[
    {
        "role": "user",
        "content": "are%20there%20examples%20of%20where%20different%20industries%20have%20used%20similar%20methods%20to%20Googles%2020%25%20self-directive%20time%20with%20positive%20results%3F%20I%20am%20particularly%20interested%20in%20where%20this%20has%20been%20applied%20in%20a%20community%20engagement%20or%20related%20work%20environment"
    },
    {
        "role": "assistant",
        "content": "Here are several examples and insights showing how industries beyond big tech have implemented policies or practices similar to Google\u2019s 20% time\u2014giving employees time to explore their own projects\u2014and how these have been adapted in community engagement or related work environments. Some align closely with self-directive time, others more with structured \u201cvolunteer/impact time,\u201d but all have produced positive outcomes.  \n\n---\n\n## 1. Adaptations of \u201cInnovation Time\u201d In Non-Tech Settings\n\n### \u2022 TargetProcess \u2014 \u201cOrange Time\u201d  \n- A software company that took a similar route to Google: in 2013 they introduced \u201cOrange Fridays\u201d\u20144 hours on Friday afternoons\u2014for staff to pursue any project that interested them. After positive feedback, they shifted to \u201cOrange Time,\u201d allowing ~20% of working time for learning, innovation, or entrepreneurship.([ere.net](https://www.ere.net/articles/this-small-company-is-making-20-time-work?utm_source=openai))  \n- Outcomes: Boost in creativity, better employee morale, more innovative product work, as well as better recruitment/retention.([ere.net](https://www.ere.net/articles/this-small-company-is-making-20-time-work?utm_source=openai))  \n\n### \u2022 Myplanet \u2014 \u201cAwesome Time\u201d  \n- A digital agency giving all employees ~5% of their time annually (less than Google\u2019s 20%) for side projects, including those that benefit registered charities or adopt new skills.([builtinboston.com](https://www.builtinboston.com/articles/20-percent-time?utm_source=openai))  \n- This helped generate projects that improved internal tools, enhanced client work, and led to staff feeling more engaged and opportunity-rich.([builtinboston.com](https://www.builtinboston.com/articles/20-percent-time?utm_source=openai))  \n\n### \u2022 3M \u2014 \u201c15% Rule\u201d  \n- Earlier than Google, 3M invented a policy allowing engineers to spend 15% of working time on self-directed projects. One of the most famous outputs: Post-it Notes.([fastcompany.com](https://www.fastcompany.com/90595295/why-a-free-afternoon-each-week-can-boost-employees-sense-of-autonomy?utm_source=openai))  \n\n---\n\n## 2. Employee Volunteer / Community Service Time\n\nThese programs are less about innovation per se, but more about allowing employees time during the workday to give back to their communities. They often tie into corporate responsibility goals, but also help build morale and a sense of purpose.\n\n### \u2022 Arm \u2014 \u201cOne Million Minutes\u201d  \n- Every employee gets a paid half-day each month to volunteer. In nine months, more than 3,300 employees logged one million minutes of service globally, often aligned with team events and onboarding.([careers.arm.com](https://careers.arm.com/one-million-minutes-volunteering-in-action?utm_source=openai))  \n- The program emphasizes impact both in the community and inside the company, helping people apply their job skills in new ways too.([careers.arm.com](https://careers.arm.com/one-million-minutes-volunteering-in-action?utm_source=openai))  \n\n### \u2022 Autodesk \u2014 Volunteer Time + Impact Cards  \n- If working 30+ hours/week, employees get up to 48 hours/year of paid time off for volunteering; fewer hours prorated for part-time. For every 10 hours volunteered, they also get a \u201cCause Card\u201d they can donate on behalf of their nonprofit of choice.([benefits.autodesk.com](https://benefits.autodesk.com/everyday-living/employee-impact?utm_source=openai))  \n\n### \u2022 Gilbane Building Company  \n- Created a Volunteer Time Off (VTO) benefit: 4 paid hours/year for regular-paid community volunteer work during work hours. Started in 2022.([wconline.com](https://www.wconline.com/articles/95381-gilbane-supports-employee-volunteerism-with-volunteer-time-off-program?utm_source=openai))  \n\n### \u2022 AMP and Dart\u00admouth University  \n- AMP offers 8 hours/year paid to employees making eligible community service contributions. Process formalized with policy and guidelines.([ampcorporate.com](https://www.ampcorporate.com/amp-volunteer-paid-time-off-policy-guidelines-and-application/?utm_source=openai))  \n- Dartmouth staff can get 1 day paid time off per fiscal year to volunteer.