Layla Kajer: Bringing Humanity Back To Giving
At Groundswell, we’re grateful to know many people who support our mission to reimagine corporate giving. Whenever possible, we love to sit down and talk with these people. Here, we chatted with Layla Kajer, the Director of Internal Communications & Community at Greenhouse Software. We discussed the current state of the workplace, and how humanizing giving may restore employee engagement and enthusiasm.*Disclaimer: Groundswell is a customer of Greenhouse
Hi Layla! Tell me a little bit about your background and your journey to the world of HR?
Happy to be here! I've always been in the business of behavior change. I’ve worked with companies like Roche, Marriott, Citibank and W.L. Gore to activate employees to drive change in an organization. I’m passionate about understanding what drives employee motivation, empowerment and habit building.
The key question is always: how can we reach our employees? How can we capture their hearts and minds? Are we providing the appropriate incentives? Are we rewarding appropriate behavior?
In my role at Greenhouse, I get the pleasure to work with many diverse leaders to drive emotional connection to our purpose and to each other. My main focus is to make sure we’re delivering a consistent, values-aligned experience from the moment a candidate learns about Greenhouse, through their entire tenure.
Let’s talk about the current moment. In recent months, millions of Americans have been quitting their jobs. What is going on, from your point of view? What are the major implications for businesses? Is there any possibility of a positive outcome?
I believe what we're seeing is a shift in attitudes regarding employment. When you go back through history, there have been periods of time where there is an obvious (in hindsight) shift in the way people relate to their work. Though some prominent people started talking about The Great Resignation before COVID, the pandemic forced all of us to embrace a new era of work. It prompted us to reevaluate our relationship with work.
People are in a state of flux and asking new questions about their purpose and the value a job creates for them. Change shakes the cobwebs out of our habits and you can see that happening all over. People are looking at what was routine and expected in an entirely new way.
Working 80 hours a week or enduring long commutes used to be largely acceptable in many sectors.I was one of these people. I was in the thick of it and it put a strain on my personal well-being. My partner and I lived in the Bay Area and had opposite commutes. It meant that I spent at least 90 minutes commuting - each way. My child was in daycare for 10-11 hours a day and most days I was just rushing from place to place - running to catch a ferry or hustling to grab a quick (overpriced) lunch in between meetings.But to be honest, it was just so normal. So many people I knew did the same thing so I never stopped to really evaluate whether it was working for me or my family. After moving out of the Bay Area and going fully remote, I could finally see how crazy my schedule was before. I’m just so glad that I got out and have now found a company that embraces a healthy work-life balance.
As an HR professional, the battle for retention is top of mind in the aftermath of the pandemic. What are the benefits you're seeing that are truly important to employees? What are they truly looking for from companies these days?
It's a great question. Ping pong is no longer a cultural driver! Greenhouse conducted research that showed that only 12% of candidates want in-office perks as a benefit while 63% want a flexible schedule.This may sound cliché, but I believe humans have always cared about purpose and significance. The video games and free snack culture was nice but ephemeral. Deep down people want to be connected to a company's mission - to make a real difference and leave a lasting legacy. Whether that’s having a positive impact on the company, a customer or whoever is a stakeholder. This is a cultural phenomena, not a benefit. It's about showing up and aligning one's ideals with the company's.To attract talent it's vital that companies provide all employees with an opportunity to understand how, and why, business decisions are made. One of the ways that we do this at Greenhouse is by hosting bi-weekly company-wide leadership AMA (Ask Me Anything) meetings. Transparency, flexibility and responsibility are core to our management style at Greenhouse. No topic is off limits and all employees - at every level and in every department - are encouraged to ask our executive team questions. Connection to purpose and a clear path for growth will be what sets companies apart from others and help them retain employees. Investing in your employees is always the right answer and, we’ve seen, results in better morale, improved productivity and happier employees who stay at the company.
More than ever, employees want to know the company they work for aligns with their ideals. They are voting with their feet and their careers.
How crucial is it for leaders at companies to have precise insight into their employees' sentiments for social causes?
