On this week’s podcast, I talk about the social responsibility of business. There is value in the work that many of us do, but we can do better by taking care of each other. It’s not about being the “perfect” employee or CEO, it’s about being the best you can be.
I was talking to one of the guests on this week’s podcast about creating a business that uses the resources that we have to create more and better things, not take care of people the way we did in the past. It’s kind of the theme of the week, and we’re all doing our best to follow it.
In the past, many companies have done this by giving the resources that they had to their employees. This can happen in a variety of ways, but one of the most effective is to create an employee rewards program. These types of programs work well because they focus on what the employees want to do and what they want to do for themselves.
The problem with this is that the employees are usually too busy to take care of themselves. They get fed up with the company and they go on strike or they start a new business of their own. While the company wins, employees lose. This isn’t good for the company. Employees don’t like being responsible for things they don’t care much about.
The good news is that there are plenty of companies out there that are working towards employee happiness. Not the one making their own money, but the ones that are investing money into employee wellbeing. The problem is that this is a lot harder than it sounds. If your company is doing well, everyone wants to work for you. Companies that invest in employee well-being, will have a lot more money to invest into employee happiness.
The problem is that a lot of companies are investing in employee wellbeing and then not caring as much about employee wellbeing afterwards, if at all. This is particularly prevalent with startups, which are starting out. They tend to be small, lean, and agile companies that are more focused on their own growth than on employee happiness.
The problem is that a lot of new companies (especially startups) are not focusing much on employee happiness. They tend to be too focused on the bottom line and not enough on employee happiness. This is not a problem in the early stages of a company, but it is a problem when a company is not growing like a startup would prefer.
I like the idea that a company should do what it would do anyway, if it weren’t for the fact that a lot of companies don’t do what they would do anyway. That may be true in the case of a startup, but in the case of a large company, they would just as likely not be doing what they would do anyway. But then again, they probably wouldn’t do what they would do anyway.
The problem lies in how to measure a company’s social responsibility. There is no single metric used to measure a company’s “social responsibility,” but there are a lot of them. Two common ones are the corporate social responsibility metric, and the financial one. The former requires the company to be transparent about its actions and results. The latter requires the company to pay its workers a living wage and be responsible for the company’s taxes.
The problem with the financial one is that the companies that follow this metric have a very difficult time paying their taxes. Even in the best of circumstances, a company has to make a certain amount of money to make the payments. Companies that don’t pay their workers enough to live on are called Ponzi schemes, and to be charitable, they are called welfare scroungers. These companies may be run by ex-politicians, CEOs, or Wall Street types.