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While we do not want to join the choir and become another harbinger of doom, it is hard to avoid the dreaded six-letter C-word these days. It's obvious that these are not the easiest of times, and we’re all feeling the pinch – although for some, the word vice seems more appropriate. Employers are feeling the pain as well. There is a labour shortage in virtually every industry and jobseekers get to pick and choose – and quite often, they don't pick you. And when they do, their choice is often short-lived. Attrition rates in the UK are higher than ever before . So, the grass continues to appear greener on the other side. Which options does that leave you, as an employer, to liven up your lawn? It has never been this rewarding to level with your potential employees and understand how you can become and remain attractive for them. What are their values, their needs? As it turns out, corporate volunteering can be an effective tool to recruit and retain new staff members. Who is your new employee? If only you knew, you’d have found them in a flash! On second thought, there's quite a lot we can say about your new colleague. After all, the current labour force is largely made up of millennials: people born approximately between 1980 and 2000. Definitions vary a little, but this means we're roughly talking about the working population between 22 and 42 years old. A generation then, that was reared with the internet and has been bombarded with advertising. The latter, by the way, is one of the reasons why millennials are wary of marketing and promotion – including yours. We also know that this generation attaches much more value to job satisfaction and social engagement than previous ones. The same millennials, also referred to as Gen Y, experienced the full impact of COVID-19. Additionally, they are the ones who are driving the Great Resignation . Yes, money matters – and with today’s bizarre inflation rates it probably matters even more – but for millennials, it is not the be-all and end-all . They want their job to be about purpose and meaning as well. Corporate volunteering helps attract engaged employees Corporate volunteering is not new. At least for two decades , companies have been collaborating with VCSEs to create positive impact, with their staff working with a charity during work hours. Many larger UK-based companies have integrated volunteering in their mission and strategy. Red Bull, Hunkemöller, H&M, Atlassian – these are only a few examples of companies with a vision that expands beyond the bottom line. When deciding on a volunteer project or organisation to support, it is important to draw on your company's strengths. This will increase your chance of impact. But how does it actually work? Employer branding When your organisation commits itself to creating positive impact, it puts your company in a different light. You go beyond pretty words and hollow phrases: you put your money where your mouth is . In the Netherlands, employees of Red Bull – a company with significant expertise in marketing and communication – supported Amsterdam-based Cordaan . They gave wings to the care organisation by devising a communication and distribution strategy for the new product line of Bijzonder Amsterdams : a project where local people with an intellectual disability make unique products. Such an initiative lends an entirely different image to Red Bull. The producer of ultra-sweet power drinks and sponsor of extreme sports turns out to be a genuinely engaged partner. And that makes Red Bull a more attractive employer for the current generation of jobseekers. A clear example of how doing good does good for your employer branding. Employee engagement Sorry if this upsets you, but at the core, we humans can be quite simple: we surround ourselves with people who are like us . And that makes sense. If someone makes the same choice as I have, it confirms that I made the right choice. Overall, I am quite happy with myself, and this means that I am probably also happy with people who are similar to me. And I automatically feel closer to people who resemble me, and share my values and standards. We can discern the same mechanism in the relationship with an employer. Employees feel more at home with an employer with similar values. And for the current, socially engaged millennial, this means they want to be with an employer who creates positive impact. Good employment practices have been at the top of the priority list for a while and corporate volunteering is a big part of that. To gain acknowledgement as a preferred employer, a solid corporate volunteering programme is simply indispensable. Atlassian has distinguished itself with its social strategy for years. The company organises a range of team activities that connect employees with Atlassian's social mission on a personal level. The company is one of the founders of Pledge 1% , a movement of corporate philanthropy, with companies donating 1% of their annual profit, 1% of employee hours and 1% of their own