Most, if not all, executives I’ve met are interested in knowing what their employees think. The difference comes down to their motivation for wanting to know. Maybe it’s more of risk management - "I want to know that I can squash something" or to manipulate -"I can take advantage of something." Or it could be a genuine interest in understanding what motivates employees to thrive.I'll focus on Greenhouse. Our leaders are extremely concerned about employee sentiment and go to great lengths to get feedback and stay connected. A large portion of this is accomplished through formalized processes. We do this in a number of ways.We do the traditional ways of collecting employee feedback with inclusion and engagement surveys. We’re looking at other survey mechanisms that could supplement those. Unique to Greenhouse, we host the AMA events, Intelligent Conversation sessions and we have a very active ERG (Employee Resource Group) community.I actually had suggested to the CEO that we move to a monthly AMA cadence instead of twice a month but he declined because he values the feedback and input that comes out of the AMAs so much. He’s investing a significant amount of time each month staying connected to employees.
How many steps does the process of corporate matching or corporate donating in general take in your experience? Has it been a complete headache?
In my experience, it varies significantly by company. Even at large, well-organized companies who have been doing corporate giving for years, the process to donate or secure corporate matching isn’t well communicated to employees. Other times there isn’t a clear owner for the giving process - does it live in HR? Marketing? Corporate Strategy? It can become a bit of a hot potato.The most important thing, in my opinion, is to be vocal about the programs and the interest in supporting organizations. At Greenhouse, our leaders have many times been vocal by posting on slack or creating donation campaigns on their teams. They also create a safe space for their employees to share what causes are important to them.
What are your thoughts about Groundswell?
For me, I need someone or something to help remove the roadblocks to giving and giving in a smart way. I’m not well versed on how to research which organizations are doing the right thing with the donations and, often, the seemingly small steps of following different processes to write a check can be a blocker for me to give. And I haven’t yet figured out a way to give on a regular basis and make it a part of my habits. I think Groundswell can make a big impact with this.Groundswell, in my opinion, acts as a community leader. Making a habit of giving, taking small amounts from each paycheck adds up to something significant. I think Groundwell is going to be a game changer.
Related resources
Unlocking Philanthropy: A Ready-to-Use Corporate Giving Policy for Modern Businesses
Sample Corporate Giving Policy You Can Use Today
In today’s socially conscious environment, more companies than ever are recognizing the value of corporate philanthropy. Not only can a robust giving policy boost a brand’s image and reputation, but it can also play a pivotal role in community development and global betterment. If your company is considering the establishment of a formal corporate giving policy or refining its existing strategy, this sample policy might be the perfect starting point for you.
Pillars of a Strong Corporate Giving Policy
Corporate giving programs range from employer donation matching programs to full blown corporate social responsibility programs with grantmaking and volunteerism. Many companies find somewhere in the middle that aligns with their size, budget, geographic presence and most importantly company values and commitment to diversity and inclusion. But what truly makes a corporate giving policy stand out? Let’s delve into the key features, from donation matching to the strategic use of platforms like Groundswell.
1. Donation Matching: Doubling the Impact
One of the most effective tools in a giving policy is donation matching. This is where companies match employee donations to eligible non-profits, effectively doubling the contribution. Such programs not only amplify the impact but also motivate employees to participate, knowing their chosen cause will receive twice the support.
2. Charitable Stipends: Encouraging Employee Choice
Charitable stipends are allowances given to employees to donate to a non-profit of their choice. This not only encourages a culture of giving but also empowers employees to support causes they’re passionate about. The stipends can be a fixed amount annually or can vary based on the employee’s role or tenure.
3. Dollars for Doers: Volunteering Translated to Contributions
“Dollars for Doers” programs convert volunteer hours into monetary donations. When employees volunteer their time for a cause, the company makes a donation equivalent to the hours spent. This fosters a culture of hands-on involvement and ensures that both time and money are being donated to valuable initiatives.
