So far we've covered acknowledgment, reporting impact, and recognition. The fourth a final pillar from donor relations that can help transform human resources is engagement.
For donor relations professionals, the goal is to bring donors as close to the institution as possible so they A) feel good about their philanthropy and B) consider making additional future gifts. It is for this reason that donor relations professionals focus on three activities - information, access, and experiences. In donor relations these activities might look like:
Often these three types of activities can be combined. You might offer a special experience led by a organizational leader (access + experience). Or an "insiders" newsletter (access + information).
So what does this mean for transforming human resources?
If you're looking to further engage your employees (or future employees) with the organization consider how your human resources staff could facilitate some of the following:
Thank you to those of you who patiently waited since April for me to post this final installment of the human resources -to- talent management series.
How have you used information, access, and special experiences to keep and engage your company's talent?
How will you use the combination of acknowledgment, impact reporting, recognition, and engagement to transform human resources into a full-fledged, human-focused, talent management operation?