Gen Z Volunteers: Understanding What Drives the Next Generation

Last month, I sat down with a volunteer coordinator who was frustrated. "I can't figure out these younger volunteers," she told me. "They seem interested, they sign up, but then getting them to actually show up consistently feels impossible." It's a conversation I've had dozens of times—and I think we've been approaching it all wrong.

Meet Gen Z Where They Are

Here's the reality we need to accept: Gen Z isn't failing at volunteering. We're often failing to understand what motivates them. According to recent research, 63% of Gen Z volunteers—exceeding rates for millennials and Gen X. They made an average of 5.3 charitable donations in 2022, despite having 86% less purchasing power than baby boomers did at their age.

This is not a generation that doesn't care. This is a generation that cares deeply but engages differently than their predecessors.

The Three C's: Community, Connections, Careers

When researchers asked Gen Z what motivates them to volunteer, three themes emerged so clearly they've become known as the "Three C's":

Community Impact (93%)

An overwhelming majority of Gen Z volunteers say community impact is their primary driver. But here's the nuance: they want to see that impact. Abstract mission statements don't cut it. They want to know exactly how their three hours at the food bank translated into meals served, families helped, or hunger reduced.

This is where tools like myTRS make a real difference. When volunteers can log their hours and immediately see contribution reports—not just for themselves, but for their team and the entire event—that visibility creates meaning. It's not enough to tell Gen Z their work matters; you have to show them.

Connections (88%)

Here's a statistic that stopped me cold: 73% of Gen Z report feeling alone either sometimes or always. They're coming of age during what researchers are calling a "loneliness epidemic," and 88% say that finding community and belonging through volunteering is important to them.

When a young volunteer shows up to your event, they're not just there to complete tasks—they're looking for their people. Organizations that create genuine community around their volunteer programs see dramatically higher retention with this age group.

Practical applications? Team-based assignments where volunteers work together rather than isolation. Social events that aren't strictly work. Digital spaces (Discord servers, group chats) where volunteers can connect between shifts. And recognition programs that celebrate the team, not just individual stars.

Careers (51%)

More than half of Gen Z volunteers say they're looking for learning opportunities—compared to just 17% of boomers. This isn't mercenary; it's practical. Young people navigating a challenging job market recognize that volunteer experience builds real skills.

Smart volunteer programs lean into this. Track skills developed during volunteering. Offer reference letters that speak to specific competencies. Create leadership opportunities that look impressive on a resume. In myTRS, we see organizations using skills tracking features to help volunteers document their growth—and volunteers love having that tangible record of development.

They're Watching Your Employer Brand

Here's something that should matter to any organization with paid staff: 75% of Gen Z considers an organization's community engagement when evaluating potential employers. And 72% say they'd want to work for companies that offer volunteer opportunities.

Your volunteer program isn't just about getting work done—it's a talent pipeline and a recruitment tool. The Gen Z volunteer who has a great experience with your organization today could be your best employee five years from now. And they're definitely telling their friends about their experience, positive or negative.

Flexibility Isn't a Perk—It's a Requirement

Remember that frustrated coordinator I mentioned? Part of her challenge was that her volunteer program required a six-month commitment with weekly shifts. That's a tough ask for anyone, but it's particularly challenging for Gen Z, who are often juggling school, gig work, and other commitments.

46% of volunteers cite flexibility as essential, and that percentage skews even higher among younger volunteers. What does flexibility look like in practice?

• Varied shift lengths. Not everyone can give four hours, but many can give one. In myTRS, organizations can create shifts ranging from 30 minutes to full days, letting volunteers choose what fits their schedule.
• Last-minute opportunities. Gen Z lives on their phones. Push notifications about shifts that need filling today often get better response than emails about shifts three weeks away.
• Remote and virtual options. The pandemic normalized remote work, and volunteers expect the same flexibility. Data entry, social media, graphic design—many tasks don't require physical presence.
• No commitment requirements. Episode-based volunteering (show up when you can) often converts to regular volunteering once someone finds their fit. Don't require the commitment upfront.

The Technology Expectation

Young volunteers have grown up with smartphones. When they encounter a volunteer program that requires paper sign-up sheets, email-only communication, or desktop-only registration forms, they notice—and not in a good way.

Digital platforms for finding and participating in volunteer opportunities aren't a nice-to-have for Gen Z; they're table stakes. Mobile check-in, text reminders, online scheduling—these should be the default, not the exception.

This is exactly why we've built myTRS as a mobile-first platform. When a volunteer can register, select shifts, check in, and log hours all from their phone, you've removed friction that might otherwise push them toward other opportunities.

They Want to Make an Impact (But Don't Know Where to Start)

Here's perhaps the most encouraging and actionable insight: 76% of young people are eager to create change, but 32% don't know where to begin. They're not apathetic—they're overwhelmed by options and unsure how to get involved.

Your volunteer recruitment marketing should make the path crystal clear:

1. Here's exactly what you'll do
2. Here's the impact you'll have
3. Here's how to sign up (make it easy)
4. Here's what happens next

Don't assume potential volunteers will navigate a complicated website to find opportunities. Meet them on social media. Partner with colleges and employers. Make the ask direct and the response simple.

The Bottom Line

Gen Z volunteers aren't a problem to be solved—they're an opportunity to be embraced. They bring energy, digital fluency, and a genuine desire to make a difference. But they also bring different expectations about flexibility, community, and technology.

The organizations that thrive with Gen Z volunteers will be those that adapt their programs to meet these expectations rather than expecting young volunteers to adapt to outdated structures.

What's working (or not working) with younger volunteers in your organization? I'm always looking to learn from what others are experiencing.

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