Today's workforce is struggling to strike an important balance: While people need to make a living in an unpredictable economy, they also have a strong desire to do good and hope that their work has meaning beyond just 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.
Bearing in mind those things, several job seekers particularly Millennials fresh out of college bearing technical knowledge that is highly preferred are actually choosing employers with socially active mindsets who are able to show commitment to causes over offers of slightly higher wages.
A healthy employee volunteer program that provides paid time off to volunteer for causes in the local community can be very attractive to a potential employee who is already committed to volunteering or charitable giving in some way.
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.
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.
Know that companies dedicated to make corporate giving programs which involve its employees for the long term will also find themselves with higher levels of employee engagement thus increasing its productivity and profitability.
If a company is able to have a culture of philanthropy, this comes as a highly preferred environment amongst new recruits as they can join and start immediately with committing to the organization which they will see from those who have been there long before them. This appears to be self-replicating and of a synergistic pattern proving to only grow more powerful through time.
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.
Bearing in mind those things, several job seekers particularly Millennials fresh out of college bearing technical knowledge that is highly preferred are actually choosing employers with socially active mindsets who are able to show commitment to causes over offers of slightly higher wages.
A healthy employee volunteer program that provides paid time off to volunteer for causes in the local community can be very attractive to a potential employee who is already committed to volunteering or charitable giving in some way.
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.
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.
Know that companies dedicated to make corporate giving programs which involve its employees for the long term will also find themselves with higher levels of employee engagement thus increasing its productivity and profitability.
If a company is able to have a culture of philanthropy, this comes as a highly preferred environment amongst new recruits as they can join and start immediately with committing to the organization which they will see from those who have been there long before them. This appears to be self-replicating and of a synergistic pattern proving to only grow more powerful through time.
About the Author:
Sebastian Troup likes blogging about corporate social responsibility. For further information about philanthropic solutions for businesses and non profit organizations, or to find help setting up corporate giving programs, please visit the Truist.com site today.
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