The document discusses strategies for engaging and retaining volunteers from different generations, particularly baby boomers and millennials. It explores the characteristics and motivations of each generation and provides suggestions for bridging the gap between them. These include assigning long-time boomer volunteers as mentors, recognizing contributions of both generations, and enlisting millennials in leadership opportunities to encourage participation and ownership. The goal is managing volunteers in a way that appeals to all generations.

1. Volunteer Management:
A New Way to Prosper
PRESENTED BY
TALISA THOMAS-HALL
Director of Membership and Affiliate Relations
National Association of College Admission Counseling
Principal,
The Center for Effective Organizations (The CEO)
Prepared for the ACCE Conference 2008
July 30 – August 2

2. Volunteer Management: A New Way to Prosper
 Session Goals
To explore the characteristics of three generations
1.
prevalent in today's business arena.
2. To examine the challenges of engaging Millennials
and retaining the Boomers.
3. To discus strategies for bridging the gap between
the two generations to build a healthy volunteer
base.

3. Generations by Definition
 Baby Boomers (born between 1940 and 1960)
 Concerned with political correctness, receiving
feedback and recognition for job performance.
 Willing to work a 60 hour week without complaining.
 This group is the best educated and wealthiest of
prior groups and future generations.
 This generation is known as the transitional
generation because they represent significant
changes in technology, automation, societal norms
and the overall workplace.

4. Generations by Definition
 Generation X (1960-80)
 Folks in their late 20s to mid-40s
 Action-oriented, concerned with getting things done
quickly.
 Unlike the GI and Baby Boomers, Generation X’ers
leave the office on time because they are concerned
about meeting their personal needs.
 They are also likely to ask “why” of job assignments
made by management.
 This group does not believe playing by the rules
results in promotions and upward mobility.

5. Generations by Definition
 Millennials (1980 -2000)
 People born between 1981 and 1999
 Viewed as multi-taskers who appreciate lots of
activities.
 Motivated by instant success
 The electronic social media generation
 Idea-generators

6. Generational Motivators
 Baby Boomers
Clear Policies and Procedures

Security and Stability

Being Value added

Affiliation for connection

 Generation X
Being a part of the process

Independence

Promotion

Affiliation for professional advancement

 Millennials
Quick to respond

Idea generators

Instant rewards

Affiliation for information and training


7. How can you learn
without
listening to the voice?

8. Engaging the Next Generation: Millennials
 Motivating factors for engagement
Education and professional development
1.
News and updates regarding the profession
2.
Certification
3.
Learning how to social network
4.
Peer networking
5.
Peer recommendations to join
6.
Leadership opportunities (credentials building)
7.

9. Engaging the Next Generation: Millennials
 Preferred method for delivering benefits
Prefers electronic delivery
1.
Interactive technology such as IM‟s and blogs are not necessarily
2.
preferred (interrupts work)
Prefers electronic methods that are easy to access at a time that
3.
is convenient (websites, RSS Feeds, listservs, Social Networks)
Personalized messages that are geared towards their interest
4.
Proactive information
5.
Information that is associated with career goals and areas of
6.
expertise

10. Engaging the Next Generation: Millennials
 Cost Considerations
Cost is ALWAYS a major consideration
1.
Offer payment plans whenever possible
2.
More likely to join/participate if dues are sponsored by
3.
employer
Incentives work! Example: Free electronic subscriptions offer
4.
immediate value.
When immediate value is perceived, the cost is less of an issue.
5.

11. Engaging the Next Generation: Millennials
 Value (the most animated portion of the discussion)
A “Path to Participation” that clearly details action items for
1.
obtaining certification, professional development
credentials, recognition and volunteer leadership positions.
Electronic networking tools
2.
Easy to access online directories
3.
A mentorship program that helps introduce student/entry members
4.
to the “real world” of the society/organization. i.e. Professional
shadowing
Practice tips included in journals, newsletters etc. (Tip sheets
5.
detailing how to apply news and information to your professional
situation.)
A Young Professionals‟ Forum
6.
Applicable recommendations and guidance from more experienced
7.
members.

