How To Attract Millennial Volunteers (A Series): Let Them Be...RELATIONAL

“"Friendship is unnecessary, like philosophy, like art.... It has no survival value; rather it is one of those things which give value to survival.” C.S. Lewis (The Four Loves)

      It's not a huge surprise that relationships mean a great value to Millennials. Social media is their lifeline to potential connections with others. I consulted an organization that was trying to retain young volunteers and one of the simplest things they could have done was to allow their volunteers to do things together. Even if it was as simple as changing a light bulb, Millennials stuck around when they had a friend beside them. Relationships are THE biggest motivational factor for Millennials’ participation at work, at church, and at a non-profit. If you want more Millennial participation then provide a relationship-building factor to their service. This generation wants friends but often finds themselves so spread thin that they don't have many authentic relationships. Be a space where volunteers can comfortably find deep and meaningful relationships. Let volunteers work in pairs, even if it doesn’t seem logical. Eventually you will gain long-term volunteers for your organization by providing outlets for them to serve and to build friendships. 

2 Ways to Create a Work Culture that Attracts Millennials

During the spring, I studied the motivations behind Millennials and their participation in work and service.  My study focused on Millennials ages 18-35, and predominantly Christian. I am a Christian Millennial myself and try my best not to be biased. My study provided me with great insight into the minds and hearts of Millennials and now I want to share the knowledge to all of you. Here are two clear ways to grab the attention of Millennials in your organization.

1.  Provide Altruistic Space

      My husband works for a technology company here in Denver. The organization is full of Millennial types who are not only interested in having good pay, but also want to work for an organization that has an altruistic culture. My husband’s office encourages its employees to take two days a year to volunteer at the organization of their choice. Then the company donates a certain amount of money to that organization at the end of the year. 

When I first heard this I thought, “Who wouldn’t want to work for such a servant-minded company?” 

      But I quickly learned that this holistic company is one of many that are providing opportunities for their employees to give back. Millennials are motivated by opportunities that allow them to do participate in something bigger than themselves. This generation’s "American Dream" is not the white fenced house or nice car, but it is to become more and more altruistic. Consider allowing your employees to have fun and serve their organization of choice. This will generate long-term employees, as well as, a great reputation with the wider community.

      2. Provide Learning Space

      The Millennial generation is the most educated generation to date. When asked to rank their top values, education is number three on the list (following family and friends). Keeping the brain alive and fed allows Millennials to practice a discipline they have been doing most of their lives. Not only does an employee learn on site, but also offering ways for them to participate in an online-class, a conference, or a night class shows that you are interested in their personal education. It will only serve your organization better to have employees who are inspired and equipped.

The creative ideas they will bring back to your company will keep you relevant and resourced.  

Volunteer Retention: If They Got It, Let 'Em Flaunt It

Have you ever done something you got so enthralled with that five hours went by like that, you forgot to eat a meal, but you still feel rejuvenated?! I feel that way about crafts and creating presentations because both allow me to express myself and my thoughts. Both activities allow me to use some of one of my favorite skills- finding ways to connect people to new ideas. When people are using their skills- the things that they thrive upon- difficult tasks become less annoying.

When the creators of Toy Story worked on the movie, they felt like the story wasn’t going anywhere. The plot had no heart and no purpose. The creators went back to the drawing board to try and make the toys come to life and reach people in a more intentional way. Finally, the creators remembered the toys were happiest when they were played with. That became the mission of the toys! To constantly strive to do what they were made to do- be a young boys best toys.

People are happiest when they do what they are made to do!

An amazing technique for long-term volunteers is allowing people to work from their gifts and passions. Sounds like a no-brainer but, you would be surprised how many volunteer coordinators don't do this.

I have seen this work successfully at one of the many non-profit organizations in Denver. They have three phases of receiving volunteers, and the results speak for themselves. The organization:
- never struggles to find volunteers
- has many long-term volunteers.

Although their three-phase process is simple, it is also very deliberate. It’s a trade-off. Sometimes you have to slow down to speed up!

1. Interview Phase: Identify gifts. The organization volunteer coordinator sits down with every single volunteer and listens to his or her story. They are listening for godliness, gifts, responsibility, and passions.
2. Creative phase: Identify the project. This is where the volunteer and staff brainstorm what ways they could serve. It’s no longer just parking lot duty (although some may be gifted in that) but now the organization has maintenance staff, dance teachers, professional chefs, technicians, teachers, and leadership consultants! People keep coming back to serve because they are using their skills to do meaningful work.
3. Serving phase: Identify impact. Make space for them to serve and let them do their thing. When people are working from their happy place, doing what they were made to do, there will be great outcomes.

Bailey's Volunteer Pyramid

Don Clifton the author of StrengthFinders said, "successful organizations don’t just accommodate the differences in their people, they capitalize on them." The best way to retain volunteers is to take the extra effort and time to know them, move them to the place that best suits them, and watch the magic happen.