A Data Geek’s Top 5 Picks from Issue 6 of YourCause’s Industry Review

Cassandra Bennett April 24, 2018 Employee Engagement

At YourCause, we have the privilege of working with great companies that offer some of the most innovative employee engagement programs in the world. It is because of those companies and the fantastic people managing their programs, that we are able to publish a report that reflect on habits and trends shaping the future of corporate philanthropy.


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In its 6th Issue, the YourCause Industry Review provides current and prospective clients, industry peers, and our friends with the ability to see how their programs stand when compared purely to employee engagement data. It is a data geek’s dream! Knowing that not everyone has the time to read an in-depth 38-page report or has a desire to dive into the data, we highlighted our favorite findings for you. Without further delay, here are this data geek’s top five favorite findings.


Headquarters vs Remote (page 10)

This piece of data is new to our report however, the findings are not entirely surprising. According to the data, employees working within the headquarter location give three times more than remote employees and volunteer two times more than remote employees. This section is less about the data and more about posing the question, how do we get our remote employees more engaged? Perhaps as program strategists, we should look at developing a targeted communication plan for each employee type (headquarters, remote, domestic, or international) to ensure our messaging speaks directly to their culture and challenges in participating.  


Donation Methods (page 13)

There are a number of ways that a company can allow an employee to give. Whether you are deciding to offer the entire suite of giving methods or narrowing it down to only a few, it is important to understand how employees behave when it comes to giving. For example, many employees have a ‘set it and forget it’ mentality which is why payroll giving boasts the highest employee engagement rate at 10% and is offered by 71% of companies. Understanding an employee’s giving preference and catering your program to those preferences is just another simple action we can take to make it easy for them to participate.


Program Trends (page 15)

Whether you are launching or expanding a program, it is important to understand what program parameters engage employees the most. For instance, we have found that the decision to cover credit card fees increases an employee’s average annual donation by $310 – almost 50% more than donation amounts at companies not covering these fees. When you align the program findings with your program goals, you can easily strategize on what should and should not be included in your company’s suite of philanthropic employee engagement offerings. Don’t be afraid to question tradition. Ask your team and yourself:

  • Do we offer campaign giving, year-round giving only, or a combination of the two?
  • Do we offer employees with only giving, only volunteering, or a combination of the two?
  • Should I offer incentive giving? If so, what incentives work and who do I incentivize?

All these questions have been asked and answered within our report on pages 15 and 16.


Geographic Insights (page 19)

Knowing that many companies have both a domestic and international presence, it is important for a company to understand how employees choose to engage based on their location. We found that while international employees are inclined to volunteer more frequently, they tend to volunteer fewer hours than domestic employees. Based on this data, we would recommend that companies provide more international volunteer opportunities with a smaller time commitment and offer fewer domestic volunteer events with a longer time commitment.


Employee Ambassador Empowerment (page 20)

This section in the report is called International Ambassadors, but the principles remain – domestic or international. As programs expand across the nation or across the world, it is hard for an employee engagement team to meet the needs of everyone. That is when it is important to select highly engaged employees to act as your employee ambassadors. They can promote your program and give employee feedback – basically they become your CSR cheerleaders. In order for these people to be successful, we suggest you follow the ETC method: Equip. Train. Communicate. Get all the details on the ETC method in the Tools to Empower International Ambassador section.


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If you are looking for some more data to geek out on, check out our 6th Industry Review Infographic.