Design an Employee Volunteer Program

Maximize shared value for the organization, employees, and the community through an employee-powered volunteer program.

Onsite Workshop

Without a volunteer program that considers employee choice, employees often:

  • Lack the time for volunteering activities.
  • Do not have the ability or motivation to begin volunteer initiatives that the company hasn’t facilitated.
  • Are less likely to participate if they don’t have choice in and affinity toward the cause offered.

After enabling volunteerism, companies experienced:

  • Faster revenue growth, process innovation, and product innovation.
  • Increased employee engagement, purpose at work, and job satisfaction.
  • Lower turnover.

Module 1: Frame the Employee Volunteer Program

The Purpose

  • Determine program scope, metrics, and goals.
  • Assess current initiatives and level of employee interest.

Key Benefits Achieved

  • Established program scope, metrics, and goals
  • Reviewed current initiatives and level of employee interest

Activities: Outputs:
1.1 Review organizational implications to set program scope.
  • Organizational implications reviewed
1.2 Examine organizational data to determine program needs.
  • Organizational data examined
1.3 Review existing volunteerism and employee interests.
  • Existing volunteerism and employee interests reviewed
1.4 Set program goals and metrics.
  • Program goals and metrics set
1.5 Review and select elements.
  • Elements selected
1.6 Decide parameters of selected elements.
  • Selected elements parameters decided

Module 2: Operationalize the Program

The Purpose

  • Decide on strategic initiatives, program management, and technology that may be necessary.
  • Integrate with existing HR programs.

Key Benefits Achieved

  • Assessed strategic initiatives, program management, and technology required
  • Integrated existing HR programs

Activities: Outputs:
2.1 Assess the feasibility of selected elements.
  • Feasibility of selected elements assessed
2.2 Review internal data to decide if a strategic cause will be selected.
  • Internal data reviewed
2.3 Decide on and draft a volunteer program manager role.
  • Program manager role drafted
2.4 Decide if technology will be used.
  • Technology use decided
2.5 Identify required integration points with other HR program areas.
  • HR program integration points identified

Module 3: Plan to Iterate and Implement the Program

The Purpose

  • Set the program parameters.
  • Incorporate volunteer recognition practices and share the program’s impact.
  • Solicit feedback to evaluate and iterate the program.

Key Benefits Achieved

  • Determined program parameters
  • Integrated recognition practices
  • Generated methods to gather feedback.

Activities: Outputs:
3.1 Determine required policies, guidelines, and procedures.
  • Policies, guidelines, and procedures required determined
3.2 Identify ways to track and share impact.
  • Ways to track and share impact identified
3.3 Identify how employees will be recognized.
  • Employee recognition methods identified
3.4 Determine how feedback will be gathered for program evaluation.
  • Program feedback gathering determined
3.5 Create an action and communication plan.
  • Communications planned

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Onsite Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn’t enough, we offer low-cost onsite delivery of our Project Workshops. We take you through every phase of your project and ensure that you have a road map in place to complete your project successfully.

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