As companies face challenges to recruitment, retention, and engagement of employees, sustainability offers solutions.

As companies face challenges to recruitment, retention, and engagement of employees, sustainability offers solutions. We recently presented to the local Society for Human Resources Management chapter of human resources professionals about how sustainability can support HR.

Not surprisingly, participants said that employees and candidates want remote work and flexibility. Participants also wondered how to better engage employees. We collected a few thoughts below to touch on this.

First, we emphasized the importance that every company should define sustainability. A definition will provide everyone with a shared understanding and help guide sustainability efforts across departments and responsibilities.

Venture Forward Strategies defines sustainability as:

positive impacts on people and the environment that contribute to a flourishing planet so that we can live abundantly in a closed loop system with limited resources

Talent Acquisition 

Many people seek out an employer that aligns with their values. We hear more and more about how employees want to feel that they are creating value and contributing to something good with their work, regardless of their job duties. Values that prioritize sustainability will attract a new workforce and allow candidates to see that the company is committed to positive social and environmental impacts.

Onboarding

By integrating your company’s sustainability values and practices into the onboarding process, those values are more likely to stick with an employee.

The people part of sustainability is often the most difficult part. Start early with embedding sustainability into HR practices to help employees understand their role in sustainability and encourage performance influenced by sustainability.

According to a Gallup insight, “70% of employees who had exceptional onboarding experiences say they have ‘the best possible job.’ These employees are also 2.6 times as likely to be extremely satisfied with their workplace — and consequently, far more likely to stay. Simply put, to get exceptional employee outcomes, you need exceptional onboarding.”

Employee Engagement

Providing opportunities for employees to engage with sustainability through Employee Resources Groups (ERGs), Green Teams, and events will allow employees to learn and build sustainability skills. An ERG can be focused on sustainability within the company or it can be a space for employees to share their personal passions with each other and bring that passion to work.

A “Green Team” is typically intended to be a group of employees from across the company that is tasked with solving specific sustainability issues and/or generating new ideas to support sustainability efforts and goals. Green teams give employees ownership over problem solving, resulting in more dedication and satisfaction with their work.

One important piece of this type of engagement is to give employees the time to participate fully. The time spent with an ERG or Green Team should be a part of the work day. It should not be a side task that piles on work to an already full schedule. Integrate the engagement!

A recent study from the Network for Business Sustainability, Employee Engagement and Going Green, found that “[i]mproving employee engagement in greening your business can lead to a more motivated, productive, and dynamic workforce – one that understands the importance and value of good business ethics and corporate responsibility.”

Retention and Providing a Sense of Purpose

HR professionals have been inundated in the past few years about purpose and values, and rightfully so. As noted by McKinsey in the recent article “Help your employees find purpose – or watch them leave,” “[e]mployees expect their jobs to bring a significant sense of purpose to their lives. Employers need to help meet this need, or be prepared to lose talent to companies that will.” Driven by a sense of purpose, employees “are also healthier, more resilient, and more likely to stay at the company.”

In addition, based on the Deloitte Global 2022 Gen Z and Millennial Survey, this cohort is increasingly concerned about the impacts of climate change. They are seeking a more balanced approach to work and pushing for real change to improve social and environmental impact. Top talent is looking to work for a company that is bold and transparent about sustainability goals, actions, and values. A survey done by IBM Institute for Business Value shows that “69% of the full potential workforce – which includes people who are employed full- or part-time, unemployed and seeking employment, or full-time students or apprentices – say they’re more likely to accept a job with an organization they consider to be environmentally sustainable.” Sustainability, and the feeling that one is contributing to something better, provides a sense of purpose and meaning.

Two Examples of How Sustainability Supports Employees 

Rhino Foods

This food manufacturer was having a challenge with employees missing work because of a short-term emergency that could often be remedied with a little financial support. In response, Rhino Foods developed its Income Advance Program – a microloan program for employees to receive a small same-day loan for emergency expenses to be paid from future payroll deductions. This access to financial help results in reduced stress, improved credit, and increased savings for employees. The return for the company is reduced absenteeism, higher morale and a more focused employee.

Cascade Engineering 

A “Triple Bottom Line” business approach is not common in the manufacturing sector. Cascade Engineering sets itself apart with its strong commitment to making positive impacts on people, the planet, and profits. The company defines what People, Planet, Profit means to them and uses this approach to foster a culture of inclusivity, full engagement, and improving their community, environment, and financial prosperity. They have programs to support workers coming from low-income backgrounds and those returning to the workforce from prison, in addition to supporting veterans. This values-driven approach “unlocks each employee’s full potential and empowers them to be fully engaged and committed to [ ] mutual success.” Embracing values creates enormous value.

Need support to integrate sustainability into your company’s HR practices? Get in touch with us and let Venture Forward Strategies help you make the difference.