Case: Giving Time to Get Employees Engaged

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Technology companies are known for offering generous pay and benefits to attract and retain highly skilled workers. But employees often crave more than a rich paycheck and creative benefits. Many, especially Millennial generation employees, want to use their time to give back to causes that are important to them. When companies provide the support for them to do so, employees get more engaged and committed to their work and their employers.

Cadence Design Systems ranked number 38 on a recent Fortune Magazine’s great place to work list, employs over 7,000 people in 35 countries. Finding ways to connect with a workforce of that size is not easy. But the company found a way to appeal to prospective and current workers through its Cadence Cares volunteer initiative. One of the company’s core values is giving back to the communities where it operates. Consequently, it was a natural extension to involve employees at all levels in those efforts.

Employees are given 40 hours of paid time off to work on volunteer projects of their choosing. The company matches employee financial contributions to charities and last year contributed over $150,000 in matching funds. Further, the company donates products and software to universities around the globe. The company even runs a Corporate Citizenship Challenge among all of its operations to encourage employees to use their talents and time to improve their communities.

While Cadence’s volunteer program was in place for many years, it was not as well-utilized as leaders wanted. The company’s HR director discovered that it was not being promoted or advertised to employees, so few knew about it. She partnered with the senior leadership team to promote the program using e-mail, posters, and employee meetings. Managers had to be included and trained so that they would support their employees’ volunteer efforts by allowing time off when requested.

One of the outcomes of the program has been an increase in the number of Millennial workers who have joined the company. They are attracted to the community giving and involvement of this program. Some recommendations for companies trying to enhance employee engagement are as follows:

If your goal is to boost employee morale and camaraderie, then arrange for a group event that requires teamwork—such as building houses or planting trees.

If your goal is to value employees’ individuality, then provide for time off that employees can use to work on projects for which they have passion.

If your goal is to maximize the impact of volunteer efforts, then identify a nonprofit that would benefit from the talents of your employees and do a project for them.

For Cadence Design Systems, giving employees time and support to pursue philanthropic activities that they really care about leads to employees who are more engaged, satisfied, and committed to the company.

Questions

Identify other companies that offer volunteer programs and compare their programs to that at Cadence. What are some of the outcomes those companies have achieved regarding employee recruiting, engagement, or retention?
As a future job seeker, how important would a company’s charitable work be in your job search decision? Research this aspect of recruiting and retention to learn if workers in the Millennial generation and Generation Z value this more than Generation X or Baby Boomer workers. How might this affect companies in the future?

 

Sample Solution

This is a great case study highlighting the growing importance of corporate social responsibility (CSR) and employee volunteer programs. Let’s tackle each question:

1. Comparing Volunteer Programs:

Here are some other companies known for their volunteer programs, and how they compare to Cadence:

  • Salesforce:
    • Salesforce has a “1-1-1 model” where they pledge 1% of their product, 1% of their equity, and 1% of their employees’ time to philanthropy.
    • They offer employees 56 hours of paid volunteer time annually (more than Cadence’s 40).
    • Salesforce emphasizes integrating volunteerism into the company culture, with volunteer events and opportunities promoted throughout the year.
    • Outcomes: Increased employee engagement, stronger brand reputation, and positive community impact.
  • Patagonia:
    • Patagonia focuses on environmental activism and encourages employees to volunteer with environmental organizations.
    • They often organize group volunteer events related to environmental causes.
    • Patagonia’s program is highly aligned with their core values, attracting employees who share their passion for environmentalism.
    • Outcomes: Highly engaged workforce, strong brand loyalty, and significant environmental impact.
  • Google:
    • Google offers various volunteer programs, including “GoogleServe,” a global volunteer initiative.
    • They also provide employees with opportunities to use their technical skills to support nonprofits.
    • Google matches employee donations to charities and encourages employee-led volunteer projects.
    • Outcomes: increased employee satisfaction, and a reputation for being a socially responsible company.
  • Differences and Similarities to Cadence:
    • Similarities: All these companies offer paid volunteer time, match employee donations, and encourage employee involvement in community service.
    • Differences: Some companies (like Salesforce) offer more volunteer hours, and some (like Patagonia) have a stronger focus on specific causes. Cadence’s strength lies in its company wide challenges, and the allowance for employees to choose the volunteer work that they are most passionate about.
    • Cadence’s focus on allowing the employees to choose where to volunteer, is a strong point, as it increases the employee’s personal investment into the volunteer work.

2. Importance of Charitable Work for Job Seekers:

  • Importance:
    • For me, and many other future job seekers, a company’s charitable work is becoming increasingly important.
    • It reflects a company’s values and commitment to social responsibility, which are key factors in job satisfaction and long-term engagement.
    • Working for a company that makes a positive impact can provide a sense of purpose and fulfillment.
  • Generational Differences:
    • Research indicates that Millennial and Generation Z workers place a higher value on CSR and employee volunteer programs than Generation X and Baby Boomer workers.
    • These younger generations are more likely to seek out companies that align with their values and provide opportunities to make a difference.
    • They are also more likely to be influenced by a company’s reputation for social responsibility.
    • This is due to many factors, including increased access to information about social and environmental issues, and a growing awareness of the importance of corporate citizenship.
  • Future Impact on Companies:
    • Companies that prioritize CSR and employee volunteer programs will have a significant advantage in attracting and retaining top talent, especially among younger generations.
    • Those that fail to address these concerns may struggle to compete for skilled workers.
    • This will lead to companies increasing their CSR programs, and making them more visible.
    • Companies will also be forced to make their CSR programs more authentic, as younger generations are very good at spotting “greenwashing” and other forms of inauthentic CSR.
    • Companies will also need to be more transparent about their CSR efforts, and be ready to show measurable results from their programs.

In conclusion, Cadence’s volunteer program is a great example of how companies can enhance employee engagement and attract talent by supporting their employees’ philanthropic passions. This trend is likely to continue as younger generations enter the workforce and prioritize social responsibility.

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