April is Global Volunteer Month. It celebrates the power of people who tackle society’s greatest challenges, including employee volunteers. Following are a few ideas to help your company make it a great month.
1. Encourage participation
Global Volunteer Month is a great time to highlight your year-round volunteer service opportunities. Consider ramping up communications or enrolling middle managers as advocates, for example.
2. Give credit where credit is due
Shouting people out for their volunteer contributions is a great way to celebrate Global Volunteer Month. Consider hand-written notes or emails from senior leaders to volunteers. Additionally, sharing stories and photos of volunteers internally will brighten the workplace culture and inspire others to start volunteering.
3. Spread the word
Don't have the time or resources to plan anything new right now? Don’t worry, a simple social-media campaign is low-burden way to celebrate Global Volunteer Month. Points of Light has a great marketing kit to get you started. Your campaign could, for example, share stories and accomplishments of your employees or build awareness for a cause that your company values.
4. Become an Activation Partner
If you already have a plan for this April’s Global Volunteer Month, share it with Points of Light. It will promote it through their social networks!
For more Global Volunteer Month ideas, explore the Points of Light’s Global Volunteer Month toolkit.
Photo by energepic.com from Pexels
In 2021 we saw a 5% increase in resignations over 2019. This phenomenon is referred to as the Great Resignation, a term coined by Texas A&M professor Anthony Klotz. Klotz believes it’s a consequence of pandemic disruptions releasing pent up employee dissatisfaction. As we’re all painfully aware, the pandemic postponed weddings, canceled sporting events, wiped holiday celebrations off the calendar, normalized work at home, made grieving an everyday emotion, frayed mental health and generally upended our lives. Has all this jarring resulted in more of us quitting our jobs? If so, what are the criteria that we now use to determine if we will quit? A 2021 Edelman study identified the three drivers of the Great Resignation. For some, it’s compensation. These individuals left their jobs because they were not satisfied with their pay and perks. Others have left their jobs because they wanted to continue working from home, live in a rural area, parent full time or otherwise change their lifestyle. The number one reason people have left their jobs, however, is lack of purpose (learn more). The relationship between purpose and retention has long existed. For example, pre-pandemic research uncovered that workers with a sense of purpose had 40% higher retention. Klotz’s analysis, however, seems to apply here. The pandemic unleashed record amounts of purpose-oriented action.
Given that purpose is so central for employees, how can employers provide it? Good news! CSR (corporate social responsibility) is one solution. There’s evidence that simply participating in employee volunteering, for example, boosts sense of purpose at work by 33%. What’s more, CSR benefits the company in ways other than retention as detailed in a prior post.
In these trying times, CSR might just save your business from being a victim of the Great Resignation.
Spark the Change Colorado, Community Shares of Colorado, B:CIVIC