According to a study carried out worldwide showing that only 13% of employees are engaged worldwide, engagement is among the lowest it has ever been, especially since the start of the decade. This number is quite huge especially when seen with a closer lens, the figure is higher among millennial globally. To remedy the situation experts, suggest the involvement of employees in their corporate social responsibility schemes.
When a non-NGO employer gets involved in social issues, it goes beyond reputational benefits and tangible impact. Involving employees in such causes gives a sense of empowerment and higher work-fulfillment. This is important to employees who feel their jobs have meaning, or that they are able to make a difference, and help them exhibit greater levels of loyalty.
While a good and sustainable salary is great, employers should consider involving their employees in their CSR initiatives and if they don’t have one they should get one. The inclusion of employees in positive CSR initiatives help make employees become active participants rather than bystanders. It is well documented that businesses with a genuine sense of purpose tend to demonstrate stronger long-term growth, and employees can usefully tap into this. Where workplace opportunities are offered, employees are significantly more likely to say they can influence social equality, the environment, the behavior of big businesses, and even the overall directions of their countries. Regardless of whether employees, as individuals, can make a tangible difference on such large issue, the key point is that employers can provide a sense of empowerment and, hence, create a far more positive mindset. This can only be good for the overall performance of a business.
We all want to change the world, at various levels. However, it is primarily in and via the workplace that the majority feel most impactful and can do their part. They feel they have more influence on their peers, customers, and suppliers than on leaders or “big issues,” and their influence can, therefore, be regarded as being exerted through smaller- scale, immediate, and local actions—more so when employers provide the requisite tools.