VolunteerMatch BPN Webinar - Engaging the Millennial Workforce - September 2013

2,623 views
2,242 views

Published on

How can you leverage your Millennnial workforce to tackle the toughest issues of our time? Join VolunteerMatch for a discussion with Andy Savitz, author and principal of Sustainable Business Strategies, and Liz Maw, CEO of Net Impact - highlighting case studies from Andy's most recent book and brand new insights on gender differences from Net Impact's What Workers Want report, as well as member stories from the field. Learn the best practices for engaging young talent on the job – whether it’s providing workers with opportunities to drive sustainable change, or instilling community engagement into the very core of your organization’s business practices.

Speakers:

Liz Maw
CEO, Net Impact
Since Liz joined Net Impact as CEO in 2004, its chapter network has tripled to more than 300, formed partnerships with over 50 global corporations, and developed multiple new programs that engage students and professionals in sustainability. Liz is a frequent speaker and writer, with blogs appearing in the Stanford Social Innovation Review, Huffington Post, GreenBiz, and World Economic Forum, which recognized Liz as a Young Global Leader in 2010. In 2011, Liz was named one of the 100 most influential people in business ethics by Ethisphere.

Andy Savitz
Principal, Sustainable Business Strategies
Before joining Sustainable Business Strategies Andy was a lead Partner in the Environmental and Sustainability Services group at PricewaterhouseCoopers LLP (PwC). He is the author two books - The Triple Bottom Line: How the Best-Run Companies are Achieving Economic, Social and Environmental Success - and How You Can Too and Talent, Transformation and the Triple Bottom Line: How Companies Can Leverage Human Resources to Achieve Sustainable - and has worked closely with many large and small organizations to help them find their Sustainability Sweet Spots and to embed sustainability in their operational and employee life-cycle processes.

Follow the conversation on Twitter @VM_Solutions, #VMbpn

Published in: Business, Technology
1 Comment
4 Likes
Statistics
Notes
  • Best regards! Our Organization project Camino Verde, is a NGO, facilitator, civil basis and we work with themes of culture, sustainability and biodiversity. We make alliances with organizations and institutions and individuals who share values and goals. We are located in Costa Rica, work local and think global for a better quality of life and a better world. We would like to have volunteers in some of the projects we did in conjunction with the locals. We would appreciate your valuable contribution. Thanks a lot


    Manuel Castrillo
    Director
    Camino Verde project
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
No Downloads
Views
Total views
2,623
On SlideShare
0
From Embeds
0
Number of Embeds
11
Actions
Shares
0
Downloads
10
Comments
1
Likes
4
Embeds 0
No embeds

