Roughly 75 SHRM attendees, including 20 CareerBuilder employees, teamed up with Beacon of Hope, a non-profit organization founded by Denise Thornton, whose entire Lakeview neighborhood flooded after the levee at the 17th Street Canal breached in the aftermath of Katrina.  Beacon of Hope’s mission is to coordinate and facilitate the infrastructural repairs needed to be done in order to make a neighborhood viable.

The work this organization and its volunteers are doing is truly making an impact in the local community and helping visitors like the SHRM group more fully understand the devastation the city endured after Katrina.

The group spent the morning working on various projects in the Gentilly neighborhood — ranging from planting trees and laying sod to painting. And while the residents of the neighborhood need physical help, even more, they need hope and the knowledge that the world has not forgotten about them. A special thanks goes out to all the people who donated their time to give back to the New Orleans community before the start of the SHRM conference.

Corporate philanthropy can be a great way to build team relationships outside of the office. It is also a way to enforce your company values and attract talented candidates interested in working for companies that don’t simply focus on the bottom-line results. Looking for ways for your company to give back? Check out fellow Hiring Site blogger Amy Chulik’s previous post on what you need to know before committing your company to corporate philanthropic initiatives.

For another perspective on the day’s events, check out Workforce Management writer Rick Bell’s story.

What a great concept, eh? You can register your support for the recognized day –and there’s Facebook, Twitter, and MySpace efforts you can join.

The site even includes the Top 10 “Things to say to convince your boss to take part in Take Your Dog to Work Day,” including:

• Wagging tails work great when the a/c is on the fritz

• Meetings end as soon as Rover starts staring at the conference room door

• Finally, someone at your office will actually be working like a dog

Doggone it

Despite the good intentions of this reserved day in which the greatest of human companions may roam the halls among us or take a swig from the water cooler when no one’s watching, however, controversy abounds as to whether dogs should be allowed in the workplace at all.

Are dogs allowed in your office — and if they normally are not, should you bend the rules, even just for this one occasion? That’s what the Marine Industries Association of South Florida has been doing.

Even The Obama family’s Portuguese Water Dog, Bo, has apparently been spotted hanging out during White House meetings. However, what works for one (oval) office doesn’t necessarily work for another, as the writer of a blog on the Sun-Sentinel contends. The decision often depends on the office environment and the dog itself. Business owners who allow dogs into the office on a daily basis stress that it boosts employee morale. But employees who aren’t comfortable with dogs may feel trapped, and obviously, some dogs are more “office-friendly” than others. On the other hand, you may work in a very dog-friendly office — and share a mutual love for dogs and acceptance of their co-habitating in your workspace.

Tips for bringing your favorite canine friend to work

• Be respectful to your co-workers. Be sensitive to those who are allergic, scared of, or otherwise uncomfortable with dogs in the office. Check with your co-workers before bringing your fine fluffy friend with you to ensure that everyone is on board with it. If bringing your dog in presents a problem, work to find an alternative that works for everyone — or find another way to give back to the canine community — like The Humane Society.
• Use your best judgment. If you know that Ruggles is an out-of-control 3-month-old who has yet to master the art of bladder control, it’s probably not in your best interest to bring him along to roam the cubicles (and will probably also score you a lot of lunches alone in the near future). Your dog should be trained, well-behaved, and have the ability to keep the barking and tearing up the carpet to a minimum (unless your co-workers are okay with that).
• Keep your dog happy — and it’s likely everyone else will be happy. Little things like bringing your dog’s favorite blanket or treats to make him or her feel at home and occupied can make a big difference. The Examiner offers some tips for your dog’s big day out.

So the question remains: Will every dog have its day? That’s for you — and your dog-fearing or dog-loving co-workers — to decide. What are your plans?

Much like John Cusack’s lovable, love-weary everyman lamenting, “I gave her my heart, and she gave me a pen,” your employees may be feeling  little defeated if they’ve been putting 110 percent of their efforts into their work only to get little to nothing back in return. 

While you can’t exactly help it if increasing financial stress is forcing your company to cut back, you can’t really blame employees if they feel like they’ve just about given all they have to give, either.  So what’s a resource-strapped manager to do to lift his employees out of the dumps?

