Engaging Generations X and Y in Volunteering

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Engaging Generations X and Y in Volunteering
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Volunteering WA

• Advocacy research in volunteering
• Education and promotion of volunteering
• Member agency support and advice
• Training
• Referral service
• Enhancing access to volunteering
• all ages
• all abilities
• all cultures
• all locations in WA
• www.volunteeringwa.org.au

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Who are they?

• Generation X those born between 1964 and 1977.
• They are aged between 31 and 44. (30-somethings)
• Generation Y those born between 1978-1994 (or
  -2002).
• They are aged between 14 and 30. (aka Nexters,
  Millennials)

Source Sayers, Roslyn 2006, Australias Changing
Workplace A Generational Perspective, RMIT
University.
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Who are you?
Baby Boomers those born between 1945 and
1963. They are aged between 45 and
63. Matures/Seniors those born before
1946. They are aged 62.
Source Sayers, Roslyn 2006.
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Lets generalise

• Baby Boomers 1945-1963
• have had only one career, working for one or two
  employers.
• expect to live longer are planning for
  financial, mental and emotional security.
• believe they have far more choices in terms of
  activities and lifestyles.
• plan to travel, explore new places and spend
  periods of time away from home.
• view retirement not as an end to a career, but as
  an opportunity to begin a new one.
• like the idea of upgrading skills and gaining new
  qualifications.
• refuse to believe that age will limit them in any
  way.

Source Henry, Avril 2006,The Changing Face of
the Workforce and Generational Impacts, AH
Revelations Pty Ltd for ICVET and Merrill
Associates, 2002 Exploring the Next Generation of
Retirees Baby Boomers.
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Lets generalise

• Generation X 1964-1977
• resourceful, self sufficient (latchkey kids).
• skeptical, self-reliant, independent, pragmatic,
  entrepreneurial, anti-bureaucratic.
• the "Information Age" generation
• flexible, comfortable with autonomy, hate endless
  meetings, bottom line, to the point, result
  oriented workers.
• not interested in leadership positions that
  require additional personal and professional time
• comfortable with leadership changes and a variety
  of leadership styles.
• will have at least three distinct careers, more
  than 12 employers.

Source Merrill Associates, 2003 Henry, 2006
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Lets generalise

• Generation Y 1978-1994
• have been wanted, valued and coddled from birth.
• have lived highly structured lives.
• are the 24/7 generation.
• will have more than 5 distinct careers, more than
  20 employers, and be self employed by choice more
  than twice.
• are open minded highly tolerant to differences.
• will work overseas several times, often for short
  periods of a year or less.
• value education and training and see it as being
  a significant tool in helping them to be more
  successful.

Source Henry, Avril 2006 and Merrill Associates,
Call them Gen Y or Millennials They deserve our
attention, 2005.
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Source Sayers, Roslyn 2006.
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Source Sayers, Roslyn 2006.
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Volunteering

• Gen Xers
• may not connect with their grandparents concept
  of volunteerism as civic duty.
• may not buy into their parents optimism about
  changing the world.
• feel capable of helping one person.
• may prefer to focus on local, not global issues,
  on tangible results, not idealism.
• Gen Ys
• look for variety, stimulation and "push button"
  action.
• are searching for their causes.
• exhibit a strong interest in volunteering.

Source Merrill Associates, Move Over, Mom Dad
- Were not like you! 2003 and Merrill
Associates, 2005.
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Volunteering Statistics 2006
Source Commonwealth of Australia, Volunteering
in Australia Changing patterns in voluntary work
1995-2006, 2008
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Volunteering Involvements organisation type
Source Australian Bureau of Statistics,
Voluntary Work 2006
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Volunteering Involvements Activity Type
Source Australian Bureau of Statistics,
Voluntary Work 2006
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Attracting Generation X Volunteers

• Promote the value of changing the life of one
  individual.
• Make it local, not global.
• Talk about results - be specific about the
  difference they can make.
• Encourage flexibility, creativity and the
  freedom they need to reach the desired results.
• Identify what they will learn, gain from the
  volunteer experience.

Source Merrill Associates, 2003
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Retaining Generation X Volunteers

• Give them meaningful assignments
• Listen for their preferences and concerns,
  respect their skills and opinions.
• Remember that they are very good at
  multitasking.
• Build in socialising, fun, celebrations (food!).
  
• Run tight, brief, efficient meetings (including
  orientation).
• Have copies of all materials available (self
  education).
• Make it easy for people to participate.
• Recognise individual contributions.

Source Merrill Associates, 2003
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Attracting Generation Y Volunteers

• Promote the cause/mission or issue to attract
  this civic minded generation.
• Focus on issues that represent the interests of
  the community rather than individuals.
• Promote collaboration, team spirit and
  diversity.
• Talk about multiple options, parallel
  opportunities instead of asking them to commit to
  one thing.
• Offer a variety of exciting and challenging
  experiences.

Source Merrill Associates, 2003
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Retaining Generation Y Volunteers

• Provide opportunities to be innovative and
  creative.
• Engage them quickly, keep them busy and give
  ongoing, immediate feedback.
• Clearly define tasks and expectations.
• Use technology.
• Provide an atmosphere of collaboration and
  teamwork.
• Treat the Gen Y volunteer as a respected equal.
• Allow them to ask questions and challenge
  assumptions.

Source Merrill Associates, 2003
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FLEXIVOL
Flexibility Legitimacy Ease of access Xperience In
centives Variety Organisation Laughs
Source Institute for Volunteering Research, What
Young People Want from Volunteering,1997
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VOLUNTEER TASKS MATRIX (courtesy of Volunteering
South Australia)
Source Office of South Australia, Engaging Gen Y.
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Are we that different?


excerpt
from Exploring the Next Generation of Retirees
The Baby Boomers (Merrill Associates
2002) Volunteer managers are being challenged
to design new recruitment efforts, systems and
structures to meet this new generation of
volunteers. Current research has identified
several themes and priorities to consider

• Offer choice, flexibility and responsiveness to
  today's lifestyles.
• Provide options and the ability to choose what
  and how much a volunteer can do.
• Use the Internet to give information, make
  statewide and national connections and to recruit
  and place volunteers.
• Enhance your marketing messages with images of
  volunteers doing new, unexpected things.
• Don't rely on "civic duty" and "make a
  difference" as marketing messages.
• Offer opportunities for new experiences,
  challenges and stimulation.
• Provide clear expectation regarding time, tasks
  and training.
• When possible promote the connection to local
  issues and local problem, and communicate how
  volunteers will make a difference.

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• The world is passing through troubled times.
  The young people of today think of nothing but
  themselves. They have no reverence for parents
  or old age they are impatient of all restraint
  they talk as if they alone know everything, and
  what passes for wisdom with us is foolishness
  with them. As for the girls, they are foolish
  and immodest and unwomanly in speech, behaviour
  and dress.

Peter the Hermit, 1274
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• Our youth today now love luxury they have bad
  manners, contempt for authority, disrespect for
  older people. Children now days are tyrants,
  they no longer rise when elders enter the room,
  they contradict their parents, they chatter
  before company, gobble their food and tyrannise
  their teachers. They have execrable manners,
  flout authority, have no respect for their
  elders. What kind of awful creatures will they
  be when they grow up.

Socrates, 500BC
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• When I look at the younger generation, I despair
  for the future of civilisation.

Aristotle, 300BC
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Traci GamblinYouth Volunteering
ManagerVolunteering WAtraci_at_volunteeringwa.org.a
u