How do you get your employees involved in community service?

Not all employees connect to community services, purpose is more important, people who are aligned to the purpose to serve community are your champions, focus on them, reward them and make your engagement around CSR successful.

Aligning community service with your values is imperative. Leaders of organizations should set expectations by embodying the company's values through active participation and support for initiatives that mirror the organizational mission. Engaging in meaningful community work inspires others to share in this commitment, reinforcing our dedication to societal betterment.

By aligning community service initiatives with company values, employees will feel a stronger sense of purpose and connection to their work. This can increase employee engagement and satisfaction, leading to a more positive and productive work environment.

Embracing diversity in giving back is vital. Acknowledge that employees share values but contribute differently. Offer a range of options and flexibilities for community service. Group events, individual time off, virtual opportunities - respecting choices fuels engagement and empowers impact.

It's amazing how a love for dogs can turn into a weekend at the animal shelter or a fondness for gardening can bloom into beautifying local parks. We've found that when the heart is involved, hands willingly follow. So partner with a lot of diverse organizations that might connect with the interests of your people.

Providing options and flexibility for community service allows employees to find activities that resonate with their own interests and skills. This autonomy can foster a sense of ownership and motivation, leading to higher levels of participation and enjoyment.

When an employee's community spirit shines, make sure their efforts don't go unnoticed. From featuring stories in your monthly newsletter to bestowing the coveted 'Golden Heart' award; I believe in celebrating good deeds as heartily as business achievements. After all, a pat on the back often carries equal weight to a tap on the paycheck.

Recognizing and rewarding employees for their community service efforts not only shows appreciation but also creates a culture of recognition and fosters a sense of pride among employees. This can lead to increased morale, loyalty, and commitment to the organization.

By soliciting feedback and suggestions from employees, companies can continuously improve their community service initiatives and ensure they are meeting the needs and expectations of volunteers. This promotes employee involvement and empowerment, and may also uncover new opportunities for impactful community involvement.

Effective communication and collaboration with employees and community partners help build trust and strengthen relationships. It ensures everyone is on the same page and working towards shared goals, fostering unity and a greater impact in the community.

Leading by example sends a strong message to employees that community service is valued and important. When leaders actively participate and share their passion, employees are more likely to be inspired and motivated to get involved themselves. Leadership involvement in community service can also enhance the company's reputation and attract socially-conscious employees and customers.

An incredibly powerful way to get your employees involved in community service is to look where they live first. Often, your employees are involved in their communities - they know where the need for good can have an impact. Empower them to do good by proactively accepting opportunities from employees. This elevates their brand loyalty, as well as the loyalty of the community, and cares for their employee experience on a completely different level as a business.

A decade ago, corporate giving and community service were the extent of employee engagement activities. Companies co-opted the funds their employees donated to causes and the personal time they devoted to community service projects as their own contributions. Companies can recognize these efforts but it's the employees who should be credited. I would argue that while corporate volunteer programs have benefits, they should not be considered as a driver of employee engagement. It's essential to recognize their limitations and explore opportunities that would have a direct impact on employee engagement such as the employee-manager relationship, rewards and recognition, learning and development, and advancement opportunities.