The last two years have been a bit of an anomaly when it comes to giving back. With the 2016 election cycle, we saw a slew of newand important causes hit the top 10 charts, most notably human rights and humanitarian causes. But over the last year, and especially in the last few months, things appear to have changed.
New studies show that freeing workers from set office locations and hours can strengthen team culture and creativity while reducing burnout and turnover.
In 2017, New York City-based communications strategist Courtney Hamilton and her fiancée decided to forgo a typical wedding, instead eloping to Costa Rica. By the time she returned to the office a week later, Hamilton and her new husband had already decided to keep the adventure going by moving to Los Angeles so he could accept a killer job they just couldn’t pass up.
Measuring the business impact of a purpose-driven culture
Needless to say, one of the biggest investments for any company is their people. And with skilled talent being a fundamental resource constraint for most businesses across all industries, companies must work hard to mitigate the cost of lost employees.
Finally, the data to support what we've intuitively known for years about the true value of corporate giving. By taking an employee engagement approach to workplace giving and volunteering programs, companies can not only achieve greater social impact—they can drive additional business value through increased employee retention, too.
Turnover is reduced by 57 percent for employees actively engaged in company giving and volunteering efforts
CALGARY, Canada, May 31, 2018 /3BL Media/ -Benevity, Inc., the global leader in corporate social responsibility and employee engagement software, today announced the results of the Benevity Engagement Study, an analysis of the link between participation in corporate Goodness programs and employee retention within a large cohort of Fortune 1000 companies.
It would take far too much time and text to even try to tackle the complex subject of talent acquisition through the ages.
It is, however, safe to say that there have always been certain industries where aggressive and structured talent acquisition has been a must. There have always been jobs only a limited number of people could do and many employers wanted to get them on board.
“We think of ourselves as social change strategists,” explained Gayatri Agnew, Director of Career Opportunity at the Walmart Foundation, distinguishing the aspirations for her role from those typically expected of corporate foundation program officers or grants administrators.