4. Corporate Grants: Sowing Seeds for Bigger Change
Beyond individual employee contributions, companies can set aside a dedicated fund for corporate grants. These grants can be given to non-profits, research initiatives, or community projects that align with the company’s CSR objectives. Such grants can lead to substantial, long-term changes and foster strong partnerships with community leaders and organizations.
Why Choose Groundswell for Your Giving Initiatives?
Incorporating these elements into a giving policy requires streamlined management, transparency, and ease of execution. This is where platforms like Groundswell come into the picture.
Groundswell offers an efficient and affordable solution for companies aiming to elevate their philanthropic endeavors. Here’s why it’s the ideal choice:
- User-Friendly Interface: Groundswell’s platform is designed for both companies and employees, ensuring smooth navigation and straightforward donation processes.
- Versatility: Whether it’s donation matching, handling charitable stipends, or managing corporate grants, Groundswell offers solutions tailored to each company’s unique needs.
- Cost-Effective: Groundswell provides a comprehensive suite of tools at competitive prices, ensuring that more of your money goes towards the cause rather than platform fees.
- Transparency: Track donations, monitor employee involvement, and generate detailed reports to measure the impact—all in one place.
Conclusion
An effective corporate giving policy is a blend of structure, employee engagement, and impactful contributions. By incorporating elements like donation matching, charitable stipends, “Dollars for Doers,” and corporate grants, businesses can create a ripple effect of positive change. And with platforms like Groundswell, executing these initiatives becomes not just feasible but also highly efficient and cost-effective.
5 Tips to Boost Engagement & Impact on Giving Tuesday
Leverage GivingTuesday to boost generosity
Every November, the Tuesday after Thanksgiving is known as GivingTuesday, which often serves as the unofficial start of end-of-year giving campaigns. This comes on the heels of holiday shopping deals on Black Friday, Small Business Saturday, and Cyber Monday. It is a worldwide phenomenon, inspiring millions to lean into the end-of-year holiday spirit with generosity and compassion. For many charities, GivingTuesday has become their biggest day for donations – and can help resource their ability to have an even greater impact in the year ahead.
For companies, GivingTuesday and the end-of-year giving season offers an opportunity to double down on their commitment to social responsibility, strengthen relationships with employees, and boost their impact in the community and broader world.
At Groundswell, we partner with companies all across the country to design and launch GivingTuesday campaigns – leveraging our easy-to-use platform that makes it easy for employees to participate and send donations to the causes and charities that they care most about. Below are some best practices to boost engagement and inspire generosity during the giving season.
1. Make Giving Easy:
A lot of giving platforms out there make it incredibly hard to donate. Some don’t have all 1.5 million IRS-approved charities listed. Others require employees to navigate through a web of intranet or sharepoint sites to find the giving program landing page. And others require that HR is notified of any donations an employee wants to make. At Groundswell – we are committed to removing all of the friction, and ensuring that employees can find charities easily, through a platform that is accessible from the palm of their hand, so they can give whenever they want to.
2. Launch a GivingTuesday Match Campaign:
Through Groundswell you can customize and launch a special GivingTuesday match campaign in a matter of minutes. Simply pick the nonprofits to include in the special campaign, select the start and end-date for the campaign, and then determine the match – 2x, 3x – along with any overall budget limits, then you’re done!
3. Boost engagement by involving ERGs:
Share nonprofit recommendations from Employee Resource Groups to provide inspiration around causes and nonprofits that matter to your employees. You can feature these nonprofits on dedicated ERG Corporate Spotlights and Campaigns that will be visible to all employees on their Groundswell dashboard.
4. Surprise (and Delight) Employees With A Gift to Give:
Consider sending a surprise “gift to give” to reward those already participating in your giving program (and to incentivize others to enroll). These gifts might be used to further maximize impact through the existing campaign, or to donate to other nonprofits your employees care about. Groundswell’s custom gift feature allows companies to easily schedule and send gifts with little to no administrative burden.
