Creating A Dynamic Culture of Volunteerism©

Mary Register Volunteer Florida

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What Does it Mean to Volunteer?

To volunteer is to choose to act in recognition of a need, with an attitude of social responsibility and

without concern for monetary profit, going beyond one’s basic obligation.

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Adapted from By the People: A History of Americans as Volunteers by Susan J. Ellis and Katherine H. Noyes, 1990, Jossey-Bass

Where Are People Volunteering?

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Source: Volunteering in America Report http://www.volunteeringinamerica.gov

Volunteering in America 2013

Hospital

Religious

Civic

Educational

Sports/Arts

Social Services

Other

Volunteering in America 2013 Snapshots

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*The estimated value of volunteer time for 2012 is $22.14 per hour. www.independentsector.org/volunteer_time

American’s commitment to volunteering spans across generations. (Volunteering in America 2013)

Volunteer rate of Generation Xers increased 5.5% during the past 11 years. Generation X has the highest volunteer rate of any age group.

Volunteering among teenagers (ages 16-19) up 3% since 2007.

Volunteers age 65 and over spent a median of 90 hours

onvolunteeractivitiesin2012,thehighest among any age group. (Far above the 50 median annual hours served by the general volunteer population.)

Working mothers continue to volunteer at a significantly higher rate than the population

as a whole. The volunteer rate of : Parents with children under age 18 (33.5 percent) versus Persons without children (23.8 percent) versus General population (26.5 percent)

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Volunteering as a Pathway to Employment

Key Findings

Volunteers have a 27% higher likelihood of finding a job after being out of work than non-volunteers

Volunteers without a high school diploma have a 51% higher likelihood of finding employment

Volunteers living in rural areas have a 55% higher likelihood of finding employment

Corporation for National and Community Service, 2013

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Five Elements of Volunteer Management

1. Planning a Volunteer

Program

2.Recruiting and Placing Volunteers

3.Orienting and Training Volunteers and Staff

4.Supervising and

Recognizing Volunteers

5.Evaluating Volunteer Programs

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Types of Volunteering Traditional Voluntourisim Corporate volunteering Skills-based volunteering Pro Bono Service learning School service

requirements Asset-Based Community

Development (A-B-C-D) Spontaneous volunteering (disaster-related)

Family volunteering Neighboring Campaigns to make

volunteering a priority (e.g. Days of Caring, Give a Day Get a Disney Day)

Flash mobs Virtual volunteerism Episodic: Project driven Community Restitution &

Court-ordered

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Volunteering Myths “Training? How tough can it be to manage a bunch of

volunteers?” “They’re bringing in volunteers to take our (paying)

jobs!” “The last thing we need around here after a disaster is

a bunch of volunteers!” “Volunteers are more trouble than they’re worth!”

“Volunteers are Free!” Others?

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Strength-Based Assessment A positive approach to engaging volunteers

Asset-Based Community Development (A-B-C-D)

Points of Light Institute

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Trendsetter

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Angela Blanchard is recognized for her pioneering work in asset-based community development that focuses on the human, social and cultural strengths of vulnerable populations. Blanchard is the President and CEO of Houston-based Neighborhood Centers Inc., one of the top 1% of U.S.-based charitable groups that serves 250,000 clients annually through 60 facilities in the Houston and Gulf Coast regions.

Click here

TEDxHouston 2011 - Angela Blanchard

Technology • Serve.gov • Volunteersolutions.org • Volunteermatch.org • Idealist.org • Facebook • You Tube • Twitter • VolunteerFlorida.org/volunteer

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Barriers to Volunteering Time Need for flexibility, unable to commit Liability Costs Location Lack of childcare Type of service (e.g., homeless, prisoner, etc.) Transportation/Mobility Others?

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The Leaky Bucket Syndrome

63.5% Retention in 2012!

Top reasons Not what I volunteered to do Underutilized or poor placement Poor (no) training provided Not needed or too many Others?

Over 36% of volunteers did not come back in 2013!

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Why Do People Stop Volunteering?

Poor volunteer management leads to poor volunteer retention. Due to poor management of volunteers, over one-third of those who

volunteer one year do not donate their time the next year.

There is a recognition of the value of involving, as volunteers, people from all segments of the community, including those the organization seeks to serve

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Learn, Grow and Change

Motivational Analysis

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McClelland’s Theory of Social Motivators

Motivations

Achievement Affiliation Influence

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Score Motivational Analysis

Use the Motivational Analysis Key to score your quiz

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McClelland’s Theory of Social Motivators

Achievement-motivated Strive for excellence and their personal best Calculated risk takers Restless, innovative, will do what they say Task oriented, work well by themselves Love challenges, and they like to solve problems

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McClelland’s Theory of Social Motivators

Affiliation-motivated Most happy in situations where there is a strong social component Enjoy mutual friendship Want to be liked and accepted Strive for warm friendly relationships Appreciate interaction on a personal level

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McClelland’s Theory of Social Motivators

Influence-motivated Comfortable in a leadership role Decision-makers View themselves as capable, independent workers Need to impact and influence others Like to give advice Verbally fluent, outspoken, confident, and charismatic Create confidence in others

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Activity Divide into groups based on your social motivation

score (i.e., affiliation, achievement, influence) Once in your groups, list 2 types of volunteer

positions that might appeal to people with your motivation type

What are 2 management strategies needed to support their work?

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McClelland’s Theory of Social Motivators

How can you apply this information when working with volunteers?

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Four Generations of Volunteers Pre - 1945 – Traditionals (The Greatest Generation)

1946-1964 - Baby Boomers (The Sandwich Generation)

1965-1983 - Generation X (X-er’s)

1984-2002 - Generation Y (Millennial's) Source: William Strauss & Neil Howse – “Generations”

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Millennials: The No-Collar Workforce* What it means for Volunteer Involvement Right now in America there are an estimated

80 million Millennials and

76 million Boomers The Question:

How to leverage the abundant creative energies of workers/volunteers?

*Turning On The No-Collar Workforce, Nick Shore, MediaPost.com 3/15/2012 MTV “No Collar Workers’ Study, January 2012

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Some strategies to consider… Managing Volunteers

Show volunteers how their service can make a difference!

Recognize volunteers as a valuable resource!** Use technology as a strategy! Find out what’s important to the volunteer! Ask for feedback from your volunteers! Evaluation!

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A FINAL THOUGHT

The number one reason people give for volunteering?

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REFLECTIONS Never forget…