Intern Program
(Handout)
Working with Millennial Volunteers
Boundaries
•Ground rules
•Expectations
•Room for Ownership
Working with Millennial Volunteers
Make feedback a priority
• Timely and up to date
• Measurable
• Build trust
Retention
• Find multiple ways to support volunteers
• Feedback, Feedback, Feedback
• Provide opportunities to learn new t...
Wrap Up
How does YOUR organization
measure up?
(Handout- Organizational Assessment)
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2010 Conference 1C: Millennial Volunteers

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These are the slides from MAVA's workshop on Millennial Volunteers presented at the 2010 Minnesota Mentoring Conference

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  • Study #
    Month/Year
    Q.
  • 2010 Conference 1C: Millennial Volunteers

    1. 1. Millennials - Incorrigible or Innovative A Fresh Look at Generation Y Minnesota Mentoring Conference October 2010
    2. 2. What is a Millennial? Individuals born during the 1980’s and 1990’s. Mainly consisting of teenagers and 20 something’s.
    3. 3. What is your motivation behind engaging millennial volunteers?
    4. 4. Discuss some Millennial attributes and some challenges in working with Millennials. What change can Millennials bring to your organization?
    5. 5. Millennial Attributes
    6. 6. Individuality within one cohesive group
    7. 7. Potential to succeed just because ‘you’ are ‘you.’
    8. 8. Diversity- Not just expected but assumed
    9. 9.  The Millennial Generation will continue to become even more diverse due to immigration Millennial Difference: Diversity Millennial Strategy Program® Source: US Census, 2006 99
    10. 10. World Travel and Mobility- The New Normal
    11. 11. Inclusivity and Equality
    12. 12. Innovative Technology
    13. 13. 13 Adult Millennials Drive Social Network Use Based on weekly or more frequent users, ranked by Adult Millennials  General or broad social networking sites 52%  Niche or focused social networking sites 25%  Social play sites 28% Gen Xers  General or broad social networking sites 29%  Niche or focused social networking sites 14%  Social play sites 13% Boomers  General or broad social networking sites 13%  Niche or focused social networking sites 7%  Social play sites 9%Millennial Strategy Program® Source: US Census, 2006 Q. 40-42 The following are types of social sites online. How often, if ever, do you use the following online sites – accessing the Internet with any device (computer, laptop, smartphone, PSP, etc)?  General or broad social networking sites 44%  Niche or focused social networking sites 19%  Social play sites 29% Pre-Teens/Teens Adult Millennials Millennial Tapestry. 2008 Frank N. Magid Associates, Inc.
    14. 14. 14 Word-Of-Mouth Dominates As Source Of Coolest, Hottest, Latest Based on Adult Millennials who say the source applies to them Millennial Strategy Program® Source: US Census, 2006 Q. 60(A-L) How important are each of the following in helping you keep up with the latest trends, the coolest things to do, or the hottest things to buy? *Asked of those 18 or older with kids My friends My kids* My parents Magazines Web sites Programs on Cable TV Programs on Network TV Social networking sites TV commercials Newspapers Blogs Billboards
    15. 15. Generational Comparison Traditionalists Boomers Xers Millennials Outlook Practical Optimistic Skeptical Hopeful Work ethic Dedicated Driven Balanced Determined Leadership by Heirarchy Consensus Competence Pulling Together Relationships Personal Sacrifice Personal Gratification Reluctant to Commit Inclusive Zemke, Raines, Filipczak. Generations at Work, 2000.
    16. 16. Generational Clash Points Traditionalists Boomers Xers Millennials Career Goals Build a legacy Build a stellar career Build a portable career Build parallel careers Rewards The satisfaction of a job well done Money, title, recognition, the corner office Freedom is the ultimate reward Work that has meaning for me Job Changing Job changing carries a stigma Job changing puts you behind Job changing is necessary Job changing is part of my daily routine Zemke, Raines, Filipczak. Generations at Work, 2000.
    17. 17. Millennial Volunteering
    18. 18. Trends and Highlights • In 2009, 10.8 million Millennials dedicated 1.1 billion hours of service to communities across the country. • 21.6 percent of Millennials volunteered in 2009 (21.5% in 2008). • Religious institutions are the most popular places through which Millennials volunteer. Corporation for National and Community Service, www.volunteeringinamerica.gov, 2009.
    19. 19. Millennial Volunteer Trends Corporation for National and Community Service, www.volunteeringinamerica.gov, 2009.
    20. 20. How do Millennials Volunteer? Corporation for National and Community Service, www.volunteeringinamerica.gov, 2009.
    21. 21. Pinpoint Motivation Why would a Millennial choose to volunteer their time? • Opportunity to make an impact, see real results and be CHALLENGED • See volunteering as a part of their Work Life Balance • Professional development and resume building opportunities
    22. 22. Are Millennials volunteering with your organization? What could be the reason they aren’t currently volunteering? (Handout)
    23. 23. Section 5- Best Practices
    24. 24. Rethink the structure of your position design. • Do you allow for schedule flexibility and varied forms of commitment (episodic volunteers, seasonal internships)? • Do you provide opportunities for Millennials to engage in leadership roles? • Do you provide a continuous system of feedback and supervision? • Do you allow for Millennials to gain ownership of project based assignments?
    25. 25. Recruitment & Position Design Pointers: • Choose your words carefully • Emphasize benefits(flexibility, professional development, etc.) • Get the word out
    26. 26. Position Design Learn from Corporate Job Design and Recruitment Tools • Cardinal Health-Youth Intern Program (Handout)
    27. 27. Working with Millennial Volunteers Boundaries •Ground rules •Expectations •Room for Ownership
    28. 28. Working with Millennial Volunteers Make feedback a priority • Timely and up to date • Measurable • Build trust
    29. 29. Retention • Find multiple ways to support volunteers • Feedback, Feedback, Feedback • Provide opportunities to learn new tasks and tackle challenges • Emphasize their effectiveness as a volunteer • Never underestimate a written or verbal thank you
    30. 30. Wrap Up How does YOUR organization measure up? (Handout- Organizational Assessment)
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