When it comes to corporate giving programs, there really is no universal approach that works for every organisation. Every business has its own culture, model, mission and philosophy – and their CSR efforts should reflect this.
But it’s not just that, whatever corporate giving programs are in place should actively engage employees and be something they want to partake in willingly and enthusiastically. However, this is often easier said than done.
So, how do you unlock motivation in your staff?
Here are a few points to consider as we move into a new work year.
I’m an individual
Kimberley Downes, Head of Benojo Melbourne, explains that people are motivated by different reasons, these include:
1. Those who are motivated by pro-social reasons volunteer purely for the benefit of others.
2. Those motivated by belonging volunteer as a way to develop personal relationships.
3. Those motivated by self-enhancement reasons volunteer to feel better about themselves.
4. Those motivated by development reasons volunteer to gain knowledge and skills.
5. Those motivated by self-protective reasons volunteer to distract themselves from something that troubles them in their own lives.
6. And those motives for career reasons volunteer to increase their job prospects.
Considering the diversity of reasons that motivate employees to volunteer, it is worth collaborating with them to develop (or rework) your business’s corporate giving program.
This could be through surveys; feedback forms on existing programs; asking for suggestions; or gathering members of each team or department for a workshop of brainstorming session. Other factors to note could be giving employees more options as to how they are involved or choice as to what charities their efforts support.
Working with the feedback from the staff sessions, look at how it can be integrated into a program/s that addresses employee motivations, alongside the agenda and goals of the business.
Finding the right method
The methods that form the basis of corporate giving programs are another avenue to addressing employee motivation. Downes explains that there are eight models businesses can explore.
Loaned employee: An employee is granted a sanctioned and compensated leave of absence to pursue a probono project.
Functional coaching and mentoring: Employees match up with their nonprofit peers, form a relationship and share functional expertise.
Marathon: A company pools human capital resources on a probono project within a short, predetermined timeframe to deliver a mass volume of deliverables.
Standardised team projects: Individuals are placed on teams, each with specific roles and responsibilities. Each project is scoped and structured around a standard deliverable based on the needs of the nonprofit partners.
Open-ended outsourcing: A company makes its services available to a specific number of non-profit organisations on an ongoing, as needs basis.
Sector wide solutions: A company creates a deliverable pro-bono that can be applicable to all nonprofits across the sector.
General contracting: An entity coordinates and oversees internal and external resources, promoting cross sector collaboration to address a specific social problem.
Signature issue: The combination of formal pro-bono work with additional corporate assets for the purpose of leveraging significant internal resources against a specific social issue.
Employee motivation is an integral ingredient to the success of your organisation’s CSR efforts.
Talk to Benojo about how we can help your business get it right.