3. Challenge of the Status-Quo
How many associations have been doing the same thing for years – with the same organizational structure and the same types of volunteers on the Board and on committees? Engaging Gen X and Y as volunteers introduces a new viewpoint into the organizational matrix. Areas such as technology and communications are often the two that benefit the most.

Gen X and Y may also challenge associations to rethink their volunteer structures as many Gen X and Y members do not have the same time to commit to associations as older generations. Gen X is dealing with their desire for life-work balance and Gen Y is in the early stages of their careers. These two generations don’t have the same discretionary time as the older generations. Rather than associations viewing this as a lack of commitment or interest in volunteer activities, there is an opportunity to think of new ways to engage members. One way to do this is to focus on volunteer tasks rather than volunteer committees.

Gen X and Y may also be critical of the organizational structure. For the boomers, whose organizational models are under the microscope, they need to view this as positive dialogue. Associations and volunteering in the 21st century is changing as the way people organize into groups is changing. Not-for-profits will need to learn to be more flexible to accommodate self-forming groups, cross department teams, ad-hoc volunteering and ensure they have the ability to respond quickly to changes.

For the positives that associations can derive from generational diversity amongst their volunteers, there are also some things to be careful of. Here are three pitfalls to watch for.

Three Pitfalls to Watch For
1. Avoid Stereotyping
We have all heard by now the definition of the different generations and the major traits that define each one. It is difficult when we start talking about the different generations to avoid generalizations. Each generation is a segment of the population that shares similar cultural and social experiences. However, those cultural and social experiences can differ due to geography. The more culturally diverse your volunteer pool, the less the generational differences may apply. The bottom line is everyone is an individual – we can’t assume that someone ‘fits’ the description of a Gen Y because of the year they were born and ‘know’ what volunteer tasks they are suited for. As with all volunteers we need to ask what their interests are and how they want to volunteer.

2. Agree on Methods of Communication
Communication is one area where the difference in generational styles is apparent. Associations will need to agree upon communication methods that will work for multi-generation volunteer committees and Boards. Gen X and Y are more likely to communicate via email/voice mail while boomers love meetings and the traditionalists are still sending hand-written notes. Knowing this, if the organization has a committee or Board with a mix of generations involved, there should be some agreement on how communication is going to occur amongst that group. Establishing consensus at the outset will help alleviate communication frustrations amongst your volunteers. You may also need to enhance orientation and training programs for volunteers on how to work with one another. Taking a proactive approach will help avoid a communications breakdown and volunteer frustration.

3. Define your Organizational Culture
Ultimately you have to ask if your association is really committed to engaging multi-generational volunteers. If the culture of the organization is not inclusive at the membership level, it is not going to be inclusive at the volunteer level.

You have to accept that some change may be necessary. For many, adapting to change can be difficult. Think about how your organization is structured today, who its leaders are, and who the volunteers and members are. Do you encourage members from all age groups to volunteer for committees or the Board? What needs to change so your association recruits from within the different generations? Are you willing to make these changes?

Don’t assume if you attract one Gen Y Board member that other Gen Y’s will join your organization. The focus still has to be on value offered - consider the value proposition of your organization to each generation that you are trying to attract. What is in it for them? Why would they want to volunteer for your organization?

Conclusion
As with everything we do as association professionals, there is no easy solution. This article just scratches the surface of the benefits, implications and pitfalls of engaging volunteers from different generations. For many associations, baby boomers have been the mainstay of volunteerism for a number of years and by most accounts have been doing a pretty good job at it. But if our associations are to continue to thrive, we need to open our doors to the next generation of volunteers without alienating those already involved. Understanding generational differences and the decision to participate – both as members and volunteers – is important in understanding how we need to change our organizations and formulate our volunteer recruitment and retention strategies.