Employee volunteering brings benefits to companies, employees and society. It increases motivation, reduces turnover and improves the corporate image. Here are the 5 steps to implement an effective program:
- Combining business goals with volunteering: Set SMART goals that are strategic and measurable. example: Atlassian Integrated volunteering into its OKRs.
- Take employee needs into account: Use surveys and feedback to understand interests and abilities offer both skills-based and hands-on volunteering.
- Use technology: Platforms such as lets Facilitate administration, enable project reconciliations and provide real-time dashboards.
- Measure and communicate success: Choose clear indicators such as participation rate or impact on the community. Share success stories and use dashboards
- Integrate volunteering into corporate culture: Recognition, training and performance reviews create long-term commitment.
Conclusion: A well-planned volunteering program strengthens employee motivation, corporate image and social contribution. Start today with an honest inventory and clear goals.
Made in Germany | Volunteering: Do good with a Boss's Blessing
Step 1: Connect business goals with volunteering programs
The first step for a successful employee volunteering program is to define clear goals that are directly linked to strategic corporate goals. This orientation ensures that the program has an impact and is supported by corporate management. The key is to set SMART goals right from the start.
Set SMART goals
A good volunteering program is based on SMART goals — i.e. goals that Specific, measurable, achievable, relevant and time-bound Are. They help to combine business success with social commitment.
Start with an honest inventory: How many employees are already involved? Which projects are currently running? What resources are available? This analysis provides the basis for setting realistic and achievable goals.
One example is Atlassian: The company has integrated volunteering directly into its OKRs (Objectives and Key Results). Marketing and customer service teams set goals such as “25 hours of volunteer work per employee” and “95% of the team gets involved at least once a year.” The success led to the introduction of the “Plan Your Good” program across the company[2].
In addition, you can incorporate CSR and sustainability goals to increase social impact.
Linking to CSR and sustainability goals
More and more companies recognize that they can combine social commitment with environmental protection through ecological initiatives in their volunteering programs. This not only increases internal motivation, but also external perception.
A good example provides Adidas: Since 2008, the company has set up over 75 global “green teams” working on sustainability goals. They use the Environmental Footprint Tool to measure CO₂ emissions throughout the product life cycle[1].
When you integrate volunteering into your CSR strategy, you should set local priorities. Programs that focus on your organization's immediate environment create stronger ties and measurable results.
Examples of clear volunteering goals
Some companies are already setting specific, measurable goals that combine business values with social benefits:
- Home Depot: As part of the “Team Depot” program, over 56,000 employees carried out almost 2,500 volunteer projects in 2024. Since 2011, the Home Depot Foundation has invested more than 550 million dollars to improve over 65,000 homes and facilities for US Veterans[1].
- Verizon: In 2021, Verizon employees spent over 118,000 volunteer hours and donated $10 million. The company also committed to 1,000 volunteers as academic coaches on the online tutoring platform UpChieve Deploy[1].
- Best Buy: With the “Gift of Time” program, employees can choose between various voluntary commitments. Anyone who volunteers for more than 20 hours receives a $500 gift card[1].
These examples show how companies can combine their core competencies with societal needs. With a solid goal, you lay the foundation for a successful program that can be further expanded in the next steps.
Step 2: Understanding employee needs and wishes
A volunteering program can only be successful if it takes into account the interests, abilities and time constraints of employees. The Involvement of Stakeholders plays a decisive role in this. Leah Brody from Changing Our World and Jewell Willett from Blackbaud Put it in a nutshell:
“Stakeholder involvement is one of the most valuable tools we have as CSR practitioners. It allows us to connect with individuals and groups and use their insights, expertise, and interests to ensure that our programs address the biggest needs in our communities, are accessible to key audiences, and have the support needed to get started and keep momentum going.” [3]
The next step is to use targeted surveys and feedback sessions to better understand the needs of your employees.
Conduct surveys and feedback rounds
Structured surveys are an effective tool for recording the wishes and interests of your workforce. These should be easy to use, clear and short — ideally no longer than 5-10 minutes. They should also work smoothly on various devices.
Set clear goals for your surveys. Would you like to measure satisfaction with existing programs? Discover new areas of interest? Find out your preferred time slots? The answers to such questions will help you develop targeted measures. Combine different question types and plan to send the surveys at strategically convenient times, such as after important events. Small incentives can further increase the participation rate.
