Today's topic would be: Staff Engagement Program as Low Cost Integrated CSR Approaches

The world today is not as good as perhaps a decade ago..now we seen more sad news in media through out all over the world whereas the economy is taking a significant fall and the social conflict is significantly increase in few part of this world.

While most activist are blaming certain industry, most of them are struggling their best to survive their own operational under a very very minimum and survival mode on.

Start in America and Europe and now start to happening in Asia, as well as Indonesia and also few others country in the South East Asia, most suffered industry are mining, then follow by commodity like palm oil, even the retail and property are now suffered a huge challenges.

In other hand, company are still being request and ought to comply no matter what, not only that certain standard related to Sustainability such as the human rights and environment are upgrading. This condition has pushed the industry to the corner and surely the employee stressed out because insecurity is now increasing and staff 's head who in charge to assuring sustainability compliance are about to exploded due to the stress and pressure they are now suffered.

In this condition, we recommend that those company to try using this simple approach, which we call "Staff Engagement Program (SEP)" as the alternative solution that also low cost based program.

SEP is not only flexible but also has high potential to sustain, rather than other program because all the resources require to run the program are available within your organization, your own staff/employee, you yourself even.

Another advantage is also to improve the bonding between your organization member with your targeted stakeholder. Because your member engagement level will increased, communication and profile gap will reduce and hopefully if you do it right the what so call "mutual relationship" can be truly achieved by your organization and you and your stakeholder will growth together.

SEP is about doing an internal analysis of what you had within your organization, what types of resources, how many, how far is the quality and how suitable all that with what your stakeholder needs. SEP is about matching up your internal resources with your stakeholder needs.

Additional to this SEP approach is that your member, your staff/employee will have true relationship with your stakeholder, understand better the stakeholder perspective and what is the true image of your organization. As we are actually dealing with human, not goods, then a direct human relation will make a stronger bonding that reduce prejudice and negative perspective.

If you are interesting to learn more on this idea, you may contact me to through my email.

Social is about Engagement..let's Engage..

Stakeholder Satisfaction Survey

Today's topic would be: Stakeholder Satisfaction Survey

More and more companies are now implementing CSR program, or CSV, but not much understand how to measure your stakeholder satisfaction, measuring your CSR program performance, in form of an index or score that is easier to understand rather than a long narrative write up about qualitative review of each program performance.

As many service industry use Importance Performance Analysis (IPA), any other company can also use the same analysis to measure their social responsibility program. The four quadrant resulted from the analysis will help management review the program implementation whether is match the stakeholder expectation, over doing or not match at all.

Untuk teman-teman yang ada di Indonesia, dan tertarik lebih jauh untuk mengetahui survey kepuasan masyarakat atau stakeholder bisa langsung menghubungi saya di missluki@live.com atau wardhani.lukita@gmail.com. 

This year, we are trying to expand our experience not only for sharing our insight but also to assist those who are in need of social survey, assessment, analysis, or even developing CSR program plan.

We are welcoming anyone who is interested to utilize our assistance related to Indonesian Sustainability context.

cheers.. and happy holiday..

Measuring your Stakeholder Satisfaction Index

Today's topic would be: How to Measuring your Stakeholder Satisfaction Index

Before we talked about how to measure the stakeholder satisfaction to our CSR Program, I would like to raise an issue that sometime most company forgot about. A corporate who implemented CSR programs sometime forgot that they actually need someone to manage two role and function of that CSR. One is the program executor, or most common called by Community Development Officer and the other one is the program controller, this is the one that sometime been forgot by most company. The role of the CSR program controller is can be as limited as just to control the program implementation, ensuring that the program is match to their target performance, budget and schedule. But can also as wide as from strategic planning, budgeting to monitoring and evaluation of the CSR program.

That way, your CSR would have a balance function, a role who is executing the program and a role of strategically control the program. This way, it is easier for the corporate to measure their own CSR performance, to analyze their works, their CSR programs and their branding position in public view or in their stakeholder perspective.

Ending up with no one evaluate the performance, this would led to uncertainty that we achieved our objective or not, we just implemented but no one seems to evaluate the impact or the perspective of our stakeholder regarding our works.

So, question is how to measure your stakeholder satisfaction?
First of course, you need to understand who are listed in your stakeholder list. What is the main group of your key stakeholder..is it the customer? the employee? the vendor? the principal? the share holder? the owner? or the government? (please refer to stakeholder mapping)

If you have identified your stakeholder then you can set a regular period of time to do a performance survey against all your CSR program and your brand image to those targeted stakeholder group.

