In my work as a social-impact consultant, I frequently talk with business leaders about how community engagement can deliver measurable results for their bottom line. Too often, the idea is dismissed because “we just don’t have it in the budget right now.”
Community engagement takes many forms though, and—although a financial contribution is always welcome—businesses can use their expertise and resources to make an impact… with or without a donation. One way to give back and achieve meaningful return on the investment is by introducing an employee volunteer program.
Talent Meets Purpose
Employee volunteer programs are structured, company-sponsored initiatives, encouraging staff members to contribute their time and expertise to charitable causes during work hours. These programs generally take two forms: Volunteer Time Off (VTO), where employees choose their own causes, or group service activities, where the company facilitates a shared team experience. A key component with both is that volunteer service happens during a typical workday, and the employee is paid their regular wage for the time spent volunteering.
When a company’s employees volunteer in the community, each stakeholder benefits from the activity.
- The community. Volunteers are the heart and help for nonprofit organizations nationwide, enabling them to “do more with less” on a regular basis. Considering the value of volunteer service—$34.79 per hour, according to Independent Sector—the savings for a nonprofit organization can add up quickly. For example, 10 volunteers from a local business working a 4-hour shift equals almost $1,400 of donated time and productivity.
- The business. According to research from Benevity, companies that engage their employees in giving and volunteering see a 57% reduction in turnover among those participating employees. When you consider that the cost of replacing an employee can be 1.5 to 2 times their annual salary, increasing engagement through a volunteer program can lead to measurable savings.
- The employee volunteers. Studies repeatedly show that companies sponsoring volunteer activities have higher employee engagement and better working environments than those that do not. When provided opportunities to volunteer together in the community, employees build kinship with their coworkers which translates into better collaboration back in the office. On top of that, when employees are trusted to represent their employer in the community, that trust is parlayed into pride and loyalty for the business.
The Nuts and Bolts
Launching an employee volunteer program requires strategic planning, but a thoughtful investment at the beginning will deliver meaningful results when the program is embraced as part of company culture. A social-impact consultant or fractional CSR coordinator can help you set objectives and create a program that’s authentic to your business.
If your company wants to implement a VTO program, start by creating a policy that addresses key points and ensures consistency. A clear policy should define eligibility, (e.g., full-time vs. part-time and waiting periods for new hires) and what constitutes a qualifying volunteer activity: Does it need to be a 501(c)(3) organization? What about religious or political organizations? Can someone volunteer at their child’s school?
Determining the amount of VTO available to employees is a decision for senior leadership. Most companies will allocate 8 (or more) hours of VTO to every employee at the start of each calendar year, granted as “use it or lose it”, meaning that unused VTO time cannot be rolled over to the following year. When calculating usage costs, it’s helpful to know that U.S. businesses report an average 33% participation rate in VTO programs, with higher participation in more established and best-in-class programs.
If your company wants to start with group service activities instead, it’s as simple as identifying causes that align with your company’s values, coordinating opportunities to serve and communicating for engagement. Determine a cadence for these activities (e.g., monthly, quarterly or some other frequency) and optimal days of the week for employees to participate. Then a quick internet search can yield nonprofit organizations in your area that welcome volunteer groups to contribute to their mission. (PRO TIP: Seek out the volunteer coordinator or operations manager of a nonprofit organization to contact.)
If You Build It, Will They Come?
Launching an employee volunteer program is the first step. To realize the benefits described earlier though, it’s important to follow through with clear and frequent communication about the opportunities to serve. One proven way to engage employees in a volunteer program is through leadership modeling. National studies show that participation is 5 times higher in companies where senior executives roll up their sleeves and volunteer alongside others.
So, give your CEO or president a branded company shirt and send them out to volunteer!
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Becky Doemland is a social impact consultant based in Indianapolis, helping businesses throughout Central Indiana develop and implement their philanthropic and community involvement strategies. Learn more about partnering with Becky at www.GoodWorksIndy.com.
