The human resources world is always on the lookout for creative ways to engage, recruit, and retain employees. Below is an adapted excerpt from our guide, Employee Engagement: 5 Trends Shaping Employee Social Impact Programs, by Kate Olsen. In this guide, Kate unpacks ideas emerging from different sectors, all with the same theme: creative ways to activate your workforce with cause. Check it out!
Employee engagement and social sharing go together like peanut butter and jelly. It’s easy to recruit employees that are already active in the community to join your company’s cause programs. But how do you get the next wave of employees to sign up? And the next? That’s when social proof and storytelling come into play.
The best ambassadors for your cause portfolio are the employees actively engaged in your programs. Equip those employees to tell their personal story about why they care, how they help, and what it means to be able to do it alongside other employees. When others hear the passion and see the powerful impact results, they will be clamoring to be a part of your company’s do-gooding efforts.
Storytelling can take many forms. Here are a few suggestions to help your employees share the call to action to get involved and make a difference:
As many of you know, employee engagement is an ever-evolving trend. Below is an adapted excerpt from our guide, Employee Engagement: 5 Trends Shaping Employee Social Impact Programs, by Kate Olsen. In this guide, Kate unpacks ideas emerging from different sectors, all with the same theme: creative ways to activate your workforce. Check it out!
Employee Engagement Trend: Mobile Access
Amy Chait, Head of Market Development for YourCause, asserts that employee engagement is going mobile. Employees are hungry for ways to opt-in to volunteer programs, make donations, and monitor personal impact via their smart phones. This is particularly true for companies with a large portion of the workforce consistently on the road.
As Amy notes, “Our clients continually talk about how their employees are out in the field and not in front of a computer most of the time, therefore mobile access will help support participation for all types of workforce roles.” Just as individuals can manage their social networks, calendars and email via phone, so too do they want to be able to manage everything else on the go.
Here at Network for Good, we’ve been lucky enough to interact with hundreds of professionals working in corporate social responsibility. Many times we get details on what drives them to make a difference.
Below you’ll find just a few of the many responses we’ve gotten to the question: Where do you draw inspiration for your social impact work?
From a company standpoint, because the company is my life, [what inspires me is] supporting our customers.
We understand what’s important to our customers – [the base is] mostly female – they want to support women, so we work with nonprofit partners that do just that. Once we partner with a nonprofit, it’s often a very long-term, enduring relationship.
We're excited to announce the release of our newest Good Card case study! Datalogix, a company that provides marketing infrastructure for the data driven era by connecting digital advertising to offline sales, uses Network for Good's, Good Card® to incentivize employee referrals.
As part of this referral program, Datalogix’s human resources team sought to create a rewards program that reflected its culture of giving. The addition of the referral program, enables employees to receive a $1,000 Good Cardwhen a referral joins the Datalogix team.
Key case study findings include:
→ Employees are motivated to shape the Datalogix work culture.
The addition of the Good Card to the existing referral program gives employees great incentive to refer top talent. This allows employees to not only contribute to the Datalogix team and culture, but to their community as well.
→ Employees contribute to charities of all shapes and sizes.
With 1.4 million charities to choose from, it’s not just large nonprofits that receive donations—local nonprofits and niche causes also receive much-needed support. Employees are excited to receive Good Cards and spend the funds to support their favorite cause.
If you're interested in learning how to use these charity cards to boost your employee engagement portfolio, email us!
Did you get the memo? Today’s Employee Appreciation Day! Not that you shouldn’t be doing this every day, but today is a special day to show them you care.
Here are a few ways companies show gratitude on a continual basis:
- HP empowers employees, personalizes rewards, and does good. Through leveraging Good Cards®--gift cards for charity—the company rewards all-star employee volunteers with a gift that gives back. Employees who have met their quarterly volunteering goals receive a $50 Good Card.
- OfficeMax supplies appreciation with its surprise parties for teachers. A Day Made Better, a partnership with Adopt-A-Classroom, is a one-day-only event that awards over 1,000 teachers +$1,000 each in school supplies. 98% of OfficeMax employees strongly agreed the program made them proud to work for the company; the remaining 2% simply agreed.