It can be a simple survey of series of questions to explore your stakeholder opinion regarding the brand, the programs on various of element such as Satisfaction rate, Importance rate, Beneficial rate, Sustainability, etc..

To score can be limited as 1 to 4 or 1 to 5, the important is to analyze with the tools match to your company need. If you need to identify the satisfaction rate only of each your program implementation, the common one is to use Importance Performance Analysis (IPA) where the result can be shows in a cartesius diagram such as below

From the IPA you can identified which program is already in good work or match the satisfaction of your stakeholder, which one require an improvement because its overkill (high performance but low importance) or "concentrate here" quadrant (highly importance but least performance).

Various people has also tried to propose a tool to measure the total performance based on stakeholder perspective, such as an analysis of Business Process performance against four group of stakeholder; Customer, Employee, Owner and Supplier as below

as it is written in http://www.bptrends.com/publicationfiles/04-06-WP-StakeholderAnalysis-Curtice.pdf

Some even create their own performance analysis, so how about yours?

How do you measure the performance of your stakeholder perspective against your company performance?

Engaging your staff to your Social Responsibility Programs

Today's topic would be:

Engaging your staff to your Social Responsibility Programs

In theory of Stakeholder mapping, your internal staff is consider as one of your key stakeholder as well. Fortunately they could also be your main human resource to support your Social Responsibility program.


How?

1. Your HRD shall already have a complete competency and skill mapping and database from all staff at all grade and group category
2. You need to already have a clear core program and framework of your CSR would be like
3. Then you could do a cross reference analyze using those two document I mention in no 1 & 2, and identify similarity of skill or competency. By doing this exercise your company might cut off external expertise fee budget which you need to implement a training for your community stakeholder. That sometime the cost is higher than the total project of development afterward.
4. This exercise can be also added to your staff performance evaluation indicator under "a social voluntary contribution" which of course endorse and acknowledge by management as performance to contribute to company commitment in CSR or Community Development
5. This exercise can also be one of solution to your bored staff to release some of their work stress under routine schedule, and felt personal satisfaction by helping other who is needed. Some people mostly felt great relieve when they learned that they are meant something, that they are still worthy and can be valuable to their community.
6. This initiative can also create a total different image of your company from a closed and rather ignorant to an open, sincere and caring company.
7. If you could ask your top management to event do a sharing workshop on how they end up as top management to those "new starter entrepreneur of community" then it might do your relationship with your stakeholder higher, or even be a guest lecture to a local university who might have any role model to invite and inspire their students with.

These whole exercise are meant to ensure your stakeholder that your company is truly committed not only on paper, and therefore all workforce at all level is encourage to engage to all programs.

Just a thoughts.. I know some company has done it, but many who still unsure to doing it..

Please share your experience too..

Stakeholder Management

Today's topic would be:
Stakeholder Management

For those who write their report using GRI index, then they know that one if the indicator require to disclose is how their company manage their stakeholder, under terms of stakeholder engagement.

The company being asked on how they identify their stakeholder, how they map it, analyze it and prioritize it..their approach and tools of analysis will help readers to understand company view, priority and also interest.

How the company design their engagement plan, explain how company thinks, committed and position them selves among their stakeholder. Do they consider is equal, higher, or others..

Some says.."keep your enemy closer then your friends".. why?? this term is logicaly correct.. why?

Because my experiences thought me that, I understand my friends because I know them very well. I know what they like, what they not like, their dreams, their hobbies, their interest in life..and above all that I know how my friends would act or react..simply because I know them.

So imagine if, we could understand our enemy, if we understand who they are, where they get their funds (tell us how they actually do their business, what their agenda, under what flag or brand, etc).. imagine if we know their strength and their weakness..

If we understand those, then we could analyze their response to our action or to our business decission..business moves..

If we could do that, then we could assess our risk and plan our response to their estimated-future-plan-action, and we also could identify an entry point to communicate or to engage

Therefore profiling is essential, we could also assess with behaviour analysis, remember our stakeholder although is an institution, a group or another company but they are actually a representative of people. Analyze your SH skill then you understand their strength.. understand their personal life, then you might find their weakness.

Above all that, stakeholder management is how a company as member of community treat and interact with their neighbour, friends, etc..

