+ hr + pr + management presented by nicolette winner, cva effective volunteer/ member engagement

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HR + PR + ManagementPresented by Nicolette Winner, CVA

Effective Volunteer/ Member

Engagement

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Volunteer = Member

+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

+The Dream Volunteer

+What We Love

Dependable

Mature

Experienced

Dedicated

Well-connected

Altruistic

Respected and respectful

+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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+Generational Differences

+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

+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?

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Baby Boomers1946 - 1964

+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!

+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)

+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

+What to Watch

The Big Chill

The Graduate

Kramer vs. Kramer

Easy Rider

Mississippi Burning

The Help

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Generation X1965 - 1981

+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

+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

+What to Watch

Singles

Reality Bites

Clerks

Roseanne

Friends

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Millennials1982 - 1997

+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”

+How to Snag a Millennial

Create team-based projects

Offer variety of trainings

Stress impact

Create connections

Focus on technology

+What to Watch

The Social Network

Juno

Toy Story

Clueless

How I Met Your Mother

+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

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Recruiting Volunteers

+Your Toolbox

A point person

Policies and procedures

Clear position description

Training plan

Recognition plan

Your sales pitch

+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

+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

+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.

+Group Work: Perfect Your Sales Pitch

+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

+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?

+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!

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Supervising Volunteersand Managing Members

+The Effects of Bad Supervision

Retention

Poor performance

Staff and leadership buy-in

Clients

Organization’s image

Ability to recruit future supporters

+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

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David McClelland’s Social Motivators

Dominant Motivator

Characteristics of This Person

Achievement Has 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

Affiliation Wants 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

Power Wants 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

+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

+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

+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.

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Group Projects

+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

+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

+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

+Day of the Event

Orientation

Project

Clean-up

Reflection

Thank You

+After the Event

Send a thank you

Tag in social media

Nominate for awards

Highlight in print materials

Invite them back

+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?

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Questions?Nicolette Winner, CVAhttp://nrwinnerconsulting.weebly.comhttp://www.facebook.com/NRWinnerConsultingnrwinnerconsulting@gmail.comCell: (937) 478-1692