To gain even deeper insights, supplement the surveys with interviews with managers and focus groups with employees.
Combination of competency-based and practical volunteering
A modern volunteering program should offer various forms of engagement. Skills-based volunteering Uses Employees' Professional Skills for Charitable Projects and, According to Studies, Is Five Times More Effective Than Traditional Approaches [5]. At the same time ensures practical volunteering for a welcome change from everyday office life.
Gavin Cepelak from PYXERA Global Highlights the benefits:
“Employees are expanding their leadership skills, listening skills and consulting skills. [Skills-based volunteering] increases retention rates and is also a great recruiting tool.” [5]
The positive effects of such programs are reflected in the work culture: 89% of Employees in Companies with Volunteering Programs Report an Improved Working Atmosphere [4]. There is particularly great interest among millennials — 88% prefer employers with CSR initiatives [4].
Build an effective feedback system
In addition to surveys, regular feedback cycles are crucial to ensure the long-term success of a volunteering program. Continuous feedback helps to continuously improve the program.
Plan structured feedback rounds after each major project or on a quarterly basis via various channels. To encourage honest feedback, anonymity should be ensured. Complete the feedback process by informing employees of changes made — this shows that their opinions are valued and taken into account.
Create a concrete action plan with clearly defined goals and timelines for improvements. Transparent communication about progress strengthens trust and motivates employees to continue to get involved.
With lets You have access to over 2,500 certified non-profit organizations and 3,000 projects throughout Germany. In addition, real-time impact measurement dashboards provide valuable insights that are tailored to the needs of your teams.
Step 3: Use Technology to Manage Programs
Once the wishes and needs of employees have been analyzed, the next step is to use modern technologies to make program management more efficient. Technologies such as volunteer management systems (VMS) turn confusing processes into structured processes and help to better manage volunteer data [6]. 94% of service-oriented organizations think software is essential to manage volunteers [8].
An example shows how a global financial services company was able to increase employee volunteer hours from 18,000 to 35,000 within ten months by using corporate volunteering software [7]. Studies also show that digital tools increase volunteer engagement by up to Be able to increase 50% [9]. But what makes for a good platform?
Using a Volunteering Management Platform
A VMS serves as a central point of contact for all volunteer information [6]. Platforms such as lets Significantly facilitate the process. With access to over 2,500 certified non-profit organizations and 3,000 projects in Germany, companies can quickly find suitable opportunities for their employees.
The key features of such a platform include:
- A central database for volunteers
- Easy Recording and Reporting of Volunteer Hours
- Automated volunteer support
- A Communications Center That Saves Time [8]
62% of service-oriented organizations lose valuable data due to inadequate records[8]. With the right software, this problem can be avoided. In addition, companies that use such tools report a 30% higher retention of their volunteers [9]. Mobile accessibility is also crucial, as 92% of employees in nonprofit organizations use personal devices to access work accounts [10].
Automate Project Reconciliation and Scheduling
A modern system automatically connects employees to projects that match their skills and preferences and enables flexible scheduling. There should also be suggestions for suitable projects based on employee profiles [8].
Look for tools that offer flexible tracking options, such as:
- Web-based hour logs
- Check-In Kiosks
- QR codes
- mobile apps [8]
The software should allow volunteers to self-register and manage their calendars themselves. Automated Notifications can help Volunteer Leaders keep volunteers up to date without having to manually send messages [8]. In addition, digital copies of qualifications can be uploaded and waivers signed electronically, significantly reducing administrative burdens [8].
Ensure data security and compliance
In addition to efficiency, the protection of volunteer data is a central aspect. Data protection is not only a technical responsibility, but also an ethical one. As one expert points out:
“Protecting this data isn't just about securing digital files; it's about protecting the people behind those files.” [11].
50% of nonprofits have already experienced a ransomware attack [10], which underscores the need for robust security measures. Compliance with the GDPR is particularly important in Germany. An SOC 2 certification from a software vendor is a good sign that security guidelines are being documented and complied with [10].
Key safety measures include:
- Strong authentication methods
- Secure data transfer
- Regular software updates
- Data Encryption [12]
Training employees and volunteers on secure data practices is also critical [12]. Multi-factor authentication should be implemented because 74% of nonprofits aren't using them yet [10]. In addition, only the bare minimum of data should be collected to minimize risks in the event of security breaches [11]. 58% of employees sent emails to the wrong person by mistake [11], which is why clear guidelines are required for handling sensitive information.
