Top Trends in Volunteer Engagement

Minnesota Prevention Program Sharing Conference

Presented by: Julie Vreeland Greater MN Program Manager Minnesota Association for Volunteer Administration (MAVA) Welcome! Goals for our conversation today:

1 Gain understanding of current volunteerism trends

2 Take away strategies for addressing the trends 3 Explore volunteerism trends into the future

Discuss with What changes are a neighbor you seeing at your

organizations in:

- who is volunteering and - what those volunteers are seeking?

Trends Current

Changes in what volunteers seek • 47% increased interest in “ short term volunteering Volunteers seem to want ‘1 and done.’ • 35% increased interest in Take a selfie and volunteering on evenings and weekend move on.” • 30% increased interest in developing or utilizing workplace skills

Changes in who is volunteering • 35% seeing more inquiries from “Where are the Boomers (ages 54-72) boomers???” • 31% seeing more inquiries from high school and college students (emerging “The unique Generation Z) interests of Baby Boomers aren't • 31% seeing more inquiries from Millennials (ages 21-37) changing but we're relying on them • 21% seeing more inquiries more.” Gen X (ages 38-53)

Changes in who is volunteering “We have a growing • 26% seeing more inquiries immigrant about corporate group community that are volunteering highly educated, • 18% seeing more inquiries but do not have from new immigrant work visas. They communities are looking for volunteer roles in their area of expertise to grow into or help them with future

Trends Emerging

Emerging trends “Volunteers are • 48% Volunteers seem busy too busy. They say they have the time to volunteer but then end up not volunteering as much as they originally thought.”

Emerging trends “Older volunteers that are hard to • 45% Older volunteers replace as they aging out and hard to served regular replace weekly hours with • 35% Increased agencies. We regulations/requirements need to find twice impacting engagement or triple the number of • 17% Seeing less inquiries volunteers to meet from job seekers the same number of hours”

Emerging trends to watch

Virtual volunteering 19% saw increase and only 1% saw decease

Volunteering due to political climate 18% saw increase and only 2% saw decrease

Is Volunteerism Up or Down? Volunteerism Rate 2010 - 2015

Volunteering and Civic Life in America https://www.nationalservice.gov/vcla Volunteerism Rate 2016 - 2018

Volunteering in America https://www.nationalservice.gov/serve/via/rankings 2018 Volunteering in America Report MAVA Survey: Inquiries from potential new volunteers vs. this time one year ago •28% More than a year ago •58% About the same •13% Fewer than a year ago

MAVA vs. need for “More organizations are relying on volunteers due Survey: Current to staff budgets decreasing, supply of volunteers so the demand for volunteers seems to exceed • 16% More people want to volunteer than the supply in our rural have spots/space for environment.”

• 25% About the right amount of volunteer time “We are not able to meet the needs of tutoring • 50% Some short on volunteer time for our needs children or helping keep seniors in their own homes, • 8% Very short on volunteer time for our needs both important in our society.”

Strategies for Continuing Trends Include some volunteer roles with shorter term 1 time commitment

2 Include some volunteer roles that are skill based Design volunteer positions and recruitment 3 methods to appeal to Millennials, Gen X and Boomers

Diversify volunteer pool to more closely reflect 44 the cultural diversity of your community

(c) MN Association for Volunteer Administration 2018 Strategies for Emerging Trends Build capacity to attract Gen Z as 5 volunteers – born after 1997/2000

Why: • Gen Z is showing amazing capability with the anti- violence movement, is moving into the prime ages for volunteering and is a quarter of our population. • We cannot assume the volunteer structures developed for previous generations will align with their interests.

Gen Z - Characteristics • They are more engaged in global affairs than previous generations • Optimism is a driving force in their interest in positive change, and the optimism is curbed by a sense of realism – a balanced view • More focused on solving a problem than meeting a need • Are highly self-directed • If they cannot find nonprofits willing to work with them, they are likely to strike out on their own

Gen Z - Strategies 1. In recruitment show how their efforts add to incremental progress, why their particular age or skills are is needed 2. Use multiple forms of social media in recruitment and communication 3. Give opportunity for ownership of projects 4. For students: • Design positions that fit their schedule (weekends, summers, and flexible) and that meet their needs (connected to coursework, etc.) • For recruitment: • Students recruiting peers • Partnerships with schools and student clubs and presence at schools • Share how service can impact future success • Agency website indicates what ages are welcome to volunteer

6 Boost use of technology for volunteer recruitment, communication, tracking and Why:recognition Because some volunteers expect it and it has the potential to maximize results and to save time.

(c) MN Association for Volunteer Administration 2018 Technology – Basic strategies 1.Recruitment planning that includes social media and online outreach 2.Database for volunteer tracking and an online “shift” sign up process 3.Appealing webpage and online volunteer application 4.Text as well as email usage 5.Options for volunteers who do not want to use technology and still have face time with volunteers to build relationships

Technology – Advanced strategies

1. Volunteer orientation/training online 2.Multiple types of social media plus video and blogs 3.Mobile apps for recording hour and signing up for shifts 4.Distance technology (webinars, live stream, Google Chat, etc,) for training and communication Technology – Advanced strategies cont.

5. Apply technology developed for business/sectors to volunteer management. For example: • Learning Management Systems (LMS) such as Inquisiq for volunteer training • Talent Gather app for college volunteer recruitment • Basecamp project management software for volunteer team communication

7 Include roles for virtual volunteers or volunteering from home Why: Because technology allows it and it will appeal to volunteers who are too busy to spend time commuting your office and/or used to telecommuting for work.

Strategy: Brainstorm mission-focused volunteer roles that could be done remotely 8 Pay attention to offering transitions to volunteers as their lives change

Why: You may unnecessarily lose traditional generation volunteers or other volunteers who have life changes such as getting busier.

Strategies: 1.Increase communication with volunteers so that you are aware if something is changing for them 2.For volunteers who are aging: • Pair volunteers to make the most of abilities • Design positions that require less lifting, walking or stamina as options • Consider shorter shifts as an option or introduce job-sharing • Ask what would help them be able to continue to volunteer

(c) MN Association for Volunteer Administration 2018 9 Be ready to reinvigorate volunteer recruitment if needed Why: We may be entering a period of shorter supply of volunteers, at least for some organizations.

1. Redesign volunteer positions to more tightly align with the trends of what volunteers seek. 2. Look at volunteer pool. Is there some group missing? Set up a task force to help plan recruitment. 3. Ask current volunteers to recruit new volunteers. Provide cards to pass out with key information. 4. Develop strategies to reach the 60% of the population who does not volunteer. (c) MN Association for Volunteer Administration 2018

What do you predict for trends in Minnesota volunteerism over the next 10 years?

Future volunteers:

What will they look Who will for? they be?

Where will they live? To see upcoming trends watch:

• Changes in economy and unemployment rates • Changes in HR practices that may be reflected in volunteerism • Demographic and generational changes • Entrepreneurial volunteerism

Workforce Changes Resources • For more on MAVA, visit our website: www.mavanetwork.org Resources - Research & Initiatives/Shifting Environment for more on the Trends in Volunteerism 2018 report - Executive Summary and Advice from the Field are available for download - Reports are available to MAVA members for free and to non- members for $20 • To reach presenter: - Julie Vreeland: [email protected]