assets to non-profits. The dedicated Atlassian Foundation organises many different activities. One of them is a project where volunteers cook with socially isolated elderly people. Employees report that their volunteering not only elevates the mood for all participants, it also promotes a strong team spirit. After all, is there anything better than working together with your colleagues to put a good meal on the table and smiles on people's faces? At Red Bull, the company’s social engagement contributes to its employee engagement as well. Jorien Zuur, Brand Manager at Red Bull Netherlands, explains that their contribution has helped the cause, and also boosted the team morale. And: “It was great fun to apply our expertise in an entirely different professional field.” Purpose marketing And it's OK to tell the world you’re committed to positive change. Nowadays, people demand that corporations make clear choices and choose sides. Besides, surely you want to inspire others as well? 55% of the millennials are prepared to pay more for products or services from companies that are committed to positive social or environmental impact. By now, many companies sell more than a product; they also sell a purpose – a goal to which they have committed themselves. So we can see Coca-Cola employees creating moments of happiness for ill children, ING staff coaching literacy projects and Nike workers promoting sports in schools and communities . Be careful, though. It is of the utmost importance to be honest and transparent in your efforts and communication. As noted, millennials can be sceptical, and many initiatives undergo serious scrutiny. Justifiably so, as over the last years, we have seen quite a few organisations jump the sustainability bandwagon without any genuine commitment. So be real, and you won’t be accused of greenwashing. Getting started with corporate volunteering In short, corporate volunteering can be a powerful way to contribute to a fairer, more sustainable and better world. And by committing your company to making positive impact – in words and deeds – you are more attractive for employees and customers. But you have to do it right. Some recommendations to get you going: · Develop a corporate volunteering strategy. Start looking for a goal and activity that tie in with your company's DNA. Involve your staff in your mission of change. And, crucially, assign accountability for your social contribution to a dedicated employee who can drive your mission. · Stay with the facts. You must be able to measure your impact. Make your efforts SMART, so you can report transparently and effectively about your corporate volunteering. Set up a solid system to measure and promote what your company is doing for society. Without it, you have nothing to present to the public. · Be the change you want to see. Senior management needs to lead the way. Your employees want to see that the expensive suits are not afraid to get their hands dirty. And just imagine the opportunities to enhance relations within your organisation! Do you have any questions? Perhaps you need a bit more to make a good start? Deedmob has years of experience connecting volunteers with organisations, using today's tools. Just reach out , without any obligation. ‍

Follow these steps for a sound employee volunteering project The times have changed – and surely, that’s a good thing. Nowadays, almost all enterprises look beyond their bottom line: in today's world, it's about Profit, People and Planet. We see that many organisations are looking for a way to contribute to the change our world needs. And corporate volunteering (CV) is not only good for our world; your organisation benefits as well ! That shouldn’t really come as a surprise, though. When PwC sent out a worldwide survey to 10,000 people, 65% of the respondents indicated that they prefer to work for an organisation with a powerful social conscience. But where do you start with employee volunteering? And how? Many organisations have good intentions, but are unsure about how to put them into practice. Should you start modestly, or proudly launch a complete programme? With whom? For whom? And how do you go about that, exactly? We want to start off with a warning: your organisation has to be truly committed. A splash of CSR is not going to do it, in today's hypercritical and super connected world. Furthermore, your CV efforts must be structural – although this does not mean you immediately need to develop an entire programme. In fact, starting with one or more events can make a lot of sense. This allows you to gradually win the support of your employees whilst finding out which project and method will drive the most impact. So let’s get going! 