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Q&A: Generations within Volunteer Organizations
Dear Tammy,
I have been quite interested in your work for a while based on my experiences as both a volunteer and someone who works with volunteers. I would argue that generational differences are even more stark in volunteer workforces and potentially more damaging, because if people aren’t getting paid they are more likely to leave an organization if they are frustrated with the work environment. On the plus side, if people are passionate about a cause they will stay, but sometimes their passion gets in the way of effective teamwork.
Do you have any insights on how volunteer coordinators could foster better communication and teamwork among the generations?
Thank you,
Andrea
Hi Andrea,
You raise a very important point—volunteer organizatons DO have to be better at talent management because people are even more likely to leave if they don’t like the work environment than they would from paid jobs.
The fundamental principles are the same, however. Leaders should legitimize the diversity of perspectives across the generations. (“I recognize that you each may have different views on this—each is valid.”) Then, leaders should establish or help the group establish some working norms. (“In this situation, for this reason, let’s follow this norm.”) The generational frustration comes in when the guidelines aren’t clearly established, people use their best judgment (but often come to different conclusions about what is best), and other people then misjudge their intentions. As a leader, your role is to head this vicious cycle off before it begins.
I hope that helps.
Best wishes,
Tammy
Filed under: Talent Management Approaches | Published: 01/15/11
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