Down With Thresholds!

Down With Thresholds!

Why Traditional Dollars for Doers Threshold Levels May be Hazardous to Your Program’s Impact
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Benevity Blog: Down With Thresholds! Why D4D Thresholds Are Hazardous to Your Program's Impact! #CSR #D4D

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A laser-like focus on generating greater impacts, the drive for higher employee engagement and improved technology mean its time for a rethink on approaches to Dollars for Doers and volunteer grant programs.

Many giving and volunteering programs were originally developed to have, and still maintain, threshold levels where employees must volunteer for a minimum number of hours (often between 20 to 50 hours) before they receive a grant (that typically must be given to the organization that they volunteered with).  Although this seems like a good idea to reduce admin, leverage scarce budget, and focus on employees that are really committed, thresholds like this can actually hamper employee participation and engagement – two of the very key goals your program is trying to achieve!  Find out why and what to do about it…

Tuesday, September 17, 2013 - 11:20am

The Way We Were: The Threshold Tradition

Thresholds in Dollars for Doers programs are standard and traditional. The idea that employees reach a threshold limit of hours before the company kicks in a reward seems intuitive, since employees earn the company’s contribution, and worked well for many years mainly because it was manageable for corporations to implement. In an era where tracking and reporting on volunteer hours, administering the associated rewards and distributing the funds to the charitable organizations was largely manual and fell to employees and program administrators to undertake, thresholds made sense. (But hey, let’s not forget this was also an era that started when large shoulder pads, leg warmers and hair scrunchies shined as well). It’s also important to remember that employee engagement didn’t figure as largely in the goals and outcomes for most corporate social good programs.

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