SHIPs: The Next Generation of Volunteerism

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SHIPsThe Next Generation of Volunteerism

• Presented By
• Regions V VII
• 13th Annual SHIP Directors Conference
• June 9 13, 2007

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Recruiting Baby Boomers
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• There are 76 million baby
• boomers who are now beginning to reach retirement
  age. Baby boomers are reshaping and redefining
  the next generation of SHIP volunteers.

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Example Indiana SHIP

• In 2006, IN SHIP trained 92 new volunteers but
  still experienced a net loss of 12 (counselors
  aging out)
• Only 23 of all volunteers have more than 5 years
  experience with SHIP
• 49 of SHIP Counselors are under age 65
• Only 29 of SHIP Counselors are men

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Characteristics of Baby Boomers

• Ages 61 - 43
• Are part of the Me Generation
• Have Sought Money, Title, and Recognition

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Characteristics of Baby Boomers (Continued)

• Are Better Educated Than Their Parents
• Use Computers, Cell Phones, ATMs, and Other
  Electronics on a Daily Basis

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Characteristics of Baby Boomers (Continued)

• They were Influenced by Suburbia, TV,
• Vietnam, Protests, Human Rights Movement, Drugs,
  and Rock n Roll

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Start With A New Recruitment Plan

• Identify
• Who The Unpaid Professional
• What Opportunities That Really Matter
• Where At Work At Play
• When Accommodate Their Schedules
• How Be Professional Organized
• Why To Meet Their Needs

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WHO? The Unpaid Professional

• Baby Boomers are intelligent, experienced, and
  well educated. Be prepared to attract volunteers
  who question how things are being done and want
  to provide input and participate in the process.

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WHAT? Opportunities That Really Matter

• Offer meaningful volunteer opportunities that
  take advantage of their passions and their
  know-how.
• Allow them to do what they like best in addition
  to counseling computer work, presentations,
  special events.
• You wont attract them with envelope stuffing.

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WHERE? At Work

• Approach companies that sponsor retirement
  seminars and encourage volunteer programs.
• Go to retired teachers, pharmacists, hospitals,
  universities, labor or trade unions, and business
  men/women groups.
• Newly retired persons will be looking for
  opportunities.

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WHERE? At Work (Continued)

• Baby Boomers are looking for more than one
  experience. Take advantage of other volunteer
  organizations such as RSVPs, AARP, and SCORE.
  VISTA (tax preparers) may want year-round
  opportunities. Partner with groups such as the
  Chamber of Commerce, Kiwanis, or Rotary Club.

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WHERE? At Play

• They are active, may love to travel, or have many
  hobbies.
• Try online RV newsletters, local gyms, golf
  events, Euchre parties, church social events, or
  other new venues.
• Be innovative and unconventional.

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WHEN? Accommodate Their Schedules

• They may be still working part-time, looking
  after grandchildren, or helping out their aging
  parents.

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WHEN? Accommodate Their Schedules (Continued)

• A perfect time is when the newly retired or
  ready-to-retire client comes to SHIP for health
  insurance counseling. They are fascinated by the
  complexity of Medicare and the decisions that
  have to be made. Invite them to visit their
  local site, meet other counselors, and see whats
  happening.

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HOW? Be Professional Organized

• Baby Boomers will not tolerate disorganization or
  sloppiness. They have been working all of their
  lives, often in responsible positions, so they
  know what works and what doesnt in organizations.

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HOW? Be Professional Organized (Continued)

• Create a professional and organized recruitment
  presentation with materials and brochures that
  reflect the interests of persons 60 and younger.
  Create a clear and compelling message.

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HOW? Be Professional Organized (Continued)

• Look at TV advertising that targets boomers.
• Dreams Dont Retire Dennis Hopper, Ameriprise
  Financial

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HOW? Be Professional Organized (Continued)

• They are much more likely to respond to messages
  from their peers. Recruitment materials should
  focus on other volunteers with lots of stories
  and testimonials that are snappy, creative, and
  alluring.

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HOW? Be Professional Organized (Continued)

• Post a web page just for volunteer recruitments
  that will catch their attention and answer all
  their questions. By 2008, 73.7 of boomers are
  expected to use the Internet, compared with 34.1
  of older seniors.

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WHY? To Meet Their Own Needs

• Boomers dont have to volunteer. They are the
  ultimate consumers, and see volunteering as a way
  to get their own needs met, as well as providing
  services to others.
• Offer added incentives such as computer classes
  or special recognition programs.

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WHY? To Meet Their Own Needs (Continued)

• SHIP counselors receive a high level of public
  recognition and respect within their local
  communities. Health insurance coverage and
  medical costs are currently significant to most
  people. These are political hot topics which
  have put SHIP at the forefront, and our
  volunteers in the spotlight.

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WHY? To Meet Their Own Needs (Continued)

• They are looking for recognition, friendship, the
  opportunity to be creative, in charge of
  something, to relax, to learn new skills, or set
  an example for their grandchildren.

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Remember That Volunteering Is Optional!
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SHIP Initial Training
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FIRE PHOTON TORPEDO

• Sell
• Teach
• Launch

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BOLDLY GO WHERE NO MAN HAS GONE BEFORE

• Fun
• Food
• Foster Commitment

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Theres an old saying Fortune favors the bold.
Well, I guess were about to find out.

