+ HR + PR + Management Presented by Nicolette Winner, CVA Effective Volunteer/ Member Engagement.
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Transcript of + HR + PR + Management Presented by Nicolette Winner, CVA Effective Volunteer/ Member Engagement.
![Page 1: + HR + PR + Management Presented by Nicolette Winner, CVA Effective Volunteer/ Member Engagement.](https://reader035.fdocuments.in/reader035/viewer/2022062407/56649db95503460f94aa924b/html5/thumbnails/1.jpg)
+
HR + PR + ManagementPresented by Nicolette Winner, CVA
Effective Volunteer/ Member
Engagement
![Page 2: + HR + PR + Management Presented by Nicolette Winner, CVA Effective Volunteer/ Member Engagement.](https://reader035.fdocuments.in/reader035/viewer/2022062407/56649db95503460f94aa924b/html5/thumbnails/2.jpg)
+
Volunteer = Member
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+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
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+The Dream Volunteer
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+What We Love
Dependable
Mature
Experienced
Dedicated
Well-connected
Altruistic
Respected and respectful
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+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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+
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+
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+Generational Differences
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+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
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+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
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+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!
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+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)
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+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
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+What to Watch
The Big Chill
The Graduate
Kramer vs. Kramer
Easy Rider
Mississippi Burning
The Help
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+
Generation X1965 - 1981
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+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
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+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
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+What to Watch
Singles
Reality Bites
Clerks
Roseanne
Friends
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+
Millennials1982 - 1997
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+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”
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+How to Snag a Millennial
Create team-based projects
Offer variety of trainings
Stress impact
Create connections
Focus on technology
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+What to Watch
The Social Network
Juno
Toy Story
Clueless
How I Met Your Mother
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+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
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+Your Toolbox
A point person
Policies and procedures
Clear position description
Training plan
Recognition plan
Your sales pitch
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+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
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+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
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+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.
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+Group Work: Perfect Your Sales Pitch
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+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
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+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?
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+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
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+The Effects of Bad Supervision
Retention
Poor performance
Staff and leadership buy-in
Clients
Organization’s image
Ability to recruit future supporters
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+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
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+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
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+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
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+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
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+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
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+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
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+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
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+Day of the Event
Orientation
Project
Clean-up
Reflection
Thank You
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+After the Event
Send a thank you
Tag in social media
Nominate for awards
Highlight in print materials
Invite them back
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+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/[email protected]: (937) 478-1692