([policies.dartmouth.edu](https://policies.dartmouth.edu/policy/volunteer-time?utm_source=openai))  \n\n---\n\n## 3. Key Takeaways: What Work & What Doesn\u2019t\n\nHere are what seem to be the critical similarity points, challenges, and outcomes when applying Google-style self-directive time or volunteer/community time in non-tech or community-oriented settings:\n\n| Aspect | Key similarities to \u201c20% time\u201d | Adjustments / Constraints | Positive Outcomes |\n|---|---|---|---|\n| **Time Amount** | Ranges from ~5% (Myplanet) to ~20% (TargetProcess), or fixed hours/days per year (Autodesk, AMP, Arm) | Often smaller slices\u2014e.g. half-days per month, 4\u20138 hours/year\u2014for easier adoption in non-tech settings | Greater feasibility; less disruption; sustained over time |\n| **Purpose** | Mix of innovation projects, learning, passion work, community or charity work | Some programs require projects to align with company goals, others allow full freedom | Employees feel more autonomy, often report higher job satisfaction |\n| **Governance** | Some are open/free (TargetProcess, Myplanet), others more structured (volunteer time with approval) | Requirements like supervisor consent, eligible nonprofits, reporting/recognition | Ensures accountability; helps track impact; limits conflict with core duties |\n| **Cultural Fit** | Programs work best when leadership endorses and models them; when part of company mission/value | Workload must allow such time; large organizations often struggle with sustaining high percentages | Stronger loyalty; better employer brand; innovation seen as collective responsibility |\n\n---\n\n## 4. Examples in Community Engagement\u2013Focused Organizations\n\nWhile most of the above examples come from corporations, here are cases more rooted in community-service or social sectors:\n\n- **Intradiem** incorporates community service into its culture by having teams do volunteer work together\u2014departmental, individual, and ERG-led. Employees are encouraged to choose causes meaningful to them, with time and resources allocated.([intradiem.com](https://intradiem.com/culture-of-service/?utm_source=openai))  \n- **Chaney Enterprises** grants 8 hours/year paid time off for employees to volunteer with any registered nonprofit during working hours. This is built into their benefits.([chaneycares.org](https://chaneycares.org/our-peoples-success/volunteer-time-off/?utm_source=openai))  \n\nThese are narrower and more structured than Google\u2019s innovation time\u2014but still align with the principle of allowing employees autonomy to take time for activity beyond narrow job duties, particularly work that connects with community.  \n\n---\n\n## 5. Do They Produce \u201cPositive Results\u201d?\n\nAcross these examples, what\u2019s clear is that yes\u2014many have had measurable or strongly felt positive effects. Findings include:\n\n- Increased **employee engagement**, satisfaction, and retention, due to autonomy, recognition, variety in work. (e.g. TargetProcess, Myplanet)([builtinboston.com](https://www.builtinboston.com/articles/20-percent-time?utm_source=openai))([ere.net](https://www.ere.net/articles/this-small-company-is-making-20-time-work?utm_source=openai))  \n- Cultural shifts toward innovation, experimentation, willingness to fail and sharing ideas.([builtinboston.com](https://www.builtinboston.com/articles/20-percent-time?utm_source=openai))([bradenkelley.com](https://bradenkelley.com/2021/08/innovative-ways-to-engage-employees-in-the-innovation-process/?utm_source=openai))  \n- Community impact: through volunteer hours, contributions of technical or professional skills, or supporting nonprofits and social causes. (Arm, Autodesk, Gilbane)([careers.arm.com](https://careers.arm.com/one-million-minutes-volunteering-in-action?utm_source=openai))([wconline.com](https://www.wconline.com/articles/95381-gilbane-supports-employee-volunteerism-with-volunteer-time-off-program?utm_source=openai))([benefits.autodesk.com](https://benefits.autodesk.com/everyday-living/employee-impact?utm_source=openai))  \n- Organizational learning: learning new tools, methods, or partnering outside the organization. Self-managed learning programs (e.g. in healthcare or corporate training) report improvements in leadership skills, innovation in products or services, and more effective teamwork.([stratdevint.com](https://stratdevint.com/results/?utm_source=openai))  \n\n---\n\nIf you're interested, I can also pull up specific case studies in *education sectors*, or *nonprofits working directly in community engagement* (e.g. community health, urban development), to see how this principle has been applied in organizations whose core mission is social/community rather than product or corporate innovation. Do you want that?"
    }
]