Good Deeds for Greater Retention | By Mollie Palmer | Published in Arkansas Business, November 24, 2025
What keeps us coming back to work every day? The security of a regular paycheck is undoubtedly a draw. But other factors, such as a positive workplace environment, also play a role. According to Gallup, one of the leading reasons workers left companies last year was a lack of engagement and culture, with nearly 40% of respondents citing it as their motivation for seeking a position elsewhere. It begs the question, “How can Arkansas businesses cultivate more vibrant workplaces?” Along with investing in fundamentals like benefits packages, a good place to start is by providing opportunities for employees to give back.
A study by Stanford Graduate School of Business found that inviting employees to volunteer or donate to local organizations through company-sponsored programs improves workers’ well-being. It also boosts “performance-related outcomes like job satisfaction and commitment to work.” The Journal of Environmental and Occupational Medicine reaffirms that volunteering is an incredibly “promising vehicle for enhancing employee health with positive benefits to employers,” like increased worker retention.
There are clear benefits to launching charitable campaigns and volunteer initiatives. However, companies must do more than check the box, especially in today’s challenging budget climate. Stanford’s research revealed that a key component in ensuring employees not only participate in, but also benefit from, philanthropic endeavors is aligning programs with teams’ values and goals. In short, businesses must be strategic in choosing when, where and how to contribute.
Forbes emphasizes that allowing employees to be involved in directing corporate philanthropic outreach motivates them, enhances their performance and increases enthusiasm for daily responsibilities. At Heart of Arkansas United Way, we’ve seen partners reap significant value from forming employee councils. These forums enable team members to contribute to their company’s decision-making process by selecting the types of volunteer activities that interest them and how often they’d like to participate, fostering worker buy-in and shared leadership.
Take, for example, the growing list of organizations that have committed to giving back by uplifting ALICE (Asset-Limited, Income-Constrained, Employed) individuals in their own workplaces. Through ALICE@Work, entities have taken a deep dive into their workforce data and, as a team, identified priorities and areas for improvement to enhance the lives of ALICE colleagues. At first glance, some of the initiatives, like creating paid-time-off banks or offering free professional services, may seem minor. Yet, these low-cost efforts are delivering a high impact for ALICE coworkers and fostering more resilient, inclusive workplaces.
We can find great purpose in going to our jobs each day and receiving a monthly paycheck. But that alone won’t keep us content—at least not long-term. The Society for Human Resource Management stresses that workers in positive organizational cultures are nearly four times more likely to stay at their jobs. The bottom line? In addition to the basics, such as a good salary and work-life balance, we need welcoming environments to remain and thrive in our jobs. By establishing strategic corporate giving campaigns and regular volunteer opportunities with trusted organizations like Heart of Arkansas United Way, companies can foster stronger workplaces where employees are eager to advance their careers.