Transforming Workplaces with Volunteer Spirit: Lessons in Engagement and Purpose
During an inspiring workshop with Hands-on-Tokyo volunteer leaders, I was struck by a curious question: Why do people volunteer on a Sunday afternoon when they can do countless other things? This diverse group, encompassing generations from baby boomers to Gen Z and various genders and nationalities, revealed their motivations, sparking a reflection on how these insights could transform our workplaces.
Having a Sense of Purpose and Satisfaction
Finding Joy in Giving: Volunteers shared heartfelt stories, one mentioning, "I volunteer because it gives me joy to see smiles on the faces of those we help." This sentiment underscores the profound personal satisfaction derived from meaningful actions. In the workplace, this translates to encouraging employees to identify and engage in work that brings them joy and fulfillment, a strategy that could significantly reduce the high levels of disengagement often observed in corporate environments.
Learning and Growth: Another volunteer expressed, "The learning experiences I gain through volunteering are unparalleled." This eagerness for continuous learning and personal development is a reminder of the importance of offering diverse and enriching professional experiences to employees, fostering an environment where growth is not just encouraged but integral to the organizational culture.
Being Part of a Community and Receiving Support
The Power of Support: The theme of reciprocity was powerful, with one volunteer stating, "I am who I am because of the support I received. Now, it's my turn to give back." In the corporate world, this sentiment can inspire a culture of mentorship and support where successes are shared and challenges are collectively overcome, reinforcing a sense of community and shared purpose.
Creating a Broader Perspective
Making a Difference: A striking observation was the volunteers' desire to effect change, encapsulated in the statement, "Complaining is easy; volunteering to make a difference is fulfilling." As a coach, what strikes me about that statement is the volunteer's sense of agency and empowerment that they can make a difference. This perspective is critical for businesses for two reasons: first, it gives employees a sense of agency and influence, and second, it suggests a shift toward a broader, more inclusive view of their role in society and the impact of their work beyond profit margins.
Working Through Persistent Workplace Challenges
In the corporate sphere, challenges such as disengagement, lack of fulfillment, and a narrow focus on individual and immediate business goals can stifle innovation and employee satisfaction. The volunteer insights offer a blueprint for addressing these issues:
Engagement through Meaning: Aligning work with employees' personal values and aspirations can rejuvenate their engagement and dedication.
Fostering a Learning Environment: Encouraging exploration and continuous learning can help employees feel more connected and invested in their work.
Cultivating a Supportive Culture: Building a culture where employees feel supported and valued can enhance teamwork and productivity.
Encouraging a Global Mindset: Promoting awareness of the broader impact of the organization's work can inspire employees to contribute to positive change beyond the corporate sphere.
In closing, the motivations driving volunteers—seeking joy in meaningful work, personal growth, supporting others, and contributing to a larger purpose—provide invaluable lessons for creating a more engaged, fulfilling workplace. These insights challenge us to rethink how we motivate and engage our teams, emphasizing the importance of aligning work with deeper personal and societal values.
As we move forward, let's consider: How can we apply these volunteer-driven motivations to invigorate our workplaces? How can we transform our work environments into spaces where employees feel truly connected to their work, their teams, and the wider world? Below, you will find a few ideas to help you get started.
I invite you to join the conversation and explore how we can bring these principles to life in our workplaces, crafting environments where everyone is inspired to achieve their best, not just for the company but for the community and the world at large.
Tips for getting started:
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Actions for Managers:
Hold workshops or one-to-one meetings to explore how employees' personal values and aspirations align with the organization's mission and daily tasks. This can help in identifying mismatches and areas for realignment.
Encourage employees to choose projects that resonate with their personal values or passions, even if it's just a side project.
Questions to Ask:
Can you identify elements of your work that align with your personal values or aspirations? How can we increase these aspects in your daily tasks?
What changes would make your work more meaningful to you and align it closer with what you're passionate about?
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Actions for Managers:
Make a monthly or quarterly calendar of learning opportunities, including workshops, seminars, online courses, and cross-training sessions. Encourage employees to participate and even teach sessions.
Develop a personal development plan with each employee that includes professional and personal goals. Make time in their schedules for learning activities related to these goals.
Questions to Ask:
What new skills or knowledge are you interested in acquiring? How can we support you in this learning journey?
How do you prefer to learn (e.g., online courses, shadowing, workshops), and how can we incorporate more of this into your development plan?
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Actions for Managers:
Peer recognition programs: Implement peer recognition programs where employees acknowledge their colleagues' efforts, achievements, and support. This can be as simple as a kudos board.
Mentorship and Support Circles: Facilitate a safe and supportive environment where employees can share challenges, seek advice, and offer solutions.
Questions to Ask:
What kind of support do you feel is missing in our team/organization? How can we work together to provide it?
Can you share an instance where you felt exceptionally supported at work? What made it stand out?
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Actions for Managers:
Plan regular team meetings or lunch-and-learn sessions to discuss global challenges and solutions. Invite speakers from different departments or outside the organization to share insights.
Engage local and global volunteers in your industry and corporate social responsibility (CSR) projects. Embedding volunteer days in team objectives or offering volunteer days encourages team participation.
Questions to Ask:
How do you see our work contributing to broader societal or global challenges? What more can we do?
Are there any global issues particularly important to you that you think our team or company should address or support?
ABOUT THE AUTHOR
Karin Wellbrock, Partner and COO at Kay Group K.K., anchors her expertise in a Tokyo-based consultancy specializing in leadership and organizational development. A certified Leadership and Systemic Team Coach, Karin is dedicated to propelling both seasoned and emerging executives to leave a significant imprint in their respective industries. She is using innovative yet pragmatic tools and approaches to further the impact of leaders. Beyond individual coaching, Karin extends her influence through her work with NGOs and startups, and through her writing. As an advocate of cross-pollination of ideas and approaches across multiple domains, she continuously enriches the managerial toolkit of leaders striving for peak performance. Let's talk about the kind of leader you want to become: karin.wellbrock@kaygroup-asia.com