No notes for slide
  • An employee who is happy or satisfied with his or her job. Some employees are satisfied because they don’t [book quote] Need engagement slide
  • Now here is a policeman who is clearly engaged in his job.
  • Replace this list with list from right hand triangle in Golden Triangle, and add figures.
  • As Timberland’s Service program has grown, both in terms of percentage of employees that participate and hours served- so has it’s average job tenure.
  • The majority of your workforce is soon will be Millennial. This generation wants to engage with work – and with sustainability – a bit differently. They can be your biggest skeptics, or your biggest advocates. I’m here to share some thoughts that I hope will help you turn them into the advocates you need to meet your ambitious sustainability goals.
  • We run a number of programs designed to inspire young people to change the world – to fill them with hope, not resignationWe connect them with jobs at companies and organiztions where they can bring their values to work – not leave them behind at homeWe support next gen professionals to drive sustainable change from whatever their role or positionThe students we work with on campus – your future hires and consumers – are dynamos. Texas State perform sustainability audits at local businessesUniversity of Massachusetts Dartmouth created three GRI grade-A rated Sustainability Reports for University, the town of Dartmouth, and the town of Fall RiverBowling Green State University: http://www.bgsu.edu/offices/sustainability/page96842.html. This is a group of student volunteers who go around helping the university conserve energy by turning off lights in academic buildings on Friday nights. They meet on Friday nights at 6:30 every week to turn off the energy banks for 48 hours -- in the last three years, they have saved the university $52,000 in energy costs. Not what I was doing Friday nights when I were in college – young people are amazing
  • Our growth over the past 10 years is one testament to the interest young people now have in sustainability. We now have over 300 global chapters. Which held 2500 local events last year. Many of our MBA chapters, esp at top ranked business schools, have well over 100 members schoers; the top 10 ten business 250 eventsAnd we work with dozens of corporate partners including many in this room engaging students at our conference, on campus, and through custom projects and competitions
  • I’m going to show you data about people’s priorities for their job. POLLBalance, culture, interesting work to do, compensation. Then, differentiators, where you find a number of attributes around making a difference at work. That’s pretty good – shows that this is a priority that will help people make decisions around potential job offers. Finally nice to have – innovation, flexibility, and company commitment to social / enviro responsibility. While company s/e impact still at you see in the differentiators is direct connection to them, v. more abstract description of company. One exception is flexibility moves up for working population.Quick note on some generational differences – Dot Nets care more about opportunities for rapid advancement (60% of  DotNets, 43 Xers and 21 Boomers) and having a positive work environment is essential to far more DotNets (50%) than Boomers (33%) with Xers in the middle.Job security is most important to …. The DotNets, not by a lot, but the whole thing is counterintuitive.
  • And the  great news is, you shouldn’t have to engage employees alone. There is another team at your company who should care about this as much or more than you do! HRPatagonia The company once received a resume clipped to an old Patagonia jacket. Some hopefuls have written songs. One person camped out in the parking lot.Clif Bar–one applicant created an website application, “Please Hire Me Clif Bar” with videos of the applicant completing a cheerleading routine on video highlighting her skillsYoung people / students today want to work for a sustainable / socially responsible company, they expect this. In a 2012 Bain study,2/3 of employees under 30 expect to play a role in how their firm approaches sustainability. This has changed from 5 -10 years ago; now most employees, not just enthusiasts, care more about ensuring that the business operations themselves are sustainable than they do about philanthropicLuckily, sustainability is one method for engaging your employees. From Net Impact’s 2012 Talent Report, Employees who make an impact on the job are 2x as satisfied as those who don’t Net Impact, 2012). Data from an MBA survey this year shows that 83% of our respondents said they would take a 15% pay cut to work for an organization whose values match their own.
  • Look at satisfied employees, more likely to have volunteered, worked directly on product / service, served on greenteam
  • There has been a lot in the media about Millennials in general. Katie mentioned a number of those attributes that are typically cited. They are perhaps focused on themselves. They are empowered. They love technology. Whatever your personal opinions or confusion about this generation, they are critical to our companies as customers, and employees, and engaging them in sustainability is necessary for our collective mission.I think there are similarities between nurturing the next generation and growing garden. Both take cultivation, patience, and trial and error.
  • Millennials are going to grow in your garden, regardless of what you do. So, you can either just close your eyes and hope for the best…
