Volunteering: The Most Effective Workplace Wellness Strategy

Main Takeaways  

• Volunteering is the only workplace wellness intervention shown to consistently improve employee well-being and engagement.

• Employees who volunteer report higher job satisfaction and are twice as likely to recommend their organization, making volunteering a powerful retention tool.

• Successful volunteering programs go beyond generic opportunities—employees want purpose, meaning and impact.

• Best practices include offering flexible curated opportunities, fostering a culture of purpose, combining giving with volunteering, recognizing participation, and simplifying sign-up through digital tools.

5 Best Practices for Encouraging Volunteering in Your Workplace

When you think of the word “volunteering,” what comes to mind?

For most, it’s helping others or giving back to the community. But for social impact leaders, volunteering represents something far more powerful: a proven way to boost employee engagement and well-being. In fact, volunteering is the only wellness intervention that consistently delivers results.

A recent Oxford study found that out of 90 workplace wellness interventions, volunteering was the only one to consistently improve employee well-being. In fact, 79% of employees who volunteered report being highly satisfied with their jobs, compared to just 55% of non-volunteers. This insight shows that acts of service don’t just benefit communities; they also have the ability to transform workplace culture, strengthen connections, and give employees a sense of purpose that no other wellness program can match.

Of course, offering these opportunities is just the first step. The real challenge is: How do you build a program employees are excited to join?

With today’s workforce seeking purpose, connection, and meaning in their impact, here are five best practices to help you get started.

Five Best Practices for Building a Meaningful Volunteer Program

1. Offer Flexible Opportunities

Research shows that two of the most common reasons employees don’t volunteer are 1) a lack of free time and 2) the opportunities don’t align with their interests or values. To remove these barriers, consider offering a variety of flexible options (virtual, in-person, team-based, and individual), tailored by region and/or department. This approach allows employees to engage with causes that matter most to them in a way that fits their schedule, needs, and lifestyle.

2. Create a Culture of Purpose

Gen Z (89%) and Millennials (92%) want more purpose-driven work, with the majority of employees stating that it’s important to their well-being and job satisfaction. To meet this need, consider pairing volunteering with culture-building initiatives like Employee Resource Groups. These groups allow their voices to be heard and give them an opportunity to bond through shared values and interests – which, in turn, fosters a deeper sense of belonging and loyalty within your organization.

3. Combine Giving with Volunteering

Companies offering both giving and volunteering programs see significantly higher engagement than those offering only one. This reinforces the value of integrated CSR strategies that allow employees to engage in a way that fits their time and lifestyle.

4. Recognize and Reward Participation

Paid time off, participation bonuses, or public recognition can go a long way in boosting participation with your programs. In fact, companies leveraging incentives like volunteer grants and paid time off for volunteering report up to 50% higher volunteer hours per employee.

5. Make Participation Simple

Time-consuming, complex processes often pose the biggest challenges when fostering employee participation. The good news? Purpose-built tools like YourCause CSRconnect make it easy to browse, join, and track volunteering events – all in one place. Whether it’s a one-off individual event, custom global volunteer campaign, or a skills-based volunteer project, providing a seamless experience helps keep employees engaged and active in your programs.