You might try asking them to give back. 

Organizing a companywide volunteer effort can be an effective way to boost morale.  (Especially if your employees are feeling like Lloyd Dobler, they’re just “looking for a ‘dare to be great’ situation.”  So wouldn’t the opportunity to contribute to a greater good fall under that category?  Yeah?…Have I effectively killed this analogy?)   As this BusinessWeek article explains, company-organized charity initiatives can also increase professional development, team building and retention among employees. 

Last month, the Committee Encouraging Corporate Philanthropy (CECP) held its Board of Boards CEO Conference to “share insights on leadership in corporate philanthropy.”  Key findings from this year’s program include:

• 92% of participating CEOs are personally involved in their company’s corporate philanthropy programs.
• 82% of attendees indicated that philanthropy can help restore trust in the business sector.
• 80% of business leaders in attendance consider their employees and customers to be the most important constituencies when crafting giving strategies.

The CECP offers several helpful tips for companies as they consider organizing employee volunteer programss, including the following: 

• Designate company-wide “days of volunteerism” to provide a focused and strategic platform to engage employees and senior management.
• Give employees paid time off to volunteer at organizations of their choosing to serve their individual charitable interests and fit better with their work schedules.
• Educate your employees on the needs of the charity or charities you choose to help and how their efforts have an impact on the community.
• Set up a Web site to educate and inform employees about available volunteer opportunities and to track individual volunteer time (for measurement and benchmarking purposes)
• Push this information to employees through multiple channels, such as e-mail, mail, newsletters, live events, etc. so they’re not always forced to seek it out.
• Look for hands-on volunteer projects that business leaders can direct or team projects that managers can rally their employees around.
• Survey employees to determine what issues they would like to see your company support, while also considering initiatives that match company goals, align with your brand, can be communicated easily, and can be executed.

Not sure where to start? The following sites can help you find the best charities and resources for your company goals:

• American Institute of Philanthropy’s top-rated charities: http://www.charitywatch.org/toprated.html
• Better Business Bureau’s charity section: http://www.bbb.org/charity or http://www.give.org
• Charity Navigator: http://www.charitynavigator.org/
• VolunteerMatch.org http://www.volunteermatch.org/about/
• Taproot Foundation http://www.taprootfoundation.org/

If your employees are moping around the water cooler, sleeping at lunch, or sobbing during meetings, it’s likely not a good sign.  You need to get your employees excited about coming into work again — like, now. It’s important to remember that just because employees are on your payroll doesn’t automatically mean they love their jobs or wish to stay with you for the long-term. As an employer, your responsibility for their well-being is just as important as it was six months or a year ago – if not more important.

But when things are so bad, how can you make work fun again? You may be surprised to find that a lot of little things can add up quickly to thaw out your employees’ frozen hearts.

Wellness programs are often a great morale-booster, as an article on The-Daily-Record.com cites. The author also mentions a recent wellness seminar by Dr. Dan Powell, who says that wellness programs may range from no-cost “Biggest Loser” competitions to calling in wellness specialists to work with employees to achieve their goals.

Going green can make your employees happier? Ingram Book Company says they have taken many steps to save energy and reduce waste — and it’s not only saving them money, but has led to higher morale and greater productivity, according to Wes Melo, operations vice president.

We’ve talked in the past about eight ways to proactively improve morale, and those tips still stand. In addition, our 15 fun things that other companies are doing is a great starting point. But sometimes, lack of employee morale may be due to more than just the winter blahs.

An article on EHS Today’ s site, “Five Strategies for Dealing with Workplace Depression,” talks about creating good working conditions by using ecotherapy techniques such as adding live plants and full-spectrum light bulbs, encouraging personalized workspaces, and providing both an outlet to the “outside” world and availability to healthy food. Beyond this, it is important to address workplace depression if you suspect it may be an issue.

What else can you do?

• Initiate mentor programs and volunteering activities. Encouraging your employees to help each other — and reach out to the community to help those in need — is one of the best things you can do.