Within we could learn company's true identity and point of view, were they gready, nose up, down to earth, easy going, reliable, sincere, etc...

the whole mapping, analysis and engagement plan is not only good for a company to follow, but also good for we as ordinary people.. this is how you develop a strategy to interact with others surrounds you, with one who affected by you up to the one that you could do effect to..

Stakeholder Engagement

Today's topic would be:

Stakeholder Mapping, analysis and planning

What is stakeholder? Who are they? what do we going to do with them, how do we engage them? Do we need to? why?

All these question are main question that we all asking when we need to develop strategy for our stakeholder engagement strategy which very useful tool to use as basic information developing our Sustainability strategy for let say five years ahead.. or even ten years forward.

I think, it was very smart thinking, that Indonesian Center for Sustainable Development or known as ICSD create three days training regarding an Effective Stakeholder Engagement for Sustainable Development, as tools to develop CSR strategy towards sustainable operation.

And lesson learn approach that the speaker and trainer used, provides a wide range of divers experiences from coal mining company, oil and gas company to plantation based company.

Not many company actually understand that approaches and stages.. although most big company has done it, by their consultant.. only few who hired their staff with this kind of knowledge., fortunately our company did.
Actually there are many template which could be use and easily found in google, such as below:
matrix of stakeholder identification

which then need to be analyze and map it as below;

The one thing that summarize the stages of stakeholder mapping are: Identify your SH, analyze them, plan type of approach you will use to deal with them, then Engage.. with the strategy design earlier as your mapping guide you to.

During your identification, you will also need to identify level or ring of your SH, from one who is directly affected to one who influence your operation in international level..

The more accurate and complete information you have about your SH, then more guideline you have to develop your strategy based on your SH profile.

Always maintain all your SH, don't create a room for their jealousy among them which led into discrimination accusation.

for more complete template you may find it at below link

www.stakeholdermap.com 

www.stakeholdermapping.com

Teman-teman CSR

Untuk memudahkan pekerjaan kita dalam merencanakan program dan metode pendekatan yang akan kita laksanakan untuk setiap SH kita, maka sebaiknya kita melakukan stakeholder identification terlebih dahulu, membuat pemetaannya, menganalisa hingga kemudian merencanakan apa yang akan kita lakukan.
Sementara khusus untuk SH masyarakat, kita membutuhkan baseline information yang kemudian akan kita analisa potensi dan needs nya digabungkan dengan SH mapping kita untuk menentukan prioritas SH kita.

Yang perlu kita hindari adalah memberikan sesuatu yang tidak mereka perlukan, dan hindari pemberian atau perencanaan program yang tidak memandirikan masyarakat dampingan kita. Selalu pikirkan exit plan untuk setiap bantuan kita.

Ingat apa yang dilakukan oleh setiap individu dalam sebuah organisasi akan berdampak pada organisasi tersebut dengan besaran yang mungkin tidak sama.. namun semua nya dan setiapnya berdampak..
maka analisa semua dampak tersebut untuk menghindari kemungkinan buruk dikemudian hari.

sebuah contoh kurangnya analisa dampak adalah kasus kecelakaan kereta api beberapa waktu lalu, saat kereta Agro menabrak kereta ekonomi senja utama.. PT KAI selaku induk perusahaan kedua kereta tersebut seharusnya melakukan analisa menyeluruh sebelum memberikan pernyataan pada media.
Kenyataan bahwa masinis kereta mengantuk perlu ditelusuri guna mencegah secara permanen kelalaian seperti ini terjadi dimasa datang. Mengapa masinis sampai mengantuk? Apa karena terlalu banyak lembur? apa dia kurang cukup istirahat, jika ya .. mengapa? apakah cuti masinis ini tidak cukup, atau tidak ada cuti, atau apa? mana saja yang menjadi pemicu kesalahan individu dan mana yang dipicu oleh kebijakan perusahaan?.. apakah ada tindakan perusahaan dalam mencegah kejadian ini terjadi, adakah semacam screening prosedur untuk menghindari masinis yang mengantuk beroperasi? Di Indonesia, rasanya sangat lebih mudah untuk melimpahkan kesalahan pada human error, tapi reason atau pemicu dari error itu tidak pernah dicari atau dicari tapi tidak diakui bahwa ternyata ke-error-an yang terjadi dipicu dan dimulai oleh kebijakan perusahaan atau institusi lainnya yang kurang bijak.. jadi grass root problem nya tidak selesai.. sehingga tinggal menunggu rumput liar lain yang tumbuh menjadi terlalu liar hingga akhirnya merusak tatanan taman yang indah..

personal opinion, October 2010