tag:blogger.com,1999:blog-472885564798099967.post573185348124619185..comments2019-11-04T16:35:23.011+02:00Comments on CSR for HR: Well, Well, Well... It pays off!elainehttp://www.blogger.com/profile/07433863039389159395noreply@blogger.comBlogger2125tag:blogger.com,1999:blog-472885564798099967.post-25319100854314883192011-01-18T08:53:05.882+02:002011-01-18T08:53:05.882+02:00Thanks Alethea for reading and for your insights. ...Thanks Alethea for reading and for your insights. Spot on! I couldn't agree more about senior manager engagement. <br />thanks, elaineelainehttps://www.blogger.com/profile/07433863039389159395noreply@blogger.comtag:blogger.com,1999:blog-472885564798099967.post-3585786686069382552011-01-17T18:19:49.764+02:002011-01-17T18:19:49.764+02:00I spent four years with the American Heart Associa...I spent four years with the American Heart Association as a consultant to our corporate partners via the cause campaign Start! (www.startwalkingnow.org) in New York City and Detroit. There is a wide range of engagement in both basic and innovative employee wellness programs out there. Some corporations had tied senior management pay to employee wellness program engagement over five years ago. Others had increased the price of the junk food in their cafeterias and decreased the prices on healthier choices. The difference between whether a company was truly making an impact on both their bottom line and their employee's health was primary driven by senior management buy-in and engagement. Where the CEO joined the lunchtime walking program, so too did the employees. These CEOs would get as much business benefit from this as health, having the opportunity to hear from employees who otherwise would never have direct contact with him. I was definitely seeing HR struggle to prove value though, despite copious stats that the American Heart Association and other sources could provide proving aggregate bottom line benefits, as companies want their own data, and they want immediate results. While some aspects of these programs are measurable, others are not. Gathering corporation-specific evidence of success is further complicated for small firms by employee privacy issues. It's not easy for HR to commit to this path, but it is absolutely the right thing to do for a sustainable business.Anonymoushttps://www.blogger.com/profile/05315629648923637384noreply@blogger.com