Platforms such as lets Already rely on GDPR-compliant standards and offer integrated data protection measures that meet the requirements in Germany. With real-time dashboards to measure impact, companies can efficiently manage their volunteering programs while maintaining the highest safety standards.
Step 4: Measure and Communicate Impact
In order to successfully strengthen the volunteering program and make its value visible both internally and externally, systematic recording and communication of results is crucial. Data not only helps to optimize the program, but also motivates volunteers to continue to get involved. In fact, 96% of companies that use corporate volunteering report increased employee engagement[13]. Here you'll learn how clear metrics and thoughtful communication can ensure the long-term success of your program.
Choose the right key figures
The basis for effective performance measurement lies in the selection of relevant key figures. These should focus on four main areas: employees, the company, non-profit partners, and the community[13]. It is important to weight the effect achieved more than the pure number of activities carried out[14].
Category
Key figures
Employee metrics
Participation rate, satisfaction of volunteers, proportion of employees with skills development[13]
Business metrics
Employee Retention, Customer Satisfaction, Recommendation Rate, Brand Recognition[13]
Partner metrics
Hours worked, monetary value of work, new donations, increased organizational capacities[13]
Community metrics
Number of people supported, satisfaction of beneficiaries, value of services provided[13]
In the long term, there are impressive effects: employee turnover falls by 52% and volunteers remain loyal to the company 32% longer[13][14]. A helpful tool for evaluating long-term benefits is the Volunteer Lifetime Value (LTV). This is calculated from: (average hourly wage) × (hours per year) × (average active years)[15].
Use dashboards for real-time data
Dashboards that visualize key figures provide a clear overview of the impact and efficiency of the program[16]. They enable rapid analyses and promote transparent communication[13].
The LETS Platform provides an integrated real-time dashboard that allows companies to keep an eye on their volunteering activities. Here, employees have the opportunity to document their volunteer hours, sign up for new activities and track the impact achieved[17].
Well-designed dashboards rely on charts, tables, and infographics. They also support AI-based analyses and collect employee feedback to make well-founded decisions and further develop the program in a targeted manner[13].
Share success stories
Nothing makes the impact of a volunteering program more tangible than success stories told[13]. An inspiring example is provided by Royal Bank of Canada (RBC): During a three-week Earth Day and National Volunteer Week challenge in 2021, over 10,500 employees from 16 countries took part. Together, they carried out more than 45,600 activities and mobilized over €1 million for non-profit organizations[20].
Another example is Atlassian, an Australian Technology Company. Its four-month pilot program included 50 competency-based projects with 290 volunteers who completed a total of 1,300 hours. The result: 88% of participants felt more connected to the company, over 80% acquired new skills, and 96% would recommend the program[20].
For external communication, companies should focus on the positive effects on the community and non-profit partners. Case studies, testimonials and video interviews add a personal touch to the figures and make the results tangible[18].
Transparency is essential: Annual reports should disclose both successes and challenges[19]. Tools such as Canva Help to make these reports appealing and professional[19].
Step 5: Make volunteering a corporate culture
In order to be successful in the long term, volunteer work should be firmly integrated into the corporate culture. Companies that successfully implement this benefit enormously: 89% of employees report a more positive work culture, and 71% think it is important to work in an environment that supports engagement and volunteering[4][21].
For this to succeed, targeted adjustments are needed in three areas: performance evaluation, employee development and recognition of successes. Here you can find out how these aspects can be implemented effectively.
Incorporate volunteering into performance reviews
When volunteering becomes part of annual performance reviews, it sends a clear message: Commitment to society is an important part of a company's success. Criteria such as managing projects, promoting teams or using professional skills can be used. This not only makes the individual contribution visible, but also promotes the development of leadership skills in a targeted manner[24].
Implement training and development programs
Good preparation is crucial so that volunteer work is not only effective but also enriching for employees. Training programs help to provide the necessary skills. A competency-based approach has proved particularly effective here: Employees of a financial service provider, for example, were able to use their professional knowledge to support non-profit organizations. This not only promoted the community but also their own problem-solving and professional development skills[23].
Use internal resources or platforms such as lets to offer targeted training and identify suitable deployment options.
Celebrate successes and milestones
Recognizing volunteer work is a powerful motivator. Companies with well-thought-out recognition programs have significantly higher participation rates. For example, engagement in companies that use rewards as an incentive could 50% Be boosted[22].