  • Or, you can put the resources in place to help them flourish in a way that works best for you, and your company
  • At NI, We’re privileged to work with a number of leading companies , inclding in this room, on how to engage with the next generation of students and employees. Many companies developing new programs to engage employees in sustainabilityResources: Patagonia the sustainability department sees themselves as internal consultants. Employees are passionate but don’t know how to technically implement sustainability ideas. They call the CSR department who then hook them up with the answers directly or via networks of contacts.Mentorship: ATT has created a mentorship circle for Millennials and their older mentors.The program uses an online platform so that a single mentor can work with several mentees, sometimes in several different locations. Training: Net Impact at Workshop, Symantec, other online seminars (J&J) Johnson & Johnson is now offering a sustainability certification to its employees.  An entirely online and interactive program, the certification is open to any employee with an interest in sustainability.  Job swaps: Intel pilot program where carved out 20% projects in the core business units that anyone could apply to that focused on sustainability; e..g one in IT focused on paper use reduction . And Patagonia (Patagonia ) – environmental impact program at nonprofits (employees come back refreshed)Seed funding: 3M Sustainability power pitch they are running in September. Cross between Shark Tank and American Idol. Challenging R&D community to give pitch for what product they believe they should be making as a company. Panel of r&d leaders give feedback and employees text votes. Winners get research grant
  • A few years ago did lifecycle analysis and discovered most of the impact via washing and drying. One of their sustainability initiatives get public wash jeans a lit lss oftenEmployee base to modelIn 2012, Levi’s launched the #gowaterless challenge; asked employees to wear same pair of jeans every day for a week without washing them to raise awareness about the company’s water conservation initiatives and their new product, the waterless jeans. They leveraged their employees already being on social media and uploaded and shared photos of themselves in their dirty jeans via Instagram. Employees were judged on their fashion sense with 9 winners receiving cash prizes donate to nonprofits of choice. The company then opened the campaign up to the public; by day 5 of the challenge, more than 5,000 images had been shared on social media, over 10,000 viewsWorld Water day last March, asked employees adopt dirty little habit – stop washing jeansIt’s part of our larger company strategy to reduce the environmental impact of our products by educating people to wash less, But, how do you get people to make a lasting change in everyday habits?We decided to start with a friendly competition. We challenged our employees to wear the same pair of jeans five days in a row without washing them. And, we offered the participants with the best style, as judged by a panel of our fabulous designers, a $1,000 grant to the water organization of their choice.We called it the Go Water<Less™ Challenge, named for our Levi’s® Water<Less™ collection, which offers some of our favorite denimOne week competition engaged thousands of retail and HQ employees around the world, thousands of photos sent in via Instagram and Flickr (over 10,000 views). Stain removing stationsWhy did this work so well? When spoke to Becca Prowder – succeeded because tied things together employees hearing and seeing every day – sustainability, product, design, fashion-tangible-personal and corporate competitionANOTHER EXAMPLE across the globe.2011 Unilever Austalia / NZ wanted to launch their sustainable living planwanted best people to act and see it as theirs why dont we just give them that title
  • Patagonia (Patagonia ) – environmental impact program at nonprofits (employees come back refreshed)Photo on left: employee took time off to work in Latin America at Coffee Kids, which develops programs in education, health awareness, micro-credit loans and food security for coffee-farming communities.Photo on right: Patagonia employees clean up in a national park volunteer day near their office
  • 2011 Unilever Austalia / NZ wanted to launch their sustainable living planwanted best people to act and see it as theirs why dont we just give them that titlethey put on everyone's desk a business card and job menu - personalized 1500 cardsAlso put up these posters, including one at receptionist. To be engaged in sustainability you don’t have to have formal leadership roleSustainable tea and packaging examplebiggest success vernacular till runs through employee - really empowered people to feel like they could act.  
  • Millennials want to be engaged. They want to be part of the solution by going to work every day. Not beause they are nicer or more compassionate. Because magnitude really scary. Violetta example. If they can feel this this is part of their every day job, they will be filled with pride in their company and in themselves. they need the support of people in this room to get started. Go back to my gardener example. Flowers won’t grow by themselves, at least not nice flowers. They need right soil, right conditions, right gardener. That’s your job. – to help cultivate Millennials to be your sustainability advocates. I promise it will be worth it.
  • VolunteerMatch BPN Webinar - Engaging the Millennial Workforce - September 2013

