You know your company is full of great people. But are you empowering them to do their best work and stay satisfied? And are you attracting and retaining the best people? It takes talent to meet aggressive revenue goals. And finding and retaining talent is one of an executive's most important responsibilities.
But it's not as easy as it sounds, especially in industries where the competition for top talent is fierce. If you're struggling to identify internal talent, acquire talent from the outside, or retain that talent, maybe your corporate social responsibility (CSR) plan could use a little brushing up. After all, 88 percent of new job seekers choose employers based on strong corporate social responsibility values. And the numbers are on the upswing. In 2006, a study of 20- and 30-year-olds indicated that 56 percent of employees in this age group would consider leaving an employer if that employer didn’t share the employees’ commitment to social responsibility. In 2012, that figure had jumped to an astounding 86 percent in a similar study. Those statistics were just a few of the compelling findings in the 2006 Millennial Cause Study conducted by Cone Inc. in collaboration with AMP Agency and a 2012 study called “Managing Tomorrow’s People” conducted by PricewaterhouseCoopersLLP.
Employees want to work for executives who offer them opportunities to embrace and lead a philanthropic lifestyle, at home and in the workplace. They want to give money to their favorite charities. And volunteer time to a favorite cause. And recycle, helping to keep the environment sustainable. And serve in leadership roles, like nonprofit boards and committees at kids’ schools, and in the company, too. They want to buy products that support a cause. And care for people in need. And care for themselves and their families. Working for good companies–and doing business with good companies–is a must-have for today's top talent.