If there is one thing that today's working is struggling to balance it would be - that ability to make a living even with an unpredictable economy while maintaining that fervent desire to find a deeper meaning which goes beyond the "paycheck" in their work by desiring to do good deeds.
Employers are likewise balancing priorities: While maintaining a sustainable level of profit is as important as ever for business growth and prosperity, public and business leaders alike feel that companies have a moral obligation to give back to the communities that create their profit.
Fortunately, these goals are not mutually exclusive. These two balancing acts can complement each other by leveraging the power of corporate giving programs as an effective strategy to drive employee recruitment.
Studies have shown that skilled employees in today's workforce have different priorities from those in years past. Rather than focusing solely on earning the highest salary or getting the best benefits package, employees are also interested in what sort of workplace culture their prospective employer has. They want to know about important factors such as what level of autonomy and empowerment the company offers them, and to what extent the company's mission and values coincide with their own.
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.
An employee volunteer program becomes healthy when it is able to provide paid time off for those willing to volunteer for a cause within the community and it serves to be an appealing factor for potential employees already committed to some sort of volunteer or charity works.
The same thing goes to employees who are amenable to committing to a worthy cause but are not up for budgeting out the money themselves may find a simple payroll deduction arrangement splendid and may be appealing to potential employees willing to do good however without the need to sacrifice a huge amount of time to commit.
Obviously, no level of corporate giving can make up for a compensation package which is out of line with industry norms. But if your organization offers a competitive salary and benefits package, you can create a powerful differentiating factor by establishing and promoting a strong, strategic corporate philanthropy program that heavily involves your employees.
A company with such a positive reputation tends to attract the attention of more potential employees, giving the company ample opportunity to choose the best and brightest available. Cause marketing attracts more customers as the company's positive reputation spreads via online media and word-of-mouth.
A company committed to a long term corporate giving program that involves its employees will also enjoy a much higher level of employee engagement, increasing productivity and profitability while boosting morale.
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 are likewise balancing priorities: While maintaining a sustainable level of profit is as important as ever for business growth and prosperity, public and business leaders alike feel that companies have a moral obligation to give back to the communities that create their profit.
Fortunately, these goals are not mutually exclusive. These two balancing acts can complement each other by leveraging the power of corporate giving programs as an effective strategy to drive employee recruitment.
Studies have shown that skilled employees in today's workforce have different priorities from those in years past. Rather than focusing solely on earning the highest salary or getting the best benefits package, employees are also interested in what sort of workplace culture their prospective employer has. They want to know about important factors such as what level of autonomy and empowerment the company offers them, and to what extent the company's mission and values coincide with their own.
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.
An employee volunteer program becomes healthy when it is able to provide paid time off for those willing to volunteer for a cause within the community and it serves to be an appealing factor for potential employees already committed to some sort of volunteer or charity works.
The same thing goes to employees who are amenable to committing to a worthy cause but are not up for budgeting out the money themselves may find a simple payroll deduction arrangement splendid and may be appealing to potential employees willing to do good however without the need to sacrifice a huge amount of time to commit.
Obviously, no level of corporate giving can make up for a compensation package which is out of line with industry norms. But if your organization offers a competitive salary and benefits package, you can create a powerful differentiating factor by establishing and promoting a strong, strategic corporate philanthropy program that heavily involves your employees.
A company with such a positive reputation tends to attract the attention of more potential employees, giving the company ample opportunity to choose the best and brightest available. Cause marketing attracts more customers as the company's positive reputation spreads via online media and word-of-mouth.
A company committed to a long term corporate giving program that involves its employees will also enjoy a much higher level of employee engagement, increasing productivity and profitability while boosting morale.
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 blogging about corporate social responsibility. For further details about philanthropic solutions for businesses and non profit organizations, or to find help setting up corporate giving programs, please check out the Truist site today.
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