• Bring someone in for a cooking class — or better yet, find out which of your employees is harboring a secret desire to be on “Top Chef” and enlist them to teach a class in-house.

• Plan a Movie Week and have employees vote for which movies they most want to see. Host the top five choices at lunch each day for a week (or spread it out over a number of weeks), B.Y.O.S.-style (Bring Your Own Snacks).

• Snow Candy party — it’s not just for kids anymore!  Or, really, a party of any kind will do.

TheHiringSite also asked our Twitter friends what their companies have done lately to improve employee morale and help them beat those winter blahs.

BUSYME We held a coworker appreciation day. Handed out 50 Thank You notes per department. Recip could turn in for $10 gift card. Employees LOVED it! We posted the cards on a bulletin board, so everybody could read them. It was awesome! Company spent $500 on gift cards and considered it a successful program.

ExpressPros Ask for employee input on budget cuts. We all know they’re coming, so let staff help decide where to trim! Communication is a key morale booster. People want to be in the loop!

lankybob My company threw a party at the office with indoor bags, beverages, and catering. I was a great meet & greet since half of our people are never in the office. So it was good for the union technicians to meet the engineers.  Oh, and one of the guys brought over the Wii, so we were playing in the conference room.

Has your company done something cool recently? Let us know on Twitter or in the comments here.

My friend Chris, for example, is in D.C. for the inauguration activities (yes, I am jealous) and is spending his time today at RFK stadium for a day of service. Barack Obama, who will be sworn in as the nation’s 44th president at noon tomorrow, did his part by visiting Walter Reed Army Medical Center this morning to meet with wounded troops, then going to the sole D.C. homeless shelter for teens, Sasha Bruce House, to help with the facility’s renovation efforts.

“As we honor that legacy, it’s not a day just to pause and reflect – it’s a day to act,” Obama said. “I ask the American people to turn today’s efforts into an ongoing commitment to enriching the lives of others in their communities, their cities, and their country.”

As part of a business community, how do you become more involved in philanthropy – not just today – but in your everyday activities? I previously talked about what corporate philanthropy is and what it means to your business. Today, we’re seeing companies struggling and people losing their homes. Some are looking back, wondering how we got into this mess. But right now, it’s important than ever to look ahead, to move forward, and to help pick each other back up.

Before committing your business to a charitable cause, however, here are 10 things you may want to consider.

In addition:

• Research causes and issues which are important to you and to your employees before committing to one in particular.
• Once you do find a cause that you would like to become involved in, it is important to set clear goals, be proactive in your efforts, and keep lines of communication open both with your employees and the nonprofit you are involved with.
• Take steps to ensure that you are entering a partnership with the group or foundation of your choice. Philanthropy should not be one-sided, but beneficial for both parties.

There are a multitude of service sites out there, and adding to the list is Obama’s USA Service. You can now create events in your area or sign up for existing volunteer efforts here.

As Dr. King once said, “Life’s most persistent and urgent question is: What are you doing for others?”

What are you and your business doing to help others — today, and moving forward?

With just a few minutes of research, I discovered that there are literally hundreds of thousands of open jobs in cities all over the U.S. There are even thousands of open jobs in some of the cities where you’d expect it to be impossible to find a job. Seriously, there are more jobs open than most of us can fathom. The challenge is connecting the available workers with the open jobs. To do that, job opening information needs to be where the job seekers are looking.

For those of us involved in hiring, this is not a time to fear. So often our news agencies and even our stock market are quick to overreact to the smallest news with predictions of gloom and doom. As hiring managers and professionals in the workplace, we need to take advantage of the situation by filling our job openings with top-performing employees. Doing so will help our companies grow and become more profitable.

Now, let’s take a minute to think about how hiring impacts the economy. Each time we fill an open job, we send a regular paycheck back into our economy; an action that results in spending. With hundreds of thousands of jobs open, that means that there are hundreds of thousands of paychecks waiting to be had. At CareerBuilder, we often talk about philanthropy and business. I’m not sure if this is philanthropy, business, or Economics 101. But, the best way for us to spur on economic recovery and growth is to fill these open jobs.

