Ask a CSR Friend: Building an Effective Employee Volunteer Program Framework

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Whether you’re a novice or a seasoned pro, we know collaboration is key to creating vibrant workplaces where employees are equipped to contribute to the communities and causes they care about. So, when you need a trusted advisor to lean on, rely on Points of Light to be Your CSR Friend. Each month, our experts share their wisdom and wit to address a specific but often universal challenge related to your work as a corporate social impact practitioner.

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Dear CSR Friend,

I’ve previously worked at companies with well-established employee volunteer programs but just started an exciting new role at a company looking to create an employee volunteer program and have no idea where to begin! How can I develop something people want to be a part of and aren’t just checking the box because their leader “voluntold” them for something? How can I build a program that supports both the company and the community? What are the nice to haves versus the need to haves?

Wondering Where to Start in West Allis

Dear Wondering Where to Start,

First, let’s take a deep breath and remember all those well-established employee volunteer programs out there had to start somewhere! They weren’t all successful right away and it most likely took them years to get to where they are now – years of learning, adapting and growing.

Next, let’s start with a few key building blocks to get you on your path towards a successful Employee Volunteer Program (EVP) framework – Listen. Learn. Lead.

BUILDING BLOCK #1: LISTEN

To develop a truly successful EVP, you’ll need to listen and gather feedback from your key stakeholders to build a program that supports business purpose and priorities, is aligned with organizational values and core competencies, addresses employee motivations, and delivers on community needs (as communicated by the community!).

• Conduct a listening tour across the company and have conversations with both supporters and detractors to get a full picture of what YOUR specific company needs and build ownership and buy-in as you develop solutions. This could look like focus groups, employee surveys, one-on-one conversations, as well as reviewing existing internal policies and related programs.
• Consider a landscape assessment where you can listen for learnings from your peers & competitors and evaluate what they are doing that might work for your program and what you can leave behind that doesn’t suit your needs.
• Engage nonprofit partners to understand their needs and co-create an employee engagement program that aligns company resources with community-driven goals.

BUILDING BLOCK #2: LEARN

Once you’ve gathered and analyzed all those inputs, start building your program with an eye towards continuous improvement. Don’t be afraid to try things out – pilot new ideas, learn what works and doesn’t, adjust accordingly and try again!

• Outline clear goals and objectives for your EVP framework so you can measure where you’re successful and learn where there’s opportunity to grow along the way.
• Define your program offerings – you don’t have to launch with everything but clearly define what you will launch with and then add on as needed/as you grow.
  • Do you want to incorporate VTO?
  • Will you start with a day/week/month of service or with year-round programming?
  • Do you have unique skills amongst your employees that you want to share through skills-based or Pro Bono volunteering?
  • Does your budget allow for the implementation of a Dollars for Doers or volunteer grant offering?
  • How might an Ambassador or Champion network help you reach more employees?
  • And don’t forget – a plan to recognize and appreciate your volunteers is vital.
• Create clear and concise guidelines alongside eligibility criteria, with a focus on removing barriers for employees to volunteer. Creating an accessible program that understands cultural context, local priorities and varying role responsibilities will be needed to scale your program and meet employees where they are.
• Determine process & system needs to reduce friction and enhance engagement for your employees.
  • How will your employees find & sign up for volunteer opportunities?
  • What will you need to track & measure impact of your volunteer program?
  • What kind of training and orientation will you provide?
• Establish a communication strategy that will support your EVP as a visible and celebrated element of your company culture. Develop resources to educate and equip middle management.
• Pilot, test, adjust and repeat. Leverage insights from successes and challenges to drive continuous improvement. Allow ongoing space for adaptability as business needs change, new generations join the workforce, community priorities evolve, etc.
  • Establish mechanisms to monitor and assess program performance. Collect quantitative data (e.g., hours volunteered, projects completed) and qualitative feedback (e.g., employee testimonials, community partner input). Regularly analyze results to identify strengths, address challenges, and refine your strategy. Share impact reports with stakeholders to demonstrate value and accountability.

BUILDING BLOCK #3: LEAD

Once you’ve established an EVP framework that works for your company, engages your employees and supports your community, share what you’ve learned and help lead others in the field!

• Establish impactful measurement practices that go beyond inputs and outputs and use that data for responsible and ethical storytelling.
  • Highlight how volunteering helps employees build skills, expand networks, and find personal fulfillment, reinforcing both individual and organizational benefits.
• Continue to advocate for the inclusion of community voice in your programs and commit to trust-based, responsive and transparent relationships with your nonprofit partners. Monitor emerging community needs and adapt your program to evolving challenges.
• Educate your employees on why civic engagement matters and all the ways they can get involved in their communities whether at work or on their own.
• Recognize that volunteering is a financial investment and requires funding – and build your budget accordingly.

Developing an effective EVP framework is both an art and a science. It is not a one-size-fits-all effort. It requires careful listening, thoughtful planning, willingness to iterate, an understanding of what inspires your employees, and a commitment to sustained, meaningful action. With a clear strategy, strong leadership support, and a culture that celebrates giving back, organizations can create powerful change—fostering connection, developing talent, and leaving a lasting legacy in the communities they serve.

Whether you are starting from scratch or revamping an existing program, these building blocks can help you establish an EVP that is impactful, inclusive and aligned with your company’s purpose. Now is the time to harness your organization’s collective energy to create change through volunteering and civic engagement.

Until next time,
Your CSR Friend

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