1. + HR + PR + Management Presented by Nicolette Winner, CVA Effective Volunteer/ Member Engagement

2. + Volunteer = Member

3. + Satisfaction is Key More than 1/3 of those who volunteer one year do not donate their time the next year – at any nonprofit. * To volunteer successfully there must be an infrastructure that can recruit, place, and manage prospective volunteers. ** * The New Volunteer Workforce, a report published by the Stanford Graduate School of Business in Winter 2009 ** Volunteering in America 2010 report produced by the Corporation for National and Community Service

4. + The Dream Volunteer

5. + What We Love Dependable Mature Experienced Dedicated Well-connected Altruistic Respected and respectful

6. + A Developing Problem Aging volunteer workforce Health issues Mobility struggles Cognitive questions Time for retirement? New volunteers aren’t filling our established roles

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9. + Generational Differences

10. + The Four Working Generations Traditionalist: Born before 1946 Baby Boomer: Born between 1946 and 1964 Generation X: Born between 1965 and 1981 Millennial: Born between 1982 and 1997

11. + Group Work: Generational Divide Where do you get your news? How do you prefer to be invited to a party? What one TV show or movie defines your generation?

12. + Baby Boomers 1946 - 1964

13. + Baby Boomer Background Social and political rabble- rousers First generation to be raised with TV Invented “keeping up with the Joneses” Relationship mongers Goal-oriented, competitive and confident Work centric Motivated by rank, wealth and prestige Hierarchal career ladder Workplace flexibility is foreign concept Encore careers Put their talents and skills to use!

14. + Recasting Retirement Have more control, more freedom and more time for personal interests and pursuits. "I'd like to apply the skills and knowledge I've acquired over a lifetime and use them to help someone." The notion of life as a journey with a future. No one wants to think of retirement as the beginning of the end. “I like to think of myself retiring to something as opposed to retiring from something.” Continued participation in life by learning, giving back or mentoring. "One of the best things you can do is to teach others what you know.“ Be a part of something "larger." "I would love to be part of a movement to make a difference, something bigger than just one person doing my best.“ (Mark & Waldman, 2002)

15. + How to Bag a Baby Boomer Position retirement as a time during which to explore passions and support causes Tap into professional skills and expertise Schedule around the volunteer Offer self-directed projects and manage using work plans Utilize entrepreneurial skills

16. + What to Watch The Big Chill The Graduate Kramer vs. Kramer Easy Rider Mississippi Burning The Help

17. + Generation X 1965 - 1981

18. + Gen X Background Working moms and divorce Fiercely independent and dislike micromanaging Well-documented: Came of age in digital revolution Adaptable Work hard/play hard Career ladder: lateral vs. upward Demands workplace flexibility

19. + How to Hook a Gen Xer Give outcomes, not rules Eliminate dysfunction Communicate and do it concisely Start with “what’s in it for you” Maximize volunteer time Tap into professional skills and expertise Schedule around the volunteer Offer self-directed projects and manage using work plans

20. + What to Watch Singles Reality Bites Clerks Roseanne Friends

21. + Millennials 1982 - 1997

22. + Millennial Make-up Tech savvy Value work/life balance Job-hoppers Crave meaning in their work Crave recognition Will sacrifice pay for flexible schedules and/or more vacation time Loves to work in teams Personal marketing… Image versus reality? Enjoys workplace flexibility Grew up with “zero tolerance”

23. + How to Snag a Millennial Create team-based projects Offer variety of trainings Stress impact Create connections Focus on technology

24. + What to Watch The Social Network Juno Toy Story Clueless How I Met Your Mother

25. + Take-Aways for the New Volunteer Workforce Be specific in your appeal and cut the fluff “What’s in it for me?” is more important than the cause Connect impact to the volunteer role “Date” before you “marry” Everything you do is marketing Don’t check professional expertise at the door Clearly define expectations

26. + Recruiting Volunteers

27. + Your Toolbox A point person Policies and procedures Clear position description Training plan Recognition plan Your sales pitch

28. + Elements of a Great Position Description Title (not “volunteer”) – Titles are free! Reporting structure Key Responsibilities Initial Impact Sustainable Outcome Qualifications (required and/or preferred) Training Provided Time Commitment Benefits

29. + Crafting Your Pitch Sell the benefits – WHAT’S IN IT FOR ME??? Share the requirements Think like a marketing guru Tailor your pitch to your audience Keep it short

30. + Volunteers Needed: Callers Call students who haven’t reported reading a book in at least two weeks We give you a report with names, schools and phone numbers. You call the numbers and note the results. Script provided. Must be at least 18 years old, able to maintain confidentiality, and be detail-oriented. Must enjoy making a LOT of phone calls. Be pleasant! Time commitment is 4 hours weekly from June – August Use your own phone. Google Voice can be used via computer/mic or smartphone if needed.

