When you’re launching an employee giving initiative or a workplace giving program, it’s important you have a process in place to drive success. Employee giving campaigns are unique in that they’re often an “extra” initiative key employees are taking on in addition to their typical day to day jobs.
This “extra work,” albeit for a good cause or causes, demands an easy, seamless process that engages employees in the campaign and drives success. Here are three key things to consider before you launch your employee giving initiative.
What Are Your Pain Points?
Running a giving campaign at your workplace can be tedious. When you consider the cumbersome administrative processes coupled with a constant effort to get unwilling employees to participate, it’s no wonder why the words “employee giving campaign,” may make some shudder.
If you’re in charge of giving at your organization, take a minute and list the key pain points you experience every time you launch the initiative. Maybe it’s the paper process, or perhaps it’s providing choice in the giving program. Sometimes, it may simply be having an easy way for employees to participate.
Selecting a mobile giving partner to help you in your employee or workplace giving campaign should make your life easier and alleviate burdens. When you list your pain points, you’ll have key factors to weigh each vendor against (e.g., donor choice, easy process to code gifts and matches, etc.). It's important to remember that choosing the right mobile nonprofit technology partner can help you ease the burden of an employee giving initiative by saving time, and raising more!
What Are Your Goals?
First, determine what is driving this giving initiative and why your organization is launching employee giving. Is it to tie your company to the community? Is there a personal connection to a particular cause? Then, set key benchmarks you’re trying to reach with the initiative. Be sure to consider past behavior. If you’ve had 50% of employees engaged in the campaign in the past, perhaps you set a goal to increase participation by 15%. Or maybe you raise your fundraising goal by 10%. Consider the history of workplace giving and set your goals accordingly.
When selecting your vendor, you can measure their capabilities against the goals you’re trying to hit. If you set key benchmarks, you’ll be able to measure your vendor’s impact on your success. It’s tough to measure success with any initiative if you don’t have key benchmarks you’re trying to hit. Rallying the group around the goal enables your workforce to stay focused on the end game. It also ensures any vendor investment is worth it.
What is your Budget?
It seems counterintuitive to allocate a budget towards a campaign when you’re trying to raise money for charity. After all, shouldn’t the money go to the identified causes? If you have a budget to drive engagement, make sure you’re clear about what you can spend. Ensure the vendor isn’t going to take budget dollars away from driving employee engagement and the actual cause. If it is, it likely isn’t worth the investment, no matter how many features and functions they have.
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