5. Level up with Volunteer Matching:
Groundswell’s Volunteer Matching program – sometimes known as Dollars for Doers – recognizes that some employees may not have funds to contribute, but have time – and rewards them in the same way. It’s an inclusive approach that invites everyone to participate in GivingTuesday, even those who may not be able to donate their own funds.
12 Employee Benefits Survey Questions Modern Companies Should Ask
In today's business environment, having the right and highest performing talent is more critical than ever. With benefits packages playing a vital role in these decisions, how can companies truly gauge their effectiveness? By initiating regular employee benefits surveys.
Scroll down for a free survey template below.
Let's dive in to the importance of asking the following questions.
Is our workforce satisfied with the current employee benefits package?
Gaining insights from "how satisfied are you with our company’s benefits package?" can offer companies a quick pulse on the effectiveness of their benefits. A dip in satisfaction might signal a need for re-evaluation, especially if you're looking to maximize your budget.
How comprehensive are the employee benefits we offer?
Do employees feel that the organization covers a wide range of their needs? Asking, "do you feel our benefits package is comprehensive in its offering?" can shed light on any potential gaps in coverage.
Are we showing true commitment to Diversity, Equity, & Inclusion through our benefits?
Are the company's efforts in promoting DE&I resonating? This can be gauged by asking if the benefits genuinely support diversity and inclusion. If they aren't, here's an opportunity to collect ideas directly from your employees.
Read more about how to make sure your giving program is equitable and inclusive.
Do our benefits reflect our company culture and values?
The question, "do you feel our benefits package supports our cultural values?" will highlight any potential discrepancies in practicing what you're preaching.
Did you know? Two-thirds of employees say it’s important for a company to align to their values.
Are we catering to the needs of a remote or multi-location workforce?
With remote work on the rise, is the company adapting its benefits accordingly? It's essential to find out if employees feel supported, regardless of their work setting.
Would employees recommend the company based on our benefits?
This is an easy one to skip, but it's a great question to ask. See how influential your benefits package is for employee referrals. Determining if employees would advocate for the company based on its benefits can be a key metric for recruitment.
How do specific benefit categories fare?
By querying satisfaction levels across various benefits – physical health, social impact, mental health, financial health, and fringe benefits – can companies discern which areas are thriving and which need enhancement?
What additional benefits do employees desire?
Is there a particular benefit that could make a difference in employee satisfaction and retention? Discovering this can be as straightforward as asking, "if you could choose one benefit not currently offered, what would it be?"
If your workforce desires a more meaningful benefit, see why decentralizing your corporate philanthropy strategy can achieve greater impact at scale.
How often should I send an employee survey about our benefits?
While every business has their own set of unique needs, conducing a quarterly employee survey at minimum can help you get a pulse check.
There will be some natural and unplanned peaks in valleys throughout the year that can drastically affect employee morale and company culture. By proactively seeking feedback through surveys, companies can foster a culture of continuous improvement, ensuring they remain at the forefront of employee satisfaction.
What are some affordable benefit options we can provide employees?
Corporate matching or giving programs can be a low-cost addition to your benefit offering that supports your employees’ unique passions and perspectives through charitable giving and boosts your company’s commitment to social impact. Groundswell offers a comprehensive solution with a simple implementation and nearly zero administration burden.
- How satisfied are you with our company’s benefits package?
- Do you feel our benefits package is comprehensive in its offering?
- Do you feel our benefits package supports our cultural values?
- Do you feel our benefits package supports our commitment to Diversity & Inclusion?
- Do you feel our benefits package supports our remote or multi-location workforce?
- How likely are you to recommend applying based on our benefits package?
- How satisfied are you with our physical health benefits (i.e. health care, sick leave, etc)?
- How satisfied are you with our social impact benefits (i.e. corporate matching, volunteering, etc)?
- How satisfied are you with our mental health benefits (i.e. vacation time, EAP, etc)?
- How satisfied are you with our financial health benefits? (i.e. retirement, student loan assistance, etc)
- How satisfied are you with our fringe benefits and perks? (i.e. fitness subsidies, stipends, etc)
- If you could choose one benefit not currently offered, what would it be?