    1. Engaging the Millennial Workforce Andy Savitz Author and Principal Sustainable Business Strategies Liz Maw CEO Net Impact Panelists: Facilitator: Lauren Wagner Business Development Manager VolunteerMatch @Lauren_Lynn2 September 10, 2013
    2. How To Ask Questions • Type questions into the box on the right side of the your screen • Submit via Twitter to @VM_Solutions using “#VMbpn” • We will pose questions at the end of the presentation • A copy of the sides will be circulated after the event 2
    3. Panelists 3 Engaging the Millennial Workforce Andy Savitz Author and Principal Sustainable Business Strategies Liz Maw CEO Net Impact
    4. Copyright – Andrew W. Savitz, 2013. Do not distribute or reproduce www.savitzreport.com
    5. The Actual Triple Bottom Line Copyright – Andrew W. Savitz, 2013. Do not distribute or reproduce www.savitzreport.com
    6. Business Interests Social The Sweet Spot Society’s InterestsSUSTAINABILITY SWEET SPOT Environmental • Cut costs • Reduce risk • Grow revenue • Strengthen brands • Improve relationships • Attract and retain talent $Copyright – Andrew W. Savitz, 2013. Do not distribute or reproduce www.savitzreport.com
    7. The Golden Triangle Business Results Sustainability delivers business results: • Cut costs • Reduce risk • Grow revenue • Strengthen product brands • Lower costs related to obtaining talent Employee engagement delivers business results: • Increase job productivity • Reduce turnover, absenteeism, theft • Get innovation and other extra efforts • Strengthen employer brand • Attract and retain talent Internal environmental initiatives: • Increases engagement of participating employees • Increases engagement of “by-stander” employees Green Teams Employee Engagement Copyright – Andrew W. Savitz, 2013. Do not distribute or reproduce www.savitzreport.com
    8. Job Satisfaction
    9. Employee Engagement
    10. Volunteerism and Employee Engagement • Higher productivity • Reduced turnover, reduced absenteeism, reduced theft • Happier, more loyal employee • Engaged employees identify new business opportunities, help recruit others and help strengthen both employer brand and commercial brand(s). Copyright – Andrew W. Savitz, 2013. Do not distribute or reproduce www.savitzreport.com
    11. The Golden Triangle Business Results Sustainability delivers business results: • Cut costs • Reduce risk • Grow revenue • Strengthen product brands • Lower costs related to obtaining talent Employee engagement delivers business results: • Increase job productivity • Reduce turnover, absenteeism, theft • Get innovation and other extra efforts • Strengthen employer brand • Attract and retain talent Internal environmental initiatives: • Increases engagement of participating employees • Increases engagement of “by-stander” employees Doing Good Employee Engagement Copyright – Andrew W. Savitz, 2013. Do not distribute or reproduce www.savitzreport.com
    12. Strategic Volunteerism • Begin or accelerate your sustainability journey • Increase employee engagement • Create additional business benefits . Copyright – Andrew W. Savitz, 2013. Do not distribute or reproduce www.savitzreport.com
    13. Got Sustainability? www.savitzreport.com www.getsustainable.net
    14. Engaging the Millennial Workforce Liz Maw, CEO, Net Impact September 2013
    15. 15 15 Inspire young people to change the world Connect them with values-based jobs Equip professionals to make an impact Net Impact’s focus
    16. 16 16 2003 2013 15,000 65 1,200 10 Members Chapters Conference Corporate Partners 45,000+ 317 2,700+ 60+ Net Impact’s growth over last decade
    17. 17 Current research priorities • How committed are millennials to impact jobs, especially in relation to other priorities? • Specifically, how can better corporate responsibility programs lead to recruiting success? • How do CSR & sustainability employee engagement programs help retain and motivate employees? See www.netimpact.org for research publications
    18. 18 Students expect to make a difference I expect to make a social or environmental difference through my work… 65% IN THE NEXT FIVE YEARS37% LATER IN LIFE28% Data: What Workers Want (Net Impact, 2012)
    19. 19 19 And they’ll make sacrifices 85% of MBAs would take a 15% pay cut to work for an organization whose values match their own Data: Business as UNusual (Net Impact, 2013)
    20. 20 Impact jobs link to employee satisfaction Half of those who have an opportunity to make a difference at work are very satisfied with their jobs. Just 10% are dissatisfied. 26% of those who do not have that opportunity at work are satisfied. 28% are dissatisfied. Data: What Workers Want (Net Impact, 2012)
    21. 21 In last 12 months, very satisfied employees… 32% 34% 29% 30% 45% 40% 45% 45% 0% 20% 40% 60% Yes No Volunteered with your company or co-workers Worked directly on a product or service with a social or environmental impact Contributed to a company green team or other environmental effort Provided input on sustainability or corporate responsibility efforts Data: What Workers Want (Net Impact, 2012)
    22. 22
    23. 23 23
    24. 24 24
    25. 25 25 Invest in next generation employees • Advice • Mentorship • Training • Job swaps • Seed funding
    26. 26 26 Use their tools & make it personal
    27. 27 27 Offer meaningful, substantive opportunities
    28. 28 28 Give them a voice
    29. 29 29 Liz Maw lmaw@netimpact.org
    30. Q&A 30 • Type questions into the box on the right side of the your screen • Submit via Twitter to @VM_Solutions using “#VMbpn”
    31. Stay Informed Blog: www.VolunteeringIsCSR.org Twitter: @VM_Solutions Newsletter: Monthly „Good Companies‟ newsletter - Sign up on the blog! 31
    32. Save the Date – October 10th 32 Skills-Based Volunteerism as a Corporate Strategy: How to Build an Effective and Impactful Skills-Based Program Thursday October 10th, 2013 10-11 a.m. PT (1-2 p.m. ET) Register here: https://www1.gotomeeting.com/register/553358280 Featuring: Danielle Holly Executive Director Common Impact and… Laura (Hudson) Hamre Sr. Director, Community Relations Fidelity Investments

    ×