• Make it
• Convenient
• Manageable
• Relevant
• Comprehensive

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BEAM ME UP SCOTTYLaunching Volunteers

• Involvement ASAP

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WARP SPEED SCOTTYUpdate Training

• Introduce New
• Reinforce Old
• Build Commitment

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Planning A Recognition Program
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• Who
• What
• Where

• When
• Why
• How

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The Who

• Volunteers
• Local sponsors
• Community leaders
• Advisory committee members
• Funding sources
• Staff

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The What

• Time and commitment
• Special project
• A great idea implemented
• A story on how a volunteer/staff made a
  difference
• Going the extra mile

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The Where

• Presentation is everything
• Invite others
• Choose the right person
• Allow volunteers to make comments
• Sincerity

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The When

• Informally Ongoing
• Formally
• Special events or occasions
• Training
• People/organization joining
• Retirements

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The Why

• Effective retention tool
• Enhances communication and trust
• Reach goals
• Boost morale
• Bonds volunteers to our organization
• Aligns volunteers to our organization

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The How

• Need a plan
• Tracking
• Evaluation
• Need a budget/resources
• Need a culture
• Need a commitment
• Spontaneity

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Motivation

• People choose volunteer opportunities that have
  outcomes they value (motivating satisfying)
• What motivates?
• Praise
• Affiliation
• Accomplishment
• Influence

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Motivation (Continued)

• Praise
• Thank you(s)
• Small Gifts
• Public Praise Recognition
• One-on-One Contact

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Motivation (Continued)

• Affiliation
• Socials
• Name Badges
• Team Projects
• Say we, us

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Motivation (Continued)

• Accomplishment
• Certificates
• Newsletter recognition
• Newspaper accomplishment

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Motivation (Continued)

• Influence
• Leadership Roles
• Opportunities to talk/learn from others
• Ask their advice
• Listen use ideas

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Volunteer Retention
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Volunteer Retention

• The best way to increase your volunteer base is
  to retain them in the first place
• Retention is an outcome
• The result of doing things right once a volunteer
  has joined the program
• Retention is all about creating an environment
  where volunteers feel supported, valued, and
  welcomed

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Did You Know?

• Approximately 40 of newly recruited volunteers
  leave because of disappointing experiences in
  their organizations.
• Source United Parcel Service survey, 1998

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The Basics of Volunteer Retention

• 5 Key Components to Volunteer Retention
• Orientation
• Training
• Environment
• Recognition
• Assessment

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Orientation

• Make sure new volunteers know what is expected of
  them, what type of work they will be asked to do,
  etc.
• Volunteer Job Description
• Volunteer Application Form
• Interview
• Clearly communicate the vision, mission, goals,
  and objectives of the program
• Reference Checks

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Training

• Once volunteers know what their duties will be,
  make sure to give them the proper training and
  skills to complete the task easily, and to the
  specifications of the program.
• Provide clear instruction and guidance
• Provide all of the resources and information to
  do an effective job
• Clear and regular communication
• (e.g., email alerts, newsletters,
  teleconferences, etc.)
• Encourage ongoing participation in CMS trainings

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Environment

• Volunteers donate their time because they want to
  feel like they make a difference. Their
  experience needs to be fun, fulfilling, and they
  need to feel connected to the program, staff, and
  the people they are helping.

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Environment (Continued)

• Supervision and support
• Verbal praise
• Patience and empowerment
• Provide all resources and information to do job
  effectively
• Nurturing
• The more comfortable volunteers are with you, the
  more likely they are to approach you for help or
  guidance

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Environment (Continued)

• Acknowledgement that they are on-track and doing
  a good job
• Open and regular communication
• To establish and maintain connection with program
  (phone, email, in-person)
• Identify real work
• Provide clear instruction and guidance
• Match skills and interests of volunteer

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Environment (Continued)

• Positive perception of making a difference
• Success and impact
• Coordinator/contractor meetings
• Train and retrain importance of volunteers
• Role play

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Recognition

• Everybody deserves a pat on the back, especially
  volunteers who are giving their time to the
  program. Make sure to not only thank your
  volunteers on a regular basis, but plan special
  events or ways to give them extra thanks for
  their extra ordinary efforts.

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Recognition (Continued)

• Recognize accomplishments/success stories in
  newsletter
• Volunteer luncheons, recognition events
• Thank you notes and personal visits
• Tokens of appreciation at update trainings
• Public recognition
• Press Releases
• Upon completion of initial certification
• National Volunteer Week
• Older Americans Month

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Assessment

• Volunteers need to know that their time is valued
  and that what they are doing is making a
  difference. Make sure to keep them abreast on
  outcomes of their work, and known successes that
  can be attributed to their volunteer work.
• Update trainings (share NPR data)
• Re-certification and certification
• Recap of event or session

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Keeping Volunteers

• Volunteers need to
• Feel welcomed, wanted, and at home
• Have personal work space and access to resources
  and tools to do their jobs
• Have structured opportunities to come together
  with other volunteers and staff
• Be kept informed about the other components to
  the program

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Keeping Volunteers

• Volunteers need to (Continued)
• Be posted on their progress and impact of their
  task on the larger project
• See successes and accomplishments and know that
  time was well spent
• Know the chain(s) of command

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Volunteer Retention

• You wont be able to retain every volunteer, and
  you probably wont want to. Sometimes, the fit
  is just not right.
• Quality, trained, and productive volunteers
  RETENTION.