31. + Group Work: Perfect Your Sales Pitch

32. + Targeting Your Recruitment “Warm body” approach versus targeted approach Exclusivity is hot Determine skills, qualifications, and attitude needed to complete project Date before marrying Quality over quantity

33. + Where to Look Schools Colleges, universities and tech schools Companies – large and small Faith-based groups Service clubs Professional organizations The bleachers at kids’ activities Friends of current volunteers Fitness centers Restaurants Social media Specialty web sites Anywhere people gather Others?

34. + Got ‘Em… Now What do I do with Them? Interview Screen for appropriateness Does candidate have appropriate skills/availability/experience? Background References Orient and train Orientation to organization being served Train to the task Above all, trust your gut!

35. + Supervising Volunteers and Managing Members

36. + The Effects of Bad Supervision Retention Poor performance Staff and leadership buy-in Clients Organization’s image Ability to recruit future supporters

37. + Effective Supervision Clearly define expectations When in doubt, spell it out! Written Verbal Provide on-going support and resources Remember to supervise the way your volunteer prefers, which may be different from the way you want to be supervised

38. + David McClelland’s Social Motivators Dominant Motivator Characteristics of This Person AchievementHas a strong need to set and accomplish challenging goals; Takes calculated risks to accomplish goals; Likes to receive regular feedback on their progress and achievements; Often likes to work alone AffiliationWants to belong to a group; Wants to be liked, and will often go along with whatever the rest of the group wants to do; Favors collaboration over competition; Doesn’t like high risk or uncertainty PowerWants to control and influence others; Likes to win arguments; Enjoys competition and winning; Enjoys status and recognition Note: Those with a strong power motivator are often divided into two groups: personal and institutional. People with a personal power drive want to control others, while people with an institutional power drive like to organize the efforts of a team to further the company's goals. As you can probably imagine, those with an institutional power need are usually more desirable as team members! Source: www.mindtools.com/pages/article/human-motivation-theory.htm

39. + Which Motivator Speaks to You? Get in groups according to your motivation! Not sure which applies to you? Guess. There is no wrong answer! Types of positions you would prefer to hold Your preferred recognition method(s) Your preferred supervision style

40. + Self-Directed Volunteers Volunteer Work Plans Design collaboratively with volunteer and leader Include outcome statement Include objectives and corresponding tasks Add due dates Assign tasks Establish overall timeline Detail resources, including check-in meetings Sign off

41. + Dealing with Difficult Volunteers The four R’s: Retrain, Redirect, Retire and Refer The best defense is a good offense. Rules should be written and acknowledgement signed. Address issues immediately and document them.

42. + Group Projects

43. + Picking Your Project Determine your cause Determine the minimum and maximum numbers in your group, minimum age of volunteers, availability, and other project parameters Contact appropriate organizations tackling your cause Follow up until project is secured

44. + Preparing Your Volunteers Communicate concisely and frequently Include the information you would want to know: What to wear Where to go (address & landmarks) Where to park (and is there a cost?) Who to ask for What time to arrive What time you leave What to bring (supplies, water, sunscreen, bug spray, etc.) Where to store personal items What will be provided Emergency contact information Back-up plan

45. + Preparing for Your Volunteers Have supplies ready and in one location Have instruction sheets prepared and sign-in sheets ready Prep your project supervisor(s) Have a back-up plan Determine media needs

46. + Day of the Event Orientation Project Clean-up Reflection Thank You

47. + After the Event Send a thank you Tag in social media Nominate for awards Highlight in print materials Invite them back

48. + Top Volunteer Complaints I didn’t know what to do. They left me alone. I had the wrong tools. They weren’t ready for me. I was hoodwinked! Why is this important?

50. + Questions? Nicolette Winner, CVA http://nrwinnerconsulting.weebly.com http://www.facebook.com/NRWinnerConsulting nrwinnerconsulting@gmail.com Cell: (937) 478-1692