A few practical examples illustrate this effect: With Principal Financial Did the Switch from Hourly Charges to Monetary Rewards Lead to a 197 percent increase in recognitions, while Ciena One Volunteer hours increased by 95% recorded[22].
The combination of formal and informal recognition — for example through monthly awards, annual events, social media spotlights, or personal thank you cards — creates a positive cycle. More visibility leads to higher motivation, which in turn inspires more employees to get involved. In the long term, it shows that: 92% of employees in companies with strong cultural commitment would recommend their employer[4].
Conclusion: Establish a long-term volunteering program
Summary of the 5 steps
Building a successful employee volunteering program is based on five key elements: strategic orientation, Focus on employees, Use of modern technologies, measurable success criteria and Anchoring in corporate culture.
More than 80% of German companies already rely on corporate volunteering, while 69% of employees would like to see appropriate programs[26].
Long-term benefits of employee volunteering
The implementation of these steps shows how strongly volunteering can influence the company's success. Studies show that a well-designed volunteering program can increase company profits by 22% and increase employee retention by 52%[28][29]. Particularly impressive: 87% of employees regard volunteering opportunities as an important factor when choosing their employer[29].
“Corporate volunteering is a win-win-win, for the person engaging for a good cause, for the community, organization or individual who benefits, and for the company supporting it.”
— Georg Lahme, Director and Partner at Klenk & Hoursch Corporate Communications[27]
In addition, 82% of employees who volunteer through corporate programs feel more connected to their employer[29]. For younger generations such as Generation Z and millennials, this aspect is particularly important — almost 90% of them regard meaningfulness as central to their job satisfaction[29]. These figures underline how important a sustainably implemented volunteering program is for companies.
Next steps
Use these insights to further develop your volunteering program. Start with an honest inventory: Where is your company currently doing and what are the needs of your employees? Set clear goals and get management support — this is essential for long-term success[25].
More than half of German employees would be willing to get involved in charity as part of a project supported by the company[27]. Platforms such as lets Offer helpful tools to make it easier to get started and create stable structures.
Start on a small scale — success comes from continuous expansion. With the right foundations, you not only make a positive contribution to society, but also strengthen your corporate culture and promote the success of your company in the long term.
FAQs
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How can companies ensure that their employee volunteering programs remain sustainable and successful?
How companies can successfully design employee volunteering programs
In order to implement employee volunteering programs meaningfully and effectively in the long term, companies should consider a few basic aspects:
- Understanding community needs: A program can only create real added value if it is tailored to the actual requirements of society. Take the time to analyze and understand these needs.
- Define clear goals: Set specific goals that take into account both social benefits and added business value. Regular performance measurements help to check progress and make adjustments if necessary.
- Actively involve employees: Create flexible and diverse opportunities that match the interests and abilities of your employees. This not only increases participation, but also team motivation and satisfaction.
- Build strong partnerships: Cooperation with non-profit organizations enables efficient use of resources and increases the impact of programs.
A successful volunteering program depends on a well-thought-out concept and the willingness to continuously adapt it to the needs of employees and society. That is the key to sustainable success.
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How can technology help companies make volunteering programs more efficient?
How Technology Is Transforming Corporate Volunteering
Technology plays a crucial role in making volunteering programs in companies more effective and easier to understand. By automating processes and documenting activities in a structured way, administration is not only easier, but also saves time. This allows companies to use their resources in a more targeted manner.
Another advantage of digital solutions is improved communication and greater employee involvement. With the help of platforms, volunteer projects can be efficiently coordinated, successes can be measured and non-profit organizations can be specifically linked to the skills of employees. This not only ensures a smooth process, but also increases the motivation and commitment of the workforce. Digital tools therefore make it possible not only to organize volunteering, but also to make it a real added value for everyone involved.
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How can companies ensure that volunteering programs reflect the interests of their employees?
To ensure that volunteer programs really meet the interests of employees, companies should first create a Survey of employees Carry out. This makes it possible to find out which social issues and organizations are particularly important to them. With these insights, activities can then be designed that not only promote personal commitment, but also match the company's values.
It is equally important to have a various range of options That meets the different interests and schedules of employees. Clear and transparent communication about the positive effects — both on the community and on employees themselves — can further increase the willingness to participate. Regular feedback And the continuous adjustment of the programs ensure that they remain attractive and effective in the long term.
