Employee Engagement and Workplace Giving Programs
Design an employee programme people actually join — in workplaces where access is already solved and participation has not moved in a decade.
What you will learn
Nine lessons on the employee-facing side of a partnership — diagnosis, payroll giving design, access and promotion, volunteering, targets and sustaining.
Employee Engagement and Workplace Giving Programs
Nine lessons on the employee-facing side of a partnership — diagnosis, payroll giving design, access and promotion, volunteering, targets and sustaining.
1Diagnose the Real Constraint
Employer adoption and employee access are broadly solved, while participation has sat flat for over a decade.
2Design the Payroll Giving Offer
The pre-tax mechanic and what it means for an employee, gift levels set against what people actually give, matching and cause choice.
3Get Access and Promote Internally
Working through internal channels, leadership visibility and credible advocates, and what you can and cannot ask an employer to do.
4Convert Access Into Sign-Ups
The specific moments and formats that produce enrolment, why proximity and visibility beat scale, and what to say at the point of decision.
5Design a Volunteering Offer You Can Host
Matching real organisational need to what a workforce can supply, scheduling against how leave is actually used, and costing hosting honestly.
6Run Volunteering Well
Filling places, preparing volunteers, running the day so it is worth both sides’ time, and following up so participation compounds.
7Sustain the Programme Past Launch
Continuous re-recruitment against turnover, keeping the story specific and current, and holding the internal advocates who carry it.
8Set Targets and Report Honestly
What participation rate is realistic, what to project per participant, and how to report matched giving without overstating.
9Borrowed Access
Guarding the programme that launches and quietly dies, and the pressure applied to a workforce that cannot easily refuse.
A practical fit for teams running the employee side of a partnership.
Design payroll giving and volunteering offers, get access and promote inside a partner company, set honest targets and sustain against turnover.
Frequently asked questions
Straight answers for fundraising leaders deciding whether this course fits their team, training needs and practical workflow.
Does the company need a platform in place first?+
Usually they already have one, and that is the course’s starting point: infrastructure is broadly solved while participation still sits below 5%, so the real work is engagement.
Does this cover the commercial partnership itself?+
No. It assumes a signed partnership. The commercial relationship is covered in Corporate Partner Account Management and Stewardship.
How long is the course?+
Nine lessons, with reading time of around 95 minutes — the longest course in the series, reflecting how much Australian evidence exists in this area.
Is the course Australian-specific?+
Yes. Australian workplace giving is a pre-tax payroll deduction, and the course refuses UK Payroll Giving agency and US plan mechanics entirely.
What participation rate should we expect?+
The course sets targets against the national baseline and the documented range that well-run programmes achieve, rather than an aspirational number.
What should a team be able to do by the end?+
Design, launch and sustain an employee-facing programme with a realistic target, a promotion plan and a response to the turnover that erodes every programme.
Employee Engagement and Workplace Giving Programs
Employer adoption is broadly solved. Participation is not. This course is about the gap between them.
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