Employee Volunteer Programs Examples

Employee Volunteer Programs Examples – Summary. In society, volunteering has been suspended or reduced in recent years. In the corporate world, however, it is on the rise. In fact, time off for volunteering is one of the few employee benefits that has increased significantly over the past five years. The benefits of well-designed corporate volunteer programs include: increased productivity, increased employee engagement, and improved recruitment and retention, to name a few. But more often than not, corporate projects fail. When designing their volunteer programs, companies fall into common traps: they blindly copy what other companies do, decide on the leaders’ pet projects, or force employees to participate more, and to encourage voluntary work. These mistakes reduce the value of projects to the company, employees and society. Instead, institutions should focus on culture, balancing top-down structure with bottom-up interest, and seeking to include diverse stakeholders in their programs.

The benefits of well-designed corporate volunteer programs include: increased productivity, increased employee engagement, and improved recruitment and retention, to name a few. But more often than not, corporate projects fail.

Employee Volunteer Programs Examples

Employee Volunteer Programs Examples

When designing their volunteer programs, companies fall into common traps: they blindly copy what other companies do, decide on the leaders’ pet projects, or force employees to participate more, and to encourage voluntary work.

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These mistakes reduce the value of projects to the company, employees and society. Instead, institutions should focus on culture, balancing top-down structure with bottom-up interest, and seeking to include diverse stakeholders in their programs.

In society, volunteering has been suspended or reduced in recent years. In the corporate world, however, it is on the rise. In fact, paid time off for volunteering is one of the few employee benefits that has increased dramatically in recent years. According to the Society for Human Resource Management, 47% of US companies offered community volunteer programs in 2018, up from 40% in 2014. That percentage is higher for larger companies. Chief Executives for Corporate Affairs—a coalition of multibillion-dollar companies—reports that 66% of its member firms offered volunteer programs with paid time off in 2019, compared to 56% in 2016 .

It is unclear whether these trends will continue as the Covid-19 pandemic continues and the global recession continues. Some problems are awakening people to the needs of society: for example, after the 9/11 terrorist attacks in the United States, volunteerism reached its highest level in twenty years. year, a deposit that has lasted for many years. However, after the Great Recession, participation and economic contribution declined. The current economic downturn is likely to tighten corporate belts, and executives may be forced to cut back on volunteer programs. But even in difficult times, there are good reasons to maintain good governance.

Numerous studies have shown that volunteer programs increase productivity, increase employee productivity, and improve engagement and retention. For example, a study I conducted in 2013 found that the more people volunteered (even if it was more than the company’s time), the better their performance at work. It also showed that volunteers are better citizens than work (helping others, expressing ideas, etc.). Another study, by David Jones of the University of Vermont and his colleagues, found that candidates find a company with employee career programs the most attractive, for three main reasons: pride of job seekers to join the company, their opinion on how they are. values ​​the firm and their expectations of how the firm should treat its employees. Research has also confirmed the benefits of volunteering for people’s health and well-being, in addition to talking about physical and mental health.

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The company’s volunteer programs reflect the top management’s priorities. But what matters to managers is not what matters to employees.

In my research and consulting work, I have seen franchise projects of all shapes and sizes. Some firms allow employees to volunteer for a cause or job of their choice; others organize more structured trips that involve groups – for example a charity run or a building project. Although Covid-19 has stopped many co-working spaces, they have also led to many creative projects that allow people to make a difference even during lockdown – for example, through staff hotline services, be “phone buddies” to check on seniors and participate in 5K races at home runs. Companies also differ in how they motivate, recognize and reward employee performance. And that difference makes sense: Companies need to tailor their programs to factors such as business size, customer and investor expectations, and culture and traditions. However, even though the programs are different, companies make the same mistakes. In this article, I’ll talk about the problems companies face and some best practices for designing and implementing projects that work.

There are many ways companies can go wrong when creating and implementing volunteer programs. There are three common problems:

Employee Volunteer Programs Examples

When designing programs, managers are often tempted to take the easy way out and simply copy what they see in successful companies in their industry. The “everyone around me is doing this, so it must work” mentality. However, this idea rests on a possibly false assumption; the programs of other institutions can

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To be useful or useful. A cut and paste approach can also create a disconnect between the company’s mission and goals and its purpose, reducing its strategic value and its real appeal to employees.

Oftentimes, directors focus on your corporation’s business interests and their charitable interests. (They do the same thing when making corporate or in-kind gifts to charities.) Or they leave uncertainty to dictate the continuation of past charitable choices. The result is corporate volunteer programs that reflect the priorities and values ​​of senior executives. But what’s important to senior management isn’t what’s important to employees—who really care about what a volunteer agency does.

Working with United Way Worldwide, my colleagues and I surveyed nearly 500 employees in 2014 and 2015—some who gave, some who didn’t—at 50 companies that offered giving programs. Among the employees who chose not to participate, some cited logistical concerns and the lack of flexibility of the program, explaining, for example, that the timing of the session was “unreasonable” the place “or. distance.” But many others said they were disappointed by what they saw as principals’ pet agendas, expressing sentiments such as, “I’d rather choose interesting opportunities that me, as if I really wanted to help, not those with whom [my employer] had a relationship”. These findings suggest that volunteer programs designed for key organizational needs may not well received by senior staff.

When establishing corporate volunteering programs, companies often try to recruit as many people as possible and continue to expand their programs. Unfortunately, this can force employees to volunteer – creating “constrained volunteering”. Research by psychologists Edward Deci and Richard Ryan shows that a problematic argument arises: When people know that they will be rewarded for participating in a task or punished for not doing it, they will decreased their motivation and willingness to work.

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Corporate pressure can also lead to what researchers call “branding” among employees, when they have the opportunity to have a positive attitude toward colleagues and superiors. In theory, there may be a positive change of employees who are happy with each other, but it does not happen in practice. If employees respond to managerial pressure to volunteer, their actions may be interpreted by coworkers as an attempt to impress themselves with higher-ups. In a long-term field study of American workers, my colleague John Lynch and I found that workers who volunteered to express good ideas were often scorned rather than applauded. In addition to being considered a moral role model, their colleagues described them as disruptive, righteous, and ruthless. The employees in our study noted how they avoid or avoid their colleagues who approach their work in this way, offending what they think is a simple attempt to delegate the work to others. Even auditors are more likely to focus on those people when making important decisions, such as promotion recommendations.

Companies often measure the success of a volunteer program by the percentage of employees who participate, but my research suggests that the mere existence of opportunities can help employees to work harder. In our research with United Way Worldwide, we found that among companies that offer programs, employee loyalty increased not only among those who volunteered, but also among those who did not. People who chose not to volunteer said things like “It’s great that [my company] offers volunteer programs” and “I’m glad that volunteering is available.”

Although companies should avoid forcing employees to volunteer, they can still do so

Employee Volunteer Programs Examples

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