Why is it important to engage Millennials in your organization? During this presentation and workshop, Nancy Dunleavy (Founder and CEO, Dunleavy & Associates) and Dave Gloss (Co-Founder and CEO, Here’s My Chance) discuss generational characteristics and talk about what it really means to have intergenerational and next-gen support within not-for-profit organizations.

1. ENGAGING THE YOUNGER GENERATIONS AS
EMPLOYEES, VOLUNTEERS AND DONORS
September 9, 2014

2. What is

3. The Multigenerational Workforce
GENERATIONAL INFLUENCES
¨ Wars
¨ The Economy
¨ Terror
¨ Parental Influences
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4. The Multigenerational Workforce
Traditionalists Baby Boomers Generation X Generation Y
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• Disciplined
• Duty
before play
• Adhere to
the rules
• Efficient
• Logical
• Do what it
takes
• Task-oriented
• Self-reliant
• Independent
• Multitasking
• Group-oriented
• Explain why
WORK ETHIC
Crumpacker, Jill M. “Succession Planning and Generational Stereotypes: Should HR Consider Age-Based Values
and Attitudes a Relevant Factor or a Passing Fad?”. Public Personnel Management. 36:4 (2007) p349-369.

5. The Multigenerational Workforce
Traditionalists Baby Boomers Generation X Generation Y
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• Formal
• Written
• Chain-of-
Command
• Face time
• One-on-one
• In-person
• Direct
• As needed
• E-mail/Voice-mail
• Instant
Messaging/
texting
• Lots of cc’s
COMMUNICATION
Crumpacker, Jill M. “Succession Planning and Generational Stereotypes: Should HR Consider Age-Based Values
and Attitudes a Relevant Factor or a Passing Fad?”. Public Personnel Management. 36:4 (2007) p349-369.

6. The Multigenerational Workforce
Traditionalists Baby Boomers Generation X Generation Y
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• Avoid
Conflict
• No news is
good news
• Show me the
money
• Promotion /
Title
• Direct: “Tell
me how I am
doing”
• Instantaneous
• Seek
Approval/
Praise
FEEDBACK
Crumpacker, Jill M. “Succession Planning and Generational Stereotypes: Should HR Consider Age-Based Values
and Attitudes a Relevant Factor or a Passing Fad?”. Public Personnel Management. 36:4 (2007) p349-369.

7. Observing Generational Characteristics
“They are ‘digital natives,’ meaning that they’ve largely grown up with technology and
social media, using these new tools as a natural, integral part of life and work.”*
“U.S. Millennials are all about instant gratification. They put a premium on speed, ease,
efficiency, and convenience in all their interactions…This preference for efficiency is even
reflected in how they participate in causes .”*
* Boston Consulting Group, “The Millennial Consumer,” 2012.
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8. The “Do-it-yourself” Generation
“….they research, they are practical, they are mobile, they are in a hurry, they
care about your corporate culture, and they want to tell their friends
about their experience with your brand.”
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9. Defining Assumptions & Biases
“Non-Millennials tend to view them far less kindly, often
referring to them as ‘spoiled,’ ‘lazy,’ or ‘entitled.’ These
perceptions may be coloring how executives and co-workers
view the Millennial colleague”
* Boston Consulting Group, “The Millennial Consumer,” 2012.

10. THE BIG QUESTION:
How do you get
Millennials to care
enough to give?
THE END GOAL:
Gain their trust.
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11. What do Millennials want?
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12. To be inspired…
Millennials support causes they are PASSIONATE about
“It’s up to organizations to
inspire them and show them
that their support can make
a tangible difference on the
wider issue.”
The Question is: How?
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13. To connect…
“Millennials prefer to share information about the cause”
Engaging the tech-savvy Millennial audience:
§ “Crafting mobile-friendly email
content that calls readers to
action”
§ “Write news or action-oriented
headlines to deliver
organizational news”
§ “Posting regularly on Facebook,
especially with images (the most
shared item)”
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14. How do Millennials like to be asked?
“A generation definitely connected by technology and
social media, but more inspired to give and volunteer by
personal engagement and human connection.”
Achieve & JGA, 2010
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15. WHY is it important to gain Millennials’ trust?
Long-term returns…CULTIVATING CHAMPIONS
“[Millennials] set high standards for themselves. They've been working on their résumés practically
since they were toddlers, because there are so many of them and so few (relatively speaking) spots at
top schools and top companies. They're used to overachieving academically and to making strong
personal commitments to community service. Keep them engaged, and they will be happy to
overachieve for you.”
“Mentoring Millennials” by Jeanne C. Meister & Karie Willyerd (HBR)

16. Group Discussion
Achieve & JGA, 2011