1. Create internal support Surely, you’ve not gone rogue, but nevertheless. To avoid any ugly surprises later on, it is crucial to win the support of every relevant decision maker in your organisation. All internal stakeholders must agree to start with corporate volunteering. They have to understand how important engagement is – especially for your company. Because at the end of the day, employee volunteering also requires your organisation to invest. It will take person-hours and money, both for the preparation and the execution of your event. Or were you thinking of asking your staff to do this in their own time? Inform leadership that you want to select a project that aligns with your organisation's mission and values. Note that many organisations make the conscious choice to support their local community. For the preparation and execution of your event, you’ll want to use and possibly build on your employees’ skills. How you can do that? Look, for example, at how Nike staff members volunteer as sports coaches in their communities. Or get inspired by TomTom. This company established the ground-breaking – and free! – coding school Codam , where TomTom employees donate their time teaching. 2. Assign responsibilities Of course, you know how important this is. Every project needs someone with the responsibility to keep things on track and ensure progress. A successful initiative requires your company to free up person-hours and budget for the colleague driving your corporate volunteering project. 3. Planning You can start looking at suitable dates for an event. Your organisation probably has peak periods and slower days, but how about the availability of your employees? Obviously, you want to involve as many people as possible in your CV event. This means taking into account holiday periods and any planned training days. Don’t commit to a date just yet. The idea is to propose a number of possible dates in a survey for your staff members. You’ll read more about that in a minute, but first: 4. Develop a partner network Your local volunteer centre is a good place to start developing relationships with your community. People there will be able to map out the various opportunities your region has to offer. Do some research to find out who can help your organisation with setting up corporate volunteering. Start a list of the local organisations that need volunteers. Remember to keep expanding your partner network. Surely, you already know how important that is! 5. Involve your employees from the start The engagement of your workers is very important. But we're not telling you anything new here . This applies to their involvement in your CV project as well. In fact, the engagement of your employees is critical. Here, the communication style of your organisation is vital. Never pressure your employees into volunteering. Go for subtler communication to spark their motivation. As mentioned earlier, many of your employees are already looking for purpose in their work. All you have to do is find a way to connect to that yearning. One thing you can do is simply ask your workers how they would like to give effect to their desire for purpose. Send out a survey at an early stage and ask them about their ideas on employee volunteering. Are they familiar with any worthwhile local projects? How would they like to contribute? Which skills do they want to apply? What do they want to get out of this? Don't forget to ask employees to invite friends and family for their input and help. Chris Jarvis is a respected thought leader in corporate volunteering. He knows there are various reasons why volunteers remain motivated in the long run. One of them is the helper's high – a burst of adrenaline not unlike that experienced by marathon runners. In order to reach that euphoric state, it is essential that the volunteer can visualise the recipient and can therefore understand how the other benefits from their contribution. As a result, your employee or volunteer will begin to understand how valuable that contribution really is for the recipient. Clearly, communication plays an important part in reaching and retaining that helper's high. This is why it is imperative to ensure continuous, positive, engaging two-way communication with your colleagues. 6. Complete your information on possible volunteer activities You already started building a partner network, which should have resulted in a couple of ideas. Your employee survey probably garnered some suggestions as well. Now is the time to continue mapping out the volunteering options in your region. You wouldn't be located in Somerset now, would you? Because that county has a beautiful platform available for exploring volunteering options in the region. A similar tool is available for the county of Hertfordshire . Employers in other regions can ask around in their area to uncover local opportunities. Nowadays, activities can also be online, at least, partially. The digital revolution has increased volunteering opportunities. But please remember Chris Jarvin's lesson about the requirements for attaining the helper’s high. Besides, to have your employees experience true, joint teamwork, it is important that there is physical interaction. 