Now more than ever, companies are struggling to find, hire, and retain highly qualified employees that will, in turn, help your organization in building a sustainable business for the future. Very recently, there has been a massive change in the employment landscape. Individuals are changing how they evaluate potential employers—it’s no longer just about making good money.
Today’s workforce wants to feel good about their career choices and is beginning to seek opportunities with companies that fit their values. Value alignment is so important that 52% of workers would be willing to take a cut in pay to work at a company with similar values.
Back in 2018, Harvard Business Review conducted a study which identified what motivates employees most. The study determined that people value:
- Having a career with purpose.
- Establishing deeper connections in their communities.
- Having the ability to support causes that will make an impact.
We look at the three root causes of employee motivation—career, community, and cause—to better assess how your organization can inspire and engage your employees.
The Importance Of Career, Community & Cause
Having a career involves more than just punching in and out at a job each day. Careers allow people to work with autonomy, utilize their strengths, and continue learning and developing new skills. A company that provides employees with careers rather than jobs will take time to assess their values, skills, and strengths.
Instead of allocating specific tasks to an employee, companies focused on careers provide individuals with ongoing support and training to enable continual growth. They encourage team members to set and achieve individual goals, ask questions, and find new opportunities (i.e., webinars, courses) to pick up new knowledge.
Providing careers instead of jobs increases intrinsic motivation among employees, resulting in a more positive and uplifting company culture.
Community involves having a strong connection with other people in the workplace. A sense of community at a company helps employees to feel respected, cared for, and recognized by their peers.
Relationships are essential in all areas of people’s lives, and the workplace is no exception. When employees can work in a place where they experience a sense of community and belonging, they are more likely to be engaged in their work and motivated to perform well.
The third C, cause, provides employees with a purpose that’s greater than themselves or the work they do within their day job.
When organizations enable employees to assume a more active role on behalf of the company (beyond their regular hours), employees will feel more stimulated and joyous. When a company allows its employees to find and support causes that match their values, it will have an easier time attracting talented and skilled employees.
Beyond attracting top talent, 70% of employees who say their company’s mission, vision, and values align with their own are more likely to recommend their employer to others.
What Happens When All Are Not Met?
Regardless of age, position, or location, research shows that the majority of workers agree on the value and importance of cause, community, and career.
As explained in Denise M. Rousseau’s book, Psychological Contracts in Organizations: Understanding Written and Unwritten Agreements, the 3 Cs make up what’s known as the psychological contract. This contract is a set of unwritten expectations and obligations that employers and employees share.
If the psychological contract is fulfilled, employees will be eager to show up and put their best foot forward in the workplace. They will be more motivated and engaged. If the contract is not fulfilled and people do not feel that they have a career, a sense of community, and a cause, they are less satisfied and committed to their jobs.
It’s fine to just offer a strong community, a worthy cause, or a promising career. However, offering all three is even better if you want to inspire your employees and build a thriving and highly successful business.
Now that you know more about the three root causes of motivation, below are some tips on how you can successfully inspire and engage all of your employees while keeping these in mind:
One of the best ways for employers to encourage autonomy among their employees is to create an open environment that fosters communication, clear direction, and support. When employees know they’re being trusted to complete certain tasks, they will take ownership of their roles and will feel motivated to perform at a higher level.
Incorporate your mission into everything
Incorporating your mission into everything you do consistently reinforces the ‘why.’ Your company’s ‘why’ is at the center of all interactions: both internal and external.
The mission is important to attract aligned employees and should be reinforced once they join. It should be a shared goal amongst all employees—something that, if attained, will be the equivalent of winning a Superbowl or Stanley Cup. The mission is only achievable by your entire workforce and should be at the forefront of what you do on a day-to-day basis.
Encourage employees to give back
Offer regular opportunities for employees to participate in your company’s charitable efforts that give back to the community. This helps to give them a sense of purpose beyond their 9-5 responsibilities.
Lexis Nexis Risk Solutions Group gives all of their employees two paid volunteer days a year to volunteer for any charity of their choice. In addition, the company also offers virtual fundraisers and smaller team events to encourage every employee to give back in some form.
Show the results of their efforts
Be sure to show your employees the results of their efforts. This will communicate to them that they have made a difference in others’ lives and will motivate them to continue giving back.
A corporate giving platform can be your friend here.
Through this robust platform, employees can easily find local opportunities and have their efforts accurately tracked and measured. Initiatives include making a charitable donation, volunteering for an event, or fundraising on behalf of a cause.
Top Reasons Some Corporate Giving Programs Fail
With the introduction of corporate giving programs into an organization, there are some circumstances where it won’t be as well-perceived as planned. Here are some common reasons why they might fail:
1. It does not empower employees
In many cases, with legacy products (or even many new ones), investments are made at a global level, resulting in employees not being able to support causes that are important to them at an individual level.
2. There is a lack of transparency
Historically, many corporate giving investments lack transparency. Many times, employees don’t actually know how their time and contributions are being allocated.
3. It’s not engaging
Many options out there make it too hard for employees to find opportunities of interest, and their individual contributions aren’t tracked accurately or recognized.
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Inspire And Engage Your Employees With Kambeo Hubs
Kambeo Hubs is changing how companies approach corporate social responsibility. Employees can find and connect with local opportunities, have those efforts measured, and share their progress with others.
The true power of the Kambeo is at the intersection of cause, community, and commerce. By bringing together these three pillars, Kambeo is connecting those who need help with those looking to help—giving an entire community of people who believe in social good a chance to support each other.