Employee Volunteer Programs are no longer only for large companies! With the latest generation of cloud-based solutions, any sized company can now afford a great employee volunteering platform.

1. Why Volunteering Programs are no
Longer Just for Large Companies

2. Agenda
Introduction
Customer Journey: Scott Morris, CHRO Singularity University
Industry Trends: Gaurav Bhattacharya, CEO InvolveSoft
Demonstration: Mark Hellinger, CMO InvolveSoft
Survey

3. How to ask questions and make comments
Participation is encouraged!
Afterwards
For more information, please contact us
at:
Email: gaurav@involvesoft.com
Website: www.involvesoft.com
Phone: (424) 645 - 7525
All attendees will receive the slides after
webinar.
During Session
Type your question into the question
box

4. Why Volunteering Programs are no Longer
Just for Large Companies
Modern, SaaS-based solutions enable very cost effective ways for
any organization to manage a volunteering program.
Employees, especially millennials, expect volunteering to be part of
company culture and benefits.
Volunteering programs are one of the best returns on investment for
employee engagement according to studies.

5. POLL #1
What do you consider to be the most important
benefits of a volunteering program?

7. • Full accountability for all disciplines
of HR.
• Head of HR for organizations with
revenues >$1.5B and more than
15,000 employees.
• Managed HR organizations as large
as 85 professionals.
• Direct responsibility for ~$600M in annual payroll.
• Worked in startups in the BPO and Learning sectors.
• Partner, consulting firm focused on public sector
transformation.
• Head of HR: Georgia Tech, University of CO.
• Currently EVP, People @ Singularity

9. Company Mission
Employees

10. Company Mission
Employees

15. Step 1
Step 12
Step 22
Step 32
Step 42

16. A distance
equal to
about 12x
around the
Earth.

17. Hilton Hotels
Founded ~100 years ago.
More than 150,000 employees.
More than 4,000 properties.
Newco
Biggest hotel company in the world.
Won’t own a single hotel.
~3,000 employees.
$30B valuation.

18. Hilton Hotels
Founded ~100 years ago
More than 150,000 employees
More than 4,000 properties
Newco
Biggest hotel company in the world.
Won’t own a single hotel.
~3,000 employees
$30B valuation
Digital Biology
3D Fabrication
Artificial intelligence
Robotics

21. Company Mission
Employees

25. • Creating public benefit?
• Business model designed to create a
more inclusive economy?
• Is environmental impact a measure of
success?
• Civic engagement and giving?

26. • Creating public benefit?
• Business model designed to create a
more inclusive economy?
• Is environmental impact a measure of
success?
• Civic engagement and giving?

27. Company Mission
Employees

28. Millennial
Idealistic
Work remote

29. Millennials feel accountable for many issues
in both the workplace and the wider world.
However, it is primarily in and via the
workplace that they feel most able to make
an impact. Opportunities to be involved
with “good causes” at the local level, many
of which are enabled by employers, provide
millennials with a greater feeling of
influence.

30. Millennials feel accountable for many issues
in both the workplace and the wider world.
However, it is primarily in and via the
workplace that they feel most able to make
an impact. Opportunities to be involved
with “good causes” at the local level, many
of which are enabled by employers, provide
millennials with a greater feeling of
influence.

32. Culture

33. Culture
The unwritten rules
and behavioral
norms through
which the
organization
operates.
Typical
Drivers:
The organization’s values.
Level to which executives
model the values.
Transparency of communication.

34. Culture
Engagement
The unwritten rules
and behavioral
norms through
which the
organization
operates.
The excitement that
each employee has
for his or her work &
the pride felt doing it.
Typical
Drivers:
The organization’s values.
Level to which executives
model the values.
Transparency of communication.
A relationship of trust with supervisor.
Connection to meaningful work.

35. Culture
Engagement
Involvement
The unwritten rules
and behavioral
norms through
which the
organization
operates.
The excitement that
each employee has
for his or her work &
the pride felt doing it.
The opportunities that each
person have to connect in
meaningful ways with
others in the same
organization.
Typical
Drivers:
The organization’s values.
Level to which executives
model the values.
Transparency of communication.
A relationship of trust with supervisor.
Connection to meaningful work.
Opportunities to be in meaningful discussions.
Opportunities to contribute beyond work.
Opportunities to socialize and have fun.