7. Select your project You now have a good overview of the volunteer projects in your area – and our guess is, that there are more than a few! You also know the preferences of your staff members. Take them into account and seek out an activity that aligns with the mission and values of your organisation, filtering and crossing off along the way. This activity should allow your employees to use – and ideally: expand – their skills. As soon as you have made a choice, you should reach out to the receiving organisation. Stella Robeer has looked into how companies can ensure that employee volunteering delivers maximum results for all involved. One of her main recommendations is to keep questioning the reasons behind certain choices and explore whether other, better choices are available. Here, it is crucial for both parties to engage with each other and continue to do so, as this eventually leads to the best outcome. 8. Make your project SMART Surely, this is a business project like any other. You want to contribute effectively and show others what you have achieved, and how you did that. You’ll need to report transparently to your stakeholders – who, incidentally, in this scenario is also made up of members of the general public with an interest in your company’s CSR activities. As you also want to retain control of your initiative, a SMART project is the way to go. Start by documenting the objectives you aim to achieve, both internal and external. Possible examples of internal goals are a target number of participants, a specific allocation of your budget, or maybe you want to explore how to measure something like engagement. When we talk of external goals, we refer to measurable impact: maybe a target number of meals that must be served or a minimum amount of money to be raised through a charity run. You could measure the number of hours invested in creating impact or the number of skills taught. Try to find alignment with the sustainable development goals : a very relevant framework. Have you created value for society in any other way? And how about for your team? Perhaps, you laid the foundation for a fruitful, sustainable partner relationship. Or maybe you tapped into a new source of creativity that can be used elsewhere as well. Has the mutual interaction improved? Did it become more frequent? Is your event relevant to your corporate foundation? Keep tracking participants and activities. Drawing and sharing conclusions is critical. Your management and the greater public want to see figures, to be able to assess your project. Transparency is vital. 9. Launch your activity Like any other worthwhile initiative of your organisation, your employee volunteering event deserves an official launch. And again, we note how important communication is. Share information about the kick-off with your employees and the general public through intranet, social media, press releases, etc. And of course, you should be managing expectations well in advance. Inform your participants of the place and time, and any clothing they may need. Give them names and details of contacts before and during the activity. People always want to know what they can expect! 10. Have a drink afterward Of course, this does not have to involve any alcohol, but a post-event get-together is a good way to end the day on a positive note. Perhaps you seek out another location for some drinks and snacks – surely attendants will start an informal evaluation spontaneously. Such an informal session also does wonders for team building. And remember: a positive close = a sound relaunch! 11. Collect ‘hard’ feedback with a survey and interviews A day or two after your event, you should have a formal evaluation. Query your employees and the receiving organisation. It is fairly easy to just ‘count the hours’, but it is more important to collect qualitative data. What went well, what can be improved, and what did we miss? How can we do this more effectively in the future? Analyse how good the match really was. Was there a ‘click’? Have you laid the foundation for a relationship? After all is said and done, what is the overall assessment of each party? Was your event really valuable for the receiving organisation? Answers to questions like these also inform any subsequent programme. In order to collect this type of information, it is best to start with a widely distributed survey, and follow it up with a number of in-depth interviews. This will get you the indispensable input for the transparent report we committed ourselves to in step 8. 12. Follow through Based on your evaluation with leadership, employees and the receiving organisation, decide how you want to continue. Will you organise another event? Who will be the partners? Or are you ready for a fully-fledged corporate volunteering programme? Decide on your CV strategy for the future. We hope to have given you a firm basis for your first employee volunteering event. Please, do contact us with any questions you may have. And take the time to check out our site and read our blogs for more information. Should you be ready to launch a complete programme for corporate volunteering: keep your eyes peeled. We will publish a blog about that in the near future. For now, we wish you good luck!

