How do you reward your team for corporate social responsibility?

Glad you started with values. Society is changing and the you get generations are vowing not to work for brands that are hurting society and not giving back. Check out Paul Polman work on #ConsciousQuitting. The younger generations are leading the way but all generations are waking up.

Incentives are crucial here. Also, we need to align their skills and interest with the given CSR activities. For example, an employee with disability will naturally be inclined towards a disability cause or a person from the LGBTQIA+ community will be attracted towards such causes.

Always engage various stakeholder within the affects community with CSR project implementation, build mutual relationship to enhance their capacity for the sake of sustainability of community strength

Social value is often siloed off within organisations. There’s a general consensus that social value is important. And it’s dealt with on a daily basis by procurement teams and purpose managers. But other teams can struggle to grasp the role they play. To become a truly sustainable, responsible organisation, every employee should be engaged with your efforts. Social value should be felt through the day-to-day running of your organisation. This is how you get everyone on board and maximise the impact of initiatives. It takes a village to build a socially valuable business, not a select few teams.

I feel that often when you get to pick who you work with it somehow seeps out that they have similar core values that I would attribute this one to, and if you are being hired for a position it wouldn’t take long to assess if others don’t hold similar view’s including senior management. At this point if you are going home stressed and deflated from working with people who don’t see the things the way you do, if it isn’t something that could be fixed at a team meeting be brave and take the risk of finding the place that is right for you, better to go than to hate going to work and not bringing that A game, and let the exit meeting know why it wasn’t for you- make the next person’s journey easier

Most of employees would like to make a difference. Many might already be contributing to their local communities in various ways. To get staff involved and unlock their passion for the greater good. Show the success for the each project, rate it, give feedback is a really big option. One of a really big think is to give them a voice and understand what their voice do.

In our organization, we often do Member Spotlight where we write about our employee's journey and their impact in a certain CSR activity. It helps us to get inspired, document and create ripple effect.

Absolutely, celebrating the successes of our CSR initiatives not only boosts morale but also amplifies our brand's positive impact. Sharing these stories through various channels like newsletters, social media, and events can truly inspire others and create a strong sense of purpose within our team. Let's continue to showcase our commitment to making a difference! ????

Having run a small team to manage my company branch's CSR efforts, I found talking to my colleagues one on one helped a lot in getting more people interested and involved in the activities. One of our efforts was to choose the cause our company wanted to support and we involved everyone via an online poll and then showed how their choices made very real and tangible changes to people's lves.

In India CSR is a mandate & each organisation encourages their employees to volunteer. Now there are different methods of volunteering that employees get involved with at different frequencies. Volunteering is always a top down approach and has to be baked within the values of the organisation. The leaders need to show the path & “walk the talk”. There has to proper organisational policies governing volunteering & employee giving. The best contributors should be highlighted through monthly or quarterly dashboards, recognised at Annual events and should be encouraged to bring forth more ideas and lead teams to contribute more.

The feedback when it is placed, not just gives an answer, but also gives to employee a chance to change or to evaluate. Feedback are the mapping for ways

The discussion is the most important part of the feedback loop and cannot be forgotten. It provides an excellent opportunity for group discussions on how to improve, and for leaders to strenghten their relationship with the team by asking the team what they need from leadership to improve for following projects.

100% agree Providing consistent feedback and support is crucial for fostering a thriving CSR-focused team. Regular check-ins, mentorship, and involving external stakeholders for feedback can lead to improved performance and a stronger sense of purpose among team members. Creating a feedback loop to track CSR impact is an excellent way to demonstrate the team's contributions and encourage continuous growth.

I think this is a very good point however most organisations lack in adding learning components in the space of CSR. More and more employees should be encouraged and incentivised if they undergo short trainings or learning modules on any topics covering CSR. Giving feedback as well as topping it up with learning’s can work wonders.

Sometimes the Cause itself is so close to the heart of a person that working towards that collective goal becomes a reward itself.

Is important to hear the employees proposals for CSR and give them chance to implement new ideas. Make a contest or activity where they can propose new courses of actions

Building a sense of belonging between employees and the company is an arduous task. It takes planning, investment and long-term monitoring. That is, it is not something that is born from one hour to another. However, the benefits of betting on, promoting and developing this feeling in your team can be numerous, mainly for your company's organizational culture and for the success of your business.

Studies have shown that the most compelling and impactful "reward" is recognition from peers and leaders for success and contribution. Consider this before designing an incentive program based on prizes or gifts. Consider also the way the incentives are given out and be considerate of collaboration. If a CSR department successfuly completes a project in collaboration with the communications and IT departments, and they are the ones recognized and rewarded, it will have negative impacts on the collaborating departments moral and could damage the relationship between the departments.

It's incredible to see how genuine passion for a cause can fuel such dedicated efforts. By the way, I'm curious: How do you think recognizing and acknowledging these passionate individuals could further boost engagement and involvement in the cause?

What could be more powerful for your business than making your employees feel valued and recognized? Employees with a sense of belonging wear the shirt. And when an employee feels part of a business, he works even harder to achieve its goals and objectives. Also, when an employee realizes the importance of his work, he feels even more motivated to deliver his best, and is also able to motivate his colleagues, which significantly reduces turnover rates in companies. Therefore, the sense of belonging has a positive impact on productivity, being essential to build and promote a pleasant organizational climate. Having motivated and aligned employees has a positive impact on the company's success.

Idea-generation can be easily integrated into any business process. Encouraging leaders to solicit ideas from employees and allowing employees to lead the discussion not only empowers your workforce but also leads to increased levels of ownership, discretionary effort, and retention.

Interesting because for sure, fostering innovation and collaboration is crucial for enhancing CSR impact! I'm curious, have you seen significant engagement when implementing strategies like brainstorming sessions or innovation funds? Recognizing and rewarding the most impactful ideas could potentially boost engagement even further.

Gamification of such decision-making processes can be handy. We can create interactive and engaging games to seek honest opinions of the team members.

I feel that engaging a team in voting is too late as you have already had the discussion internally and are only involving them in the end. Have the team involved from the beginning through discussion groups or focus groups, brainstorming, and outcomes sessions. By involving them for a vote, you are esssentially saying "here are my decisions, which one is best?", and thereby removing their voice from the process.

Sharing stories and best practices are very important. For example there can be inter BU competitions on reducing greenhouse emissions and the top contributors should be recognised at an organisational level. There can be exchange programs between countries of the same organisation. There can be global meets to understand and seek insights from each other. All these cumulatively motivates employees to contribute more. Another way is to have various stakeholder meets who are associated with CSR and other interested parties. Collaboration is key in today’s time hence collaborative efforts should be highlighted and recognised.

Stories are important when it comes to motivating, and creating interest in our team members. Giving space to past successes and amplifying them through storytelling should be harnessed by the concerned department.