SHIPs: The Next Generation of Volunteerism

1. SHIPs:The Next Generation of Volunteerism Presented By: Regions V & VII 13th Annual SHIP Directors’ Conference June 9 – 13, 2007

2. d Recruiting Baby Boomers

3. 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.

4. 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

5. Characteristics of Baby Boomers • Ages 61 - 43 • Are part of the “Me” Generation • Have Sought Money, Title, and Recognition

6. Characteristics of Baby Boomers(Continued) • Are Better Educated Than Their Parents • Use Computers, Cell Phones, ATMs, and Other Electronics on a Daily Basis

7. Characteristics of Baby Boomers(Continued) They were Influenced by Suburbia, TV, Vietnam, Protests, Human Rights Movement, Drugs, and Rock ‘n Roll

8. 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

9. 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.

10. 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 won’t attract them with envelope stuffing.

11. 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.

12. 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.

13. 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.

14. WHEN? – Accommodate Their Schedules They may be still working part-time, looking after grandchildren, or helping out their aging parents.

15. 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 what’s happening.

16. 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 doesn’t in organizations.

17. 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.

18. HOW? – Be Professional & Organized(Continued) Look at TV advertising that targets boomers. “Dreams Don’t Retire” – Dennis Hopper, Ameriprise Financial

19. 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.

20. 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.

21. WHY? – To Meet Their Own Needs Boomers don’t 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.

22. 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.

23. 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.

24. Remember That Volunteering Is Optional!

25. d SHIP Initial Training

26. “FIRE PHOTON TORPEDO” • Sell • Teach • Launch

27. “BOLDLY GO WHERE NO MAN HAS GONE BEFORE” • Fun • Food • Foster Commitment

28. “There’s an old saying – Fortune favors the bold. Well, I guess we’re about to find out.” Make it: • Convenient • Manageable • Relevant • Comprehensive

29. “BEAM ME UP SCOTTY”Launching Volunteers Involvement – ASAP

30. “WARP SPEED SCOTTY”Update Training • Introduce New • Reinforce Old • Build Commitment

31. d Planning A Recognition Program

32. Who What Where When Why How

33. Volunteers Local sponsors Community leaders Advisory committee members Funding sources Staff The Who

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

35. Presentation is everything Invite others Choose the right person Allow volunteers to make comments Sincerity The Where

36. Informally – Ongoing Formally Special events or occasions Training People/organization joining Retirements The When

37. Effective retention tool Enhances communication and trust Reach goals Boost morale Bonds volunteers to our organization Aligns volunteers to our organization The Why

38. Need a plan Tracking Evaluation Need a budget/resources Need a culture Need a commitment Spontaneity The How

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

40. Praise Thank you(s) Small Gifts Public Praise & Recognition One-on-One Contact Motivation (Continued)

41. Affiliation Socials Name Badges Team Projects Say “we”, “us” Motivation (Continued)

42. Accomplishment Certificates Newsletter recognition Newspaper accomplishment Motivation (Continued)

43. Influence Leadership Roles Opportunities to talk/learn from others Ask their advice Listen; use ideas Motivation (Continued)

44. d Volunteer Retention

45. 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

46. Did You Know? Approximately 40% of newly recruited volunteers leave because of disappointing experiences in their organizations. » Source: United Parcel Service survey, 1998

47. The Basics of Volunteer Retention • 5 Key Components to Volunteer Retention: • Orientation • Training • Environment • Recognition • Assessment

48. 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

49. 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

50. 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.