Congratulations! Your company is thinking about establishing a corporate volunteering programme, with all the bells and whistles. Or maybe you’ve already taken things a step further and appointed a dedicated Corporate Volunteering Manager, forged and reinforced links with a range of local charities and now offer a variety of tasks for your employees to choose from. And then? Tumbleweed… “Build it, and they will come”, they said, but many companies are finding out their CV programme is floundering. How so? It is important to understand what makes your employees decide to volunteer. What makes Jalila and James tick? To kick off this conversation, it’s clear that it is counterproductive to frame volunteering as an obligation or chore. Rather, it should be presented and understood as an activity that can enrich your life and increase satisfaction and purpose. Do you want to steer your corporate volunteering programme in the right direction? If the answer is yes, you should do more than simply referring employees to an online overview of volunteer activities. The five tips below will help you create the right mindset among your employees and boost your corporate volunteer programme. 1. Make them own it Let’s start with stating the obvious: companies are brimming with professionally skilled people. Hey, you and your colleagues selected them yourselves, remember?! Each enterprise employs people with years of experience working in various roles, from project managers to software developers. Many employers know that the sense of ownership of a project or task boosts performance. Numerous employee engagement techniques, such as Google's famous 20% rule – where employees are encouraged to spend 20% of their time on what they think will benefit Google – are based on this exact principle. In the same vein, it is important for corporate volunteers to experience ownership over their contributions to charity projects. Let them figure out how they can and want to help social organisations. How can they leverage their unique, individual skills for the benefit of their favourite goal, to maximise their impact? Maybe your employees want to contribute by setting up and even running a fundraising workshop, or by developing a social media calendar. Encourage conversations between charities and volunteers to open up a whole new world of volunteer activities. 2. Be the change you want to see So, how about you? Yes, you , dear reader. You manager, you CEO, you board member, you CSR director – or whatever your position may be, high up on the corporate food chain. What are you going to do to give the right example? To drive that mindset change in your company culture, it is most effective when leadership shows its commitment. Some top-down corporate volunteerism , if you will. Your employees are more eager to embrace that necessary volunteer mindset when they see their management’s engagement. In other words: they need to see you volunteer! Crucial here then, is the role of internal and external communication. Every relevant stakeholder, inside and outside, should hear about the leadership’s engagement and commitment, so that it can snowball throughout the organisation, and maybe even beyond. Wondering why this works so well? You already know. Every team needs an inspiring leader – and that applies to corporate volunteering as well. 3. Create a culture of social impact Following on from the last point, you can boost your corporate volunteering by establishing a true culture of social impact. Australian software company Atlassian has been building its own social impact culture for years, culminating in the establishment of the Atlassian Foundation. Partly because of this, Atlassian nabbed Great Place to Work awards several times in recent years. “What we mean with a social impact culture?", asks Jan Kaan, former Benelux Channel Manager at Atlassian. According to him, corporate volunteering "has everything to do with employee engagement. From an employee's point of view, we know that everyone is looking for purpose – especially millennials. They find it very inspiring when you provide them with a purpose that complements their daily tasks. It helps employees go the extra mile for their work, it's as simple as that.” The lesson here is, that this sense of purpose should imbue all other business activities. You can work on your social impact culture by putting purpose on the agenda for your team meetings or by setting KPIs for each team around social impact. 4. Get them while they’re fresh At a basic level, volunteering can be seen as an activity. And regular volunteering can be perceived as a habit. And you know what? New employees are generally open to learning new habits. Just think about your company etiquette, work hours and meeting styles – all those new behaviours a fresh recruit has to internalise while onboarding. At Atlassian, they "encourage new employees, as part of the onboarding process, to engage in a volunteer activity within 60 days", says Jan Kaan. "When volunteers engage in volunteer activities within the first few days, they are subsequently more likely to continue doing so." It is important then, that there is a clear signal to adopt a habit. To sustain the habit, however, there must also be a reward. Here, this is the 'do good' feeling that the volunteer experiences as a reward for their behaviour. 5. Be real What we mean is: be realistic – possibly even humble – about what can be achieved with the corporate volunteering programme. This may sound somewhat counterintuitive. After all, isn't the goal to make the CV programme as successful as possible? It certainly is! But there are different ways to make this happen. For example, you can increase engagement by regularly sharing success stories, tips or ideas. But there is no point in trying to convince your employees that they are contributing to the most impactful experience of the year. Instead, you may want to focus on some of the other benefits volunteering has to offer. Employees who volunteered for a day through Deedmob's company volunteering programme, for example, told us that the following things were very much appreciated: ● It is good a way to get to know colleagues better (including those from other departments) ● Doing something different and valuable for a day is relaxing ● There are many shared moments of positivity and laughter ● You get to know people with whom you normally don’t interact ● Using your skills in other do-good environments is inspiring As you see with most employee engagement strategies, there is no one-size-fits-all solution: it takes regular experimentation to discover how a CV programme suits your employees. With the above tips, we encourage you to get started or brainstorm on how you can increase the success of your company volunteering programme.