Obviously, I’m going to think that the best way to advertise an open job is on CareerBuilder.com – but that’s not the point of this note. You can do your own research and use the method that you think will work best to fill your open jobs. Regardless of how you choose to advertise your job openings, take some time today to tell job seekers that you want to hire.

We can grow our economy one job at a time

What are options does a manager have at his/her disposal in a time like this? Here are some of the things that I’m doing or considering for this week. Please post your comments and ideas below.

1. Reorganize the week’s work. This morning I spent 30 minutes with my team reorganizing our work for the week. There are some tasks that we do in an normal week that require us to be on-site and face-to-face; but there are other tasks that could easily be done from home with a computer. Our task reorganization grouped everything that doesn’t require us to be on-site into two or three days when we will work from home. Things that require us to be in the office are also grouped together for today (while we’re on-site) and the day(s) later in the week when we are on-site. Obviously, this wouldn’t work for everyone, as some jobs require everyone to be on-site every day.
2. What about carpooling? Although none of us are neighbors, there are many of us who drive the same route to the office for much of the commute. We probably should have done this long ago for other reasons, but why not carpool for the part of the commute that we share?
3. Meetings, meetings, meetings. Whether they are work or personal meetings, it’s time to take a look at this week’s meeting schedule. Is there a way to reorganize the meeting schedule to reduce travel and fuel consumption? Are there some meetings that could be done over the phone rather than traveling for an on-site meeting?
4. What? A Bicycle? About half of my commute to the office is not safe enough to ride a bicycle to the office. But, there are bicycle lanes for the second half of the trip. It wouldn’t be that hard to put my bike in the back seat, or on a bike rack while I drive the area where it’s safe to ride. Maybe it’s time to pump up my bike tires, strap on the helmet and burn a few calories on the ride to work. Maybe some of my co-workers would meet at a common spot and ride with me. I have a feeling this is even a better idea than carpooling.

Remember to post your ideas below.

Also, If you’re the type of person who would enjoy engaging in a dialogue about gas prices and how it would be better if gas prices were $7.99 instead of $3.99, visit this post in our forums. Should gas prices be $7.99 instead of $3.99?

In that political vein, with the earth-shattering intriguing political convention season behind us, and candidates racing towards what’s guaranteed to be a highly-dramatic November 4th Election Day, several things are certain:

• Babies will be kissed
• Mud will be slung
• We’ll hear “I’m [insert candidate’s name here], and I approved this message” ads ad nauseum
• TV viewers will be subjected to a plethora of commercials spoofing the “I’m [insert company’s name here], and I approved this message” line, but they won’t actually be very funny
• Tim Russert will be missed. Obama Girl, Giuliani Girl, and all the other annoying copycats will not
• Heated debates always make for great TV…

• Many, many constituents will be asked by candidates what topics need to be addressed, but despite those inquiries (pardon the cynicism here) there’s no guarantee candidates will actually respond with action

However, regarding that last piece, I’m going on record to say change is here. And by here, I don’t mean new legislative policies involving the economy, alternative energy sources, or the war in Iraq, because this is thehiringsite.careerbuilder.com, not thepoliticalaspiringsite.careerbuilder.com.

I want to hear the voice of the people and respond.

So regarding this site and you, its loyal citizens—what ails you? What topics and challenges related to your responsibilities do you want to discuss? We want to reflect Bill Clinton’s notion of “feeling your pain” and then help find solutions.

I’m excited to join the extremely talented team of contributors here. Together, the one promise we guarantee intend to keep, is that this blog of hiring professionals, by hiring professionals, for hiring professionals, shall not perish from cyberspace, and as it continues to grow, will always aim to be an invaluable tool for you.

We’ve explored a diverse range of topics so far and have enjoyed interacting with your feedback. So while it goes against the vibe of JFK, we’re asking not what can you do for this blog, but what else can this blog do for you?

I’m Matt Wilson, and I (and my supervisors) approved this message.

Nope… still not funny.

Although there are many ways that companies can promote stronger work/life balance, philanthropy is perhaps one of the most team-oriented - and most important. With this said, selecting the right charitable organization to fit with the culture of your company is often difficult. I’ve compiled a list of 10 items that I hope will help you ask the right questions before you make a charitable commitment.

