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Why Empowering Employees in Volunteer Programs is a Game Changer

* The following post is based on and has snippets from an original blog post by Realized worth, Employee Volunteering Makes Shared Value Possible: The Transformative Value Series

What About Employees?

With all of the current research on what makes strategies work within an organization, it remains a mystery that current practice does not align with the notion that all employees are key actors in the successful implementation of strategy into existing operations.  This is relevant in terms of implementing successful strategies because it’s a HUGE factor in what drives us.  Motivation, commitment and enthusiasm are fueled by meaningful, employee driven engagement.

 

 

Realized Worth is a CSR consultancy, with a niche focus on engaging employees in corporate volunteering and giving programs, which includes designing and fully implementing program strategies.  The following is a brief synopsis of their thoughts on employees as primary actors in strategy implementation and the transformative value in empowering the right people in the process.

Employees are Primary Actors

Talk to almost any CSR manager and it becomes quickly apparent that despite the best-laid plans and resources, without middle manager and front line employee support – failure is inevitable. Almost every strategic theory advocates for the following tactics to address this potential barrier:

  • Senior support that is both visible and reoccurring
  • Proper training and support materials
  • Effective communication with numerous feedback loops
  • A clear implementation plan with SMART goals
  • A collaborative approach to design and execution
  • Etc.

Transformative Value is about empowering the right people

A good strategy demands the right process (which can be broad and very complicated). More importantly, a good strategy demands the right people. What makes someone the right choice? The right person already believes that the new framework is right for the company because it connects with their personal beliefs, attitudes and behaviors.

Here is a simple comparison of the two approaches:

Typical Implementation Strategy

Transformative Value Strategy

Goal: Buy-in of everyone Goal: Find small number of people with the right experience, energy and enthusiasm
Training through manuals or workshop Experience first learning
Extrinsic motivation through carrots and sticks Intrinsic motivation based on personal experiences and beliefs
Appoint the appropriate functional or departmental roles to lead Collaborate with any employee already possessing the right beliefs and experiences

 

Corey Diamond, from Realized Worth, is one of our speakers for our 2016 Sustainability Employee Engagement Network (SEEN) Virtual Summit.  He will be discussing transformative volunteerism for sustainability and CSR integration.

Corey is the most recent addition to the Realized Worth team, having spent 10 years building Summerhill, a leading energy efficiency company. As President, Sales Lead and Director of the not-for-profit Summerhill Impact, Corey has initiated and managed some of the largest behaviour change campaigns in North America.

Check out our speaker line up, including Corey Diamond, and join us for the SEEN Virtual Summit, April 4th – 8th, 2016.

2017-04-11T20:58:40+00:00 Uncategorized|0 Comments

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