Did you know showing recognition is one of the three top factors to measure engaged your workforce is? Did you know employee engagement is a virtuous cycle?
It looks like this:
employee feels valued-->engagement level increases-->productivity grows-->motivation rises
In preparation for next week’s Employee Appreciation Day (March 7), we’re excited to share our friends at Quantum Workplace have released a comprehensive—and fun!—guide to think creatively about engaging your employees.
Below is a curated selection of their ideas. Definitely download the highly-skimmable whitepaper for the whole list.
#1) Happy Anniversary!
Nothing says, “You’re appreciated!” like celebrating the day each employee joined your workforce. Big company? Modify your celebrations.
- Delegate party planning to team leaders and let each department honor employees with their own celebrations.
- Set aside one day each year to celebrate. (Save the Date: National Employee Appreciation Day is March 7!)
We’re pleased to share our newest guide sponsored by Quantum Workplace, Engaging Millennial Employees: Recruit and Retain Top Talent with Cause. Here’s an excerpt:
Generation Y has been imbued with a sense of responsibility. Millennials feel responsible for themselves, their neighbors (both virtual and physical), their communities, and their planet. They grew up learning the importance of recycling and using less water, and that their actions directly affect their communities. In return, they believe that companies—their employers—have a responsibility to them, their society, and the world.
Although they acknowledge the bottom line, they also believe that companies need to give back some of what they’ve earned to contribute to the greater good. They see smart ways for companies to do this, too, such as transparency in reporting, sustainable business practices, and using company products and services for good. According to Jay Gilbert in the Ivey Business Journal, the single biggest threat to Millennial employee retention is a company’s reputation. Why is this so important?
Frequently cited as flaky and narcissistic, Millennial employees actually have multiple positive traits that can act as a boon to your brand. When leveraged correctly, the generation’s affinity with cause and tech savvy directly relate to your company’s recruitment and retention strategies.
We're pleased to share our new eGuide, Engaging Millennial Employees, that explores these techniques and provides you with the tools to recruit and retain top talent.
Here are two ways to win with Millennial employees:
1) Loyalty to Responsible Brands
The reputation of your brand is of utmost importance. A study on Millennials and the workplace found that when a company’s reputation suffers, so does employee morale.
In fact, it found that “employer reputation is the most frequent engagement threat.” A reputable brand, however, gives employees bragging rights and increases loyalty. If you want employees to be your ardent supporters, keep up the charitable work.
Recruitment Strategy: Think Like Tory Burch
As the fashion company interviewed potential employees, they realized a funny thing: Interviewees were drawn to the company’s cause work.
“[Our philanthropic work] is attracting amazing talent. When we interview people, one of the first things they bring up is the [Tory Burch] Foundation. They bring it up. We don’t. And that’s really exciting.” – Tory Burch
Try it! Incorporate charity into your company’s hiring posts. Note what giving opportunities exist and why.
It’s resolution time. Chris Brogan sets New Year’s goals around 3 words that “will become part of the way you identify yourself, and thus, a guiding light for your efforts.”
Here are 3 words to jumpstart your impact goal setting process.
We're pleased to bring you our top 10 blog posts of 2013!
#4: 5 Steps to Get Cause Supporters to ‘Want to’ Vs. ‘Have to’
Nir Eyal, who explores life at the intersection of psychology, technology, and business, recently posted a fascinating account of new research on giving behavior. A meta-analysis of several research studies finds that when you add a magic phrase at the end of an appeal you can double the likelihood of getting a ‘yes’ for your cause campaign.
What is the magic phrase? It’s ‘but you are free to accept or refuse.’
Highlighting the choice people have to support your cause empowers them. The exchange becomes a proactive decision to help, as opposed to a guilt trip or obligatory, ‘have to’ task. We learn at a young age that we don’t like being told what to do, and unfortunately, we don’t outgrow our compulsion to avoid the things we feel obligated to do.
Free will is a powerful motivator. As Nir points out, the phrase ‘but you are free’ neutralizes that compulsion to reject being told what to do.
How can you use this lesson to help supporters want to join your cause campaign?