#1: Lack of passion makes for a very dull employee, indeed.
Take the time to find a cause that your company is passionate about – or don’t bother. That may seem like a bold statement, but you’re wasting everyone’s time if you are just going through the motions – or worse, “doing good” just to improve your bottom line. Others outside your company will see through it, and more importantly, people inside your company will too.

It is vital that your company becomes involved in a cause after reaching out for feedback from your employees to find out what they are excited and passionate about. Find a cause in line with your company culture and values. Because if chosen this way, it’s more likely that everyone will have the opportunity – and most will have the desire - to become involved. And that’s great news for team and relationship-building.

#2: On your lunch break…do some homework?
Well, yes – but eat your sandwich first. Once you find a few organizations you are interested in, do a bit of research to check that they are legitimate, honest, and a good fit for your company. Charities have an obligation to provide relevant information to donors or potential donors, and you have every right to ask for a copy of their latest annual report, as well as other literature detailing their background and history.

If a charity refuses to provide any of this information to you, it should be a red flag. Charities that are honest about their intentions should be willing – and even eager – to provide helpful information and answer your questions and concerns. They should have questions for you, too. After all, it will only benefit them to become involved with a legitimate business that is aware, involved, and in it for the long haul.

A couple of resources to help you with your homework:
www.charitynavigator.org (Independent charity evaluator)
www.give.org – (Better Business Bureau’s Charities and Donors section)

#3: Get out of your comfort zone…and into the danger zone.
Do friends clamor to be invited to your dinner parties because of your flair for cooking? Are you MVP on your summer league softball team? The envy of your co-workers at the company karaoke party? Put those skills to use by applying them to your company’s philanthropic experience.

You might be surprised how willing others are to pitch in for your company’s cause, and how much your decision to involve the team will improve company morale. Get to know (if you don’t already) what your employees’ strengths and extracurricular interests are, and figure out ways to best incorporate them. You might be surprised how willing others are to pitch in for your company’s cause, and how much your decision to involve the team will improve company morale.

#4: Goals, goals, goals.
What do you see your company accomplishing with your philanthropic partner in the next month? The next year? Create a set of attainable yet visionary goals and define a strategy for achieving those goals.

It is important to thoroughly consider where your efforts are going – and what the short and long-term impacts will be on the results of those efforts.

#5: Don’t be afraid to ask questions.
Deciding what to do may seem a bit overwhelming – but a few key questions can go a long way in helping you determine whether a particular cause is right for your company. Inquire about how many people the organization helps annually, their major program accomplishments in the past year, the factors they look for when partnering with a business such as yours, and their short and long-term vision and goals.

Ask questions and specifics. This isn’t just a decision of whether to choose pasta or fish for dinner, so don’t treat it like one.

#6: Realize that volunteering is a bit like dating.
Don’t be afraid of commitment – but don’t over-commit, either. Start out slowly. Philanthropy should be an ever-changing partnership; a give-and-take. Don’t exhaust yourself, shortchange your family or other commitments, or make promises you can’t keep. At what level is your company interested in becoming involved? Local, national – even international? Find the best, most comfortable fit for you and your employees.

And there’s no need to be a serial dater, so don’t spread yourself too thin. Businesses that focus their giving tend to make a long-term impact, but this doesn’t often happen when a business is involved with too many causes and not focusing their giving efforts. Find one or two charities that your company would like to become involved with – and give wholeheartedly. For better or worse, richer or… you get the idea.

Quick Tip: If you need to take the heat down a notch, consider virtual volunteering.

#7: Don’t give in to charity pressure.
Signing on with a philanthropy is kind of like a job offer, too. Give yourself time – you should never be pressured into giving money or volunteering on the spot, even if you are enticed with gifts or persuasive words. Charities often give small gifts in order to increase the likelihood of donations, but it is illegal for them to force you to give money for unordered merchandise. If you’re not interested in their offer, Just. Say. No.

#8: What have you done with my money?
Find out where your donations are really going (check out a site like www.charitywatch.org for more information). How much is going to program services, and how much to administration and fundraising expenses?

