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Updated: September 23, 2024

3 ways to center community engagement for employee retention

By Molly O’Connell

In today’s competitive hiring market, employers are looking for ways to stand out. Job seekers want opportunities that allow them to grow professionally while also contributing to their communities; they look closely at the values and practices of potential employers, including corporate community involvement. Research shows that rising generations are most satisfied in workplaces that provide opportunities to learn and practice leadership skills, engage in work that advances the common good, and expand their professional networks.

Molly O’Connell is assistant director of the Maine Association of Nonprofits.

Here are three practices to consider when prioritizing community engagement as part of your recruitment messaging.

1. Provide time to volunteer

Staff volunteer projects are a valuable team-building strategy that benefits the community at the same time. When companies build staff volunteer days into their calendar, it sends a powerful message that making a difference in the community is a priority. However, these team opportunities are usually limited to benefiting one organization. Another creative way to enhance your employee benefits packages is to provide employees with paid time off each quarter or year, so that they can choose an organization of their choice whose work they’re passionate about.

2. Encourage community leadership

Companies that provide opportunities for employees to grow as leaders have an edge in employee attraction, satisfaction and retention. Nonprofit boards and committees can be a rewarding way for employees to expand their networks, learn about their communities, and build practical leadership skills. Meanwhile, employees who serve on boards build awareness of your company, model the company’s commitment to community, and bring new leadership capacity back to their work.

Employers can support employees to engage in board service by offering “lunch & learns” about what it means to be on a board (contact MANP about hosting a session!), inviting employees to shadow colleagues who serve on boards, offering schedule flexibility to attend board meetings, and providing recognition or financial support for their service and accomplishments. MANP’s Board Explorer service (www.NonprofitMaine.org/BoardExplorer) is a low-barrier tool employers can promote to their employees who are interested in sharing their time and talents, but who aren’t sure where to find opportunities.

3. Engage staff in giving back

Maine is fortunate to have such a generous business community that supports local nonprofits through contributions and sponsorships. In turn, there are many ways to engage your company’s employees in those decisions and relationships. Do you look to your employees for ideas on which causes to support? Would your employees enjoy “lunch & learns” that feature nonprofit partners? Do you offer an easy way to make charitable gifts via payroll deduction? What about a donation match program, where the company sets aside funds to match employee giving?

The relationship between nonprofits and the people who partner with them is often highly fulfilling and mutually beneficial. As you recruit talented professionals in this competitive market, think creatively about providing unique opportunities for staff to get involved with the community groups they care about. Together, we can ensure that our communities and Maine’s enviable quality of life have what’s needed to thrive.

About the author

Molly O'Connell is assistant director of the Maine Association of Nonprofits. 

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