The basis for an internal crowdfunding system is a useful framework provided by Voigt in combination with a process map developed by the scholar Gómez (Gómez et al., 2016). Gómez states that enterprise crowdfunding is, in comparison to private crowdfunding, more focused on the creation and development of the project proposal and its related activities. Enterprise crowdfunding provides for more transparency of the project proposals, helps to address the project and to integrate it into the process of the largest number of stakeholders in an organisation. Gómez further provides a process overview of how an enterprise crowdfunding model can be introduced into an organisation. According to his paper, common problems arising from the initial planning and its implementation can be solved through several feedback loops prior to the submission of funding. (Gómez et al., 2016)
Source: Gómez et al. 2016
The process map helps to provide an overall and generic view on how to run a campaign in an internal corporate crowdfunding system. However, the map does not provide information on what types of ideas could be launched or does it indicate how or what type of rewards supporters would receive. The value of this process map lies in its simplicity and the integration of multiple feedback loops. Therefore, it could be useful to organisations to plan an internal crowdfunding campaign and inform participants of this process, their role and expectations on them.
Now that internal corporate crowdfunding could be considered for organisations as a tool to utilize the wisdom of its employees, little has been highlighted on the benefit to the individuals or the crowd in such a system. Research has demonstrated the benefits of crowdfunding to organizations but not highlighted what benefits an internal corporate crowdfunding system has on the crowd and the potential development of a future workplace. New Work arrangements are found among organizations utilizing crowd work (a new form of outsourcing work) (Durward et al., 2016). However internal corporate crowdfunding or enterprise crowdfunding have not been considered as a form to enable New Work concepts while building on the benefits for employees as the crowd. A failure to see the opportunity internal corporate crowdfunding provides to an organization in terms of New Work and managing crowds in an organization could result in a limited adoption of New Work concepts and thus lead to a lack of attractiveness for talents in a job market. This lack of attractiveness of existing workplaces is highlighted in an article from BBC on what the new workforce is looking for (Tappin, 2016).