A general rule of thumb is that at least 60 percent of your donation should be going to program services, and 40 percent or less to administrative and fundraising expenses. Research this if you can, but take it with a grain of salt – a general rule of thumb is that at least 60 percent of your donation should be going to program services, and 40 percent or less to administrative and fundraising expenses. Keep in mind, though – smaller, newer charities likely have to spend more in the administrative and fundraising arenas until they really get up and running and establish themselves.

#9: Don’t be so hard on yourself.
Continuously measure progress, and learn from your successes, challenges, and failures along the way. There will likely be setbacks or situations that come up unexpectedly, and your original vision may pan out quite differently in real-life scenarios. But like anything else, you will learn from your mistakes and poor decisions.

You should take stock on a regular basis, figure out how and what to change in your strategy, and keep moving forward. Communication, both with the philanthropy you are partnered with and with your employees, is vital.

#10: Go get ‘em…
Volunteering can make strategic sense and support your business objectives, values, and goals. More significantly, though, it can bring the people at your company together in working toward a common goal – a goal to reach out to help those who can’t easily help themselves. And once the sales figures fade and the dust settles on your annual report, that’s something your company can really be proud of.

But it is true that for a lot of us, “philanthropy” is a new and unnavigated concept. Throw workplace involvement into the equation – i.e. “corporate philanthropy” - and it gets even more complicated.  While many companies are reaching out to do their part to make the world a better, cleaner, safer, and more educated place, there is still much to be done. Add to that the stockpile of other challenges that employers face right now, and philanthropy may seem a distant and confusing goal.

What is philanthropy, exactly - and what does it mean to your business in the first place?

The Domino Effect

I recently listened to the CEO of an innovative and growing company share his thoughts on giving to charity. He said that he had once offered a friend in need some money, and that friend responded by telling him that she didn’t want to be given “charity.” He responded by telling his friend that it wasn’t charity – it was simply a loan. A loan that would be paid back not to him, but to someone else in need. He was confident that the money would be repaid in twofold, as those given “charity” would continue to give to others and cause a chain reaction of spreading the wealth throughout the community.

This principle applies to the business world as well. By using company resources for philanthropic efforts and giving back to the community that supports you, you are essentially creating a domino effect of wealth in the world around you. As a company engaged in philanthropic efforts, you have the ability to combine forces and give back as a group. The potential impact of this is quite significant.

According to Network for Good, a website which allows users to make donations in one online location, approximately 109 million American adults, or 56 percent, volunteer annually. They average 3.5 hours per week – totaling 20 billion hours of volunteerism on an annual basis. That’s pretty impressive on paper – but there are still many people who are not volunteering their time, money, or brainpower to a cause today.

Philanthropy, Defined

Philanthropy, by dictionary definition, essentially means goodwill toward others, often shown through efforts concerned with human advancement or welfare. In practice, however, it can mean many different things to many different people. The beauty of philanthropy is that it is not strictly defined or aggressively limited to one or two types of causes. There is a fit for every individual or group of people interested in taking part in a philanthropic effort.

Many companies are taking a holistic approach to philanthropy and threading philanthropic efforts through as many aspects of their company’s operations as possible. This may cover anything from energy efficiency, waste reduction in manufacturing processes, getting groups together to build houses in the community, mentoring for a tutoring program, or donating money from sales profits to a cause that the company genuinely believes in.

Keeping up with the Joneses’

With the “greening” of corporations now a hot trend and with so many companies now advertising their philanthropic creeds and initiatives, it may seem difficult to sort out who is just throwing around a bunch of glossy, slick PR moves – and who is actually getting their hands dirty and working to make a difference in society.

With that said, it’s important not to get caught up in the motivation of other companies, but instead to focus on finding a philanthropic cause that you are passionate about and that is in line with your company values and culture. The discussions surrounding corporate philanthropy are not so much about a company’s bottom line anymore, but more about the fact that developing this type of culture is important because it is the right thing to do for society.

There are a myriad of philanthropic opportunities to choose from – and at every level of involvement. This is your chance to lead a company-wide genuine effort to give back to the community, and how you choose to do that is up to you.

My suggestion? Start shopping around.