What comes as a challenging accomplishment for today's workforce is perhaps that ability to balance earning for their living in a rather changeable economy along with yearning to do good in order that working gives them meaning that can go beyond the offer of a paycheck.
Even employers find themselves trying to balance their priorities including the maintenance of profit that is highly sustainable for their business to grow and prosper further; and that moral obligation to give back to communities which are the sources of their profits which of course the public and business leaders deem companies to need.
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.
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.
With those factors in mind, many job seekers - especially Millennials just out of college with highly sought-after technical knowledge - are foregoing slightly higher wages in favor of employers who are socially active and demonstrate a commitment to causes they have a passion for.
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.
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.
No matter what amount of corporate giving there is in your company, compensation packages still need to be based on the norms of the industry. However in the case of an organization with an offer for competitive salary together with benefits package, it is possible to define a strong difference factor using strong and strategic corporate charity programs intensely involving the workforce.
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.
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.
Even employers find themselves trying to balance their priorities including the maintenance of profit that is highly sustainable for their business to grow and prosper further; and that moral obligation to give back to communities which are the sources of their profits which of course the public and business leaders deem companies to need.
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.
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.
With those factors in mind, many job seekers - especially Millennials just out of college with highly sought-after technical knowledge - are foregoing slightly higher wages in favor of employers who are socially active and demonstrate a commitment to causes they have a passion for.
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.
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.
No matter what amount of corporate giving there is in your company, compensation packages still need to be based on the norms of the industry. However in the case of an organization with an offer for competitive salary together with benefits package, it is possible to define a strong difference factor using strong and strategic corporate charity programs intensely involving the workforce.
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.
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 more details 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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