Today's workforce is struggling to strike an important balance: While people need to make a living in an unpredictable economy, they also have a strong desire to do good and hope that their work has meaning beyond just a paycheck.
Employers too come with their own set of priorities to balance: the capacity to be with profit at a level that is enough to see business growing and progressing, while also addressing what the public and business leaders deem these companies to actually have - that moral obligation calling for that giving back to communities giving them their profits.
Balancing these two acts can be complementary for both through a leveraging of the power of programs intended for corporate giving being an operational tactic to recruit employees.
According to studies, employees these days actually come with priorities differently defined compared to those of the previous years. Today, many employees are not solely after getting paid really well or in getting excellent benefits package because they are now keen to what kind of culture the workplace of their prospective company of employment possesses. What they want to determine is how high they can be given by the company in terms of autonomy and empowerment as well as whether they share mutual missions and values with the company.
Keeping those factors in consideration, know that most job seekers today especially Millennials recently out of college with really desired technical knowledge are found to forego slightly higher pays to be with a company who demonstrates social activeness along with the commitment to causes they are passionate about.
You will know that your employee volunteer program is viable when it offers paid time off to volunteer should an employee be interested to pursue a cause in the local community and potential employees with existing volunteer experience may be attracted as well.
Similarly, a simple payroll deduction arrangement that allows employees to donate money to a worthy cause without having to budget the money out themselves can appeal greatly to a potential employee who wants to do good in the community but who would prefer to have it done without a huge time commitment.
Needless to say, no amount of corporate giving will entice a potential employee if your compensation package is not similar to other companies in your industry. But on the other hand, if you are able to offer salary that is competitive joined with benefits package, there is that possibility for it to make a trademark by use of those humanitarian corporate programs which can be a strategic and powerful means to involve employees.
Because of that positive reputation which the company possesses, more potential employees are likely to be drawn in giving the company a greater chance at hiring no less than the brightest and the best. More customers also are enticed by Cause Marketing which spreads the company's reputation through online media or even word-of-mouth.
Know that companies dedicated to make corporate giving programs which involve its employees for the long term will also find themselves with higher levels of employee engagement thus increasing its productivity and profitability.
New recruits will find it perfect and are likely to join and instantly start being involved in the organization as they learn from the examples set by those before them in a workplace with a culture for philanthropy. Taking part in volunteer efforts also provides a great way for new employees to get to know their co-workers on a more personal level.
Employers too come with their own set of priorities to balance: the capacity to be with profit at a level that is enough to see business growing and progressing, while also addressing what the public and business leaders deem these companies to actually have - that moral obligation calling for that giving back to communities giving them their profits.
Balancing these two acts can be complementary for both through a leveraging of the power of programs intended for corporate giving being an operational tactic to recruit employees.
According to studies, employees these days actually come with priorities differently defined compared to those of the previous years. Today, many employees are not solely after getting paid really well or in getting excellent benefits package because they are now keen to what kind of culture the workplace of their prospective company of employment possesses. What they want to determine is how high they can be given by the company in terms of autonomy and empowerment as well as whether they share mutual missions and values with the company.
Keeping those factors in consideration, know that most job seekers today especially Millennials recently out of college with really desired technical knowledge are found to forego slightly higher pays to be with a company who demonstrates social activeness along with the commitment to causes they are passionate about.
You will know that your employee volunteer program is viable when it offers paid time off to volunteer should an employee be interested to pursue a cause in the local community and potential employees with existing volunteer experience may be attracted as well.
Similarly, a simple payroll deduction arrangement that allows employees to donate money to a worthy cause without having to budget the money out themselves can appeal greatly to a potential employee who wants to do good in the community but who would prefer to have it done without a huge time commitment.
Needless to say, no amount of corporate giving will entice a potential employee if your compensation package is not similar to other companies in your industry. But on the other hand, if you are able to offer salary that is competitive joined with benefits package, there is that possibility for it to make a trademark by use of those humanitarian corporate programs which can be a strategic and powerful means to involve employees.
Because of that positive reputation which the company possesses, more potential employees are likely to be drawn in giving the company a greater chance at hiring no less than the brightest and the best. More customers also are enticed by Cause Marketing which spreads the company's reputation through online media or even word-of-mouth.
Know that companies dedicated to make corporate giving programs which involve its employees for the long term will also find themselves with higher levels of employee engagement thus increasing its productivity and profitability.
New recruits will find it perfect and are likely to join and instantly start being involved in the organization as they learn from the examples set by those before them in a workplace with a culture for philanthropy. Taking part in volunteer efforts also provides a great way for new employees to get to know their co-workers on a more personal level.
About the Author:
Sebastian Troup loves writing about corporate social responsibility. For further information about philanthropic solutions for businesses and non profit organizations, or to get help setting up corporate giving programs, please check out the Truist.com site today.
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