In response to the growing demand from employees for socially responsible employers, many workplaces are bolstering their volunteer programs. According to the Association of Corporate Citizenship Professionals, nearly three in five companies reported increasing opportunities for group volunteering last year. With National Volunteer Week recently passed, employees may be looking for ways to integrate service into their professional schedules on a regular basis. Recent research from the University of Oxford suggests that organized volunteering is one of the most effective workplace programs for improving workers’ well-being. However, not all corporate volunteering initiatives are created equal, so it is important to follow best practices in building or strengthening an office culture of service.
One key recommendation from experts and nonprofit leaders is to give employees agency in designing their workplace volunteer program. Dr. Eddy Hogg from the University of Kent suggests that allowing employees to choose from a range of local community groups or suggest their own can help ensure everyone feels connected to the cause. Affinity groups can also be helpful in aligning employee interests with service work. Buy-in from the entire corporate ladder is crucial, as even if employees are enthusiastic, if their line managers do not support the initiative, it is unlikely to succeed.
It is important to make workplace volunteering meaningful by moving beyond short-term, light-touch activities. Creating deep connections between employees and the community requires more than just occasional interactions. Bosses and nonprofit leaders should communicate how the chosen activity will benefit the community and facilitate direct interactions with the people being served. Meaningful activities are more likely to engage employees and encourage them to return for future volunteering opportunities.
To ease the process of finding volunteering opportunities, there are third-party organizations like Common Impact that connect companies with nonprofits in need of help. By partnering with these organizations, companies can engage in skills-based volunteering that benefits their employees and the communities they serve. Employees working at smaller companies can also consider partnering with local organizations like Big Brothers Big Sisters of America, which offers mentorship opportunities for high school students. The key is to provide a variety of programs that cater to different levels of commitment and allow employees to engage in ways that are meaningful to them.
Creating flexible volunteering programs that lower the barrier to entry can help engage a wider range of employees. Providing remote service opportunities and allowing employees to participate in activities that align with their interests can encourage more people to get involved. Companies like Shiseido Americas and Keep America Beautiful have implemented programs that allow employees to volunteer remotely and participate in activities that cater to their unique skills and interests. Providing opportunities for employees to engage in service projects that resonate with them can lead to a more authentic and impactful volunteering experience.
Overall, building a strong office culture of service requires a combination of employee agency, meaningful activities, partnership with third-party organizations, flexibility, and support from leadership. By following best practices and engaging employees in a way that resonates with them, companies can create a workplace volunteering program that not only benefits the community but also enhances the well-being of their employees. As the demand for socially responsible employers continues to grow, prioritizing employee engagement and volunteerism can set companies apart as leaders in corporate social responsibility.