36. Culture
Engagement
Involvement
Employment Value
Proposition
Culture & Involvement
contribute to Engagement

37. According to a study conducted by Towers-Watson…
Produce
16% more
than they
are paid.
Produce
60% of
what they
are paid.
Fully engaged workers Fully dis-engaged workers

38. 1 1 1 successx x =

39. 1 1 0 0x x =

40. Employment Value
Proposition
Employees feel good

41. Factors we considered.

42. • Volunteerism is consistent with our brand.
• The platform allows individuals to self-organize AND lends
itself to activity organized by management.
• Simplified tracking and reporting.
• Created meaningful opportunities for employee
involvement.
• Advance our employee value proposition.

43. A partnership we value.

44. • Similarly minded about the critical importance of
employee engagement.
• Highly responsive to suggestions from customers.
• Eager to partner with us.

46. • Shift from available to expected.
• Increase the number of management organized events.
• Incorporate discussion of volunteerism into quarterly,
“all hands” meetings.

48. What is your annual budget
for volunteering programs?
POLL #2

49. How To Stop Millennials From
Job-Hopping?.

50. Are they dangerous?

51. Not really…

52. According to Deloitte
By 2025, 75% of the Global Workforce
will be Millennials

53. - Deloitte 2017
Millennials are the
least engaged
generation
in the workforce

54. - Gallup 2016
Only ¼ Millennials
are fully Engaged

55. Meaning they are emotionally and psychologically
attracted to a brand, product, or company.

56. Millennial turnover due to lack of
engagement costs the U.S. economy
$30.5 BILLION ANNUALLY.
- Gallup 2016

57. Understanding What Drives
and Motivates Millennials?

58. ○ They are given help and support when needed
○ There are incentives for higher performance
○ There are flexible hours to allow a work-life balance
○ They are trusted to do their work

59. ○ Employee Satisfaction – 26% believe that values that
support long-term business success consist of people
treatment, ethics, and community focus
○ Community interaction – 57% believe leaders are
committed to helping to improve society

60. Great communication means great team synergy
○ 57% said work friendships make them feel happy
○ 50% said work friendships were motivating
○ 39% said work friendships made them more productive

61. Strategies To Engage and
Retain Top Millenial Talent

62. ○ Improve employer – employee communication
○ Sustain a system of incentives, perks, and
recognition
○ Create a culture of team-building across multiple
levels in the organization
○ Fight for their goals beyond the company. Make a
true impact in their community and environment

63. In a survey we did with 18K Millennial employees, they voted volunteering
opportunities as the number 1 choice of corporate events they loved.
Even Gen-Xers and Baby Boomers voted volunteering as the best option to
bring the multi-generation workforce together and form deeper relationships.
Why volunteering?

64. Financial Analysis
For an average 1000-sized company
Up to $2,829,422 in potential savings

65. $287,317 saved in Employee Turnover
According to HBR: “Volunteering can reduce annual quit rates by 3-3.5%,
saving replacement costs up to 90%-200% of an employee’s annual salary for
each retained position.”
Reduction in Turnover

66. Reduction in Hiring Costs
$119,600 saved in recruitment while hiring better employees
CTI data finds that “77% of respondents of their study indicated that “a
company’s commitment to social issues is important when I decide where to
work.”

67. Skills Development
$112,456 saved while developing better skills in employees
The Deloitte University Press conducted a research, the results of which are
as follows, “ 97% of employees considered volunteering an important
professional development opportunity in terms of leadership skills.

68. $246,271 saved in developing better leaders
A Gallup Study revealed,”at least 75% of voluntary turnover can be influenced
by managers”.
Leadership Development

69. $480,000 increase in revenue through increase in Reputation Influence
A well-respected study by Comp Data Surveys indicates “a positive corporate
reputation increase sales by 20%.”
Increase in Brand Reputation

70. How does your organization
track its volunteering efforts?
POLL #3

71. Demonstration

72. For more information, please contact us at:
Email: gaurav@involvesoft.com
Website: www.involvesoft.com
Phone: (424) 645 - 7525
Don’t forget to fill out our survey before you leave!
Thank you