12. Engaging the Next Generation: Millennials
 Additional Observations
 Millennials:
Wished they had been more aware of the value of affiliate

organizations earlier in their education/career
 Believe earlier affiliation would have positively impacted their
career choice
 Are most impressed by peer to peer recommendations.
 Are informed consumers but with little time to research value
 Require quick facts; a connection to value
 Trust recommendations and ratings (think EBay and
Amazon.com)
 Are turned off by marketing jargon and fluff
 Want incentives and free trials

13. Engaging the Next Generation: Millennials
S.W.O.T Analysis
By using a S.W.O.T Analysis
one can quickly identify important factors
that will assist in attracting and engaging
a specific generation.

14. Engaging the Next Generation: Millennials
S.W.O.T Analysis
STRENGTHS
WEEKNESSES
OPPORTUNITIES
THREATS

15. Retaining the Current Generation: Boomers
 Motivating factors for staying engaged
The opportunity to:
Leave a legacy
1.
Invest in the future of the organization
2.
Provide training from experience
3.
Stay connected
4.
Provide a historic prospective (Specialist, authoritative source)
5.

16. Retaining the Current Generation: Boomers
 Preferred method for delivering benefits
Ages 45 – 55 use Web 2.0 more than any other generation
1.
segment
Likes details and policies (research)
2.
Attracted to blogs; intrigued by new technology
3.

17. Retaining the Current Generation: Boomers
 Cost Considerations
Depending on employment status, cost may be an issue
1.
Special rates for retired members is a huge benefit
2.
Cost is associated with connection
3.

18. Retaining the Current Generation: Boomers
 Value
A sense of „belonging‟
1.
The opportunity to continue to contribute
2.
The opportunity to mentor and train others
3.
The chance to help maintain the integrity of the organization
4.
Recognition (lifetime achievements)
5.
Volunteer opportunities
6.
The chance to remain „sharp‟ and involved in issues that impact
7.
the organization and its members.

19. Retaining the Current Generation: Boomers
S.W.O.T Analysis
STRENGTHS
WEEKNESSES
OPPORTUNITIES
THREATS

20. Strategies for Engagement
The Key to
engaging and retaining a member
is OWNERSHIP.
The Key to Ownership
is BUY-IN

21. Strategies for Engagement
Boomers Millennials
Security Need value conveyed
A sense of belonging Cost is an issue
Recognition Wants recommendations from peers
Teaching opportunities Needs ratings
Mentoring A mentorship program
Leave a Legacy Professional development
Maintain Integrity of the organization Sponsors
Volunteer A Path to Participation
Stay involved, connected Social Networking Skills
Provides the historic prospective

22. Strategies for Engagement
Suggestions
Provide a member rating tool online for your products, programs, and services.
1.
2. Encourage long-time members to share quotes for online testimonies.
3. Assign long-time members to volunteer groups to:
Help welcome new members
1.
Provide professional development trainings
2.
Develop a „Path to Participation‟ document to share with new members.
3.
Volunteer as professional mentors to new members and emerging leaders
4.
Author and present content during conferences
5.
4. Enlist the Millennials in:
Focus groups
1.
Social Event Planning
2.
Articles for publications and Website
3.
Short term committees
4.
Provide participation incentives (conference discounts for committee service, etc.)
5.
5. Recognize the contributions of both generations

23. Strategies for Engagement
The most rewarding part of
recognizing differences
is realizing similarities.

24. Additional Resources
Available through the American Society for Association Executives
and the Center for Association Leadership (ASAE & the Center)
www.ASAECenter.org
Uncommon Threads: Mending the Generation Gap at Work
By: Brad Sago, DBA , Anderson University sagob@anderson.edu
Source: Executive Update
Feature
Published: July 2000
Reaching Generations X, Y, and Z
by Sarah Sladek
Closing the Gap: The Importance of Generational Inclusion
by Carla Rea
Generational Synergy
by Robert Olson Atul Dighe Sandra Sabo
Igniting the Next Generation of Leadership
by Laura Payne Hadley Schmoyer

25. Volunteer Management:
A New Way to Prosper
PRESENTED BY
TALISA THOMAS-HALL
Contact
Phone: 703.981.1143
Email: TalisaThomasHall@TheCEOnet.com
Website: TheCEOnet.com
For additional information and trainings.