Aligning Employee Purpose With Career Position

Employee engagement isn’t just about communication and programmatic strategies, it’s about building cultures. It’s about building a culture of philanthropy.
Sep 27, 2019 10:45 AM ET
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CAREER LIFE-CYCLE

Employees within Phase 1 are new to your workforce. This usually means that they are fiscally conservative, feeling out their level of job security. This doesn't mean they don't want to be involved in philanthropic programs altogether, but it does mean their engagement will be slightly different. From this group, you will see hesitation to participate in a company's giving program, however, they are very interested in participating in volunteer events.

Ideal events for this group are:

  • New hire, team-building volunteer events.
    • (Let the newbies bond.)
  • Company-wide volunteer activities.
    • (Give them a dose of your culture.)
  • Skills-based department volunteer events.
    • (Creating a safe place for them to bond directly with their team members.)

Employees within Phase 2 are focused on career development. These individuals have identified what causes align with their passions but are still looking for you to give them a little guidance on how to get involved. Hungry to learn even more about your business, its mission, and their personal growth, this group is engaged in your philanthropic program but has plenty of room to become even more engaged!

Ideal philanthropic programs for this group are:

  • Company-wide volunteer events.
    • (Much like the events targeted for Phase 1 employees.)
  • Seasonal or company-sponsored giving campaigns.
    • (Allow them the opportunity to become a key member in your giving community.)
  • Disaster response or employee relief campaigns.
    • (It's good for their heart but also helps them identify a new way to impact their passions.)
  • Skills-based volunteer events.
    • (Used to promote skill and career development.)

Employees within Phase 3 are usually in a managerial position and find themselves secure both fiscally and within their career. This group of philanthropic veterans have many volunteer hours under their belt and give within company-wide campaigns, as well as multiple times throughout the year without needing to be recognized or encouraged. They know the ropes, have identified the causes that align with their personal lives, and are eager to share their experiences with Phase 1 and 2 employees.

Ideal philanthropic activities for this group are:

  • Company-wide volunteer events.
    • (Much like the events targeted for Phase 1 employees.)
  • Seasonal or company-sponsored giving campaigns.
    • (Allow them the opportunity to become a key member in your giving community.)
  • Disaster response or employee relief campaigns.
    • (It's good for their heart but also helps them identify a new way to impact their passions.)
  • Skills-based volunteer events.
    • (Used to promote skill and career development.)

Employees within Phase 4 are ready to relax adn retire. However, with this newfound time and philanthropic culture you have ingrained in them, they find it hard to walk away from your community. So don't let them... keep them involved and continue on with their participation. This may mean adding a communication channel just for this group to hear about all the good you are doing, but its worth it. You are building a legacy of philanthropy that your company will be known for.

Ideal volunteer events for this group could be:

  • Volunteer events during normal business hours.
    • (They can lead the charge and help out when others are busy with their daily tasks.)
  • Enhance giving elements such as grants, scholarship or relief.
    • (Let them leave a legacy of giving back!)