Workforce Sustainability Matters: Prioritize Green Practices for Your Team
=====================================================================================
In today's dynamic work landscape, the Great Resignation presents a significant challenge for employers across the U.S. This piece is part of Adweek's Columnist Network series, and we delve into tactical thoughts and actions from high-level experts. In this first installment, we explore sustainability principles that can help companies attract and retain talent during the ongoing Great Resignation.
The Great Resignation, a trend in the U.S. labor market, is causing employers to reevaluate their practices and seek solutions. As the rate at which people are leaving jobs is higher than before, it has become crucial for companies to focus on attracting new talent and retaining existing team members.
Jonathan Hanson, co-founder and CCO of Unconquered, sits down with leaders at The Little Market to discuss the core reasons for the higher rate of employee departures and potential solutions. According to Hanson, sustainable, human-centered principles are key to success.
These principles emphasize meaningful recognition, career development, flexible work arrangements, and alignment with corporate values focused on employee well-being and purpose.
Meaningful Recognition
Regular, specific acknowledgment of employees’ achievements boosts morale and reduces burnout, especially in high-stress industries like healthcare and finance.
Career Development
Investing in employees’ growth through upskilling, certifications, mentorship, and clear career progression paths encourages loyalty by giving workers meaningful futures within the company.
Work-Life Balance and Flexibility
Offering hybrid or remote work options, flexible hours, and generous time-off policies respects employees’ personal lives and fosters trust, which is vital for retention in the post-pandemic era.
Building a Positive Employer Brand
Transparently communicating company values and culture attracts candidates whose personal values align, while showcasing current employees’ positive experiences strengthens recruitment and retention.
Employee Engagement as Whole Persons
Recognizing employees beyond their job roles—as individuals with careers intertwined with their lives—builds deeper loyalty and reduces turnover.
Meaningful Work and Social Impact
Emphasizing how employees’ roles contribute to the company mission and broader social good increases engagement, especially for younger generations looking for purpose in their work.
Using Stay Interviews
Proactively seeking employee feedback to identify and solve dissatisfaction early helps retain talent before resignation occurs.
Framed through a human lens of sustainability, these principles treat employees as valued stakeholders whose long-term well-being and development are essential to organizational health, creating a virtuous cycle of trust, growth, and commitment amidst ongoing labor market challenges.
As we continue this series, we will delve deeper into each principle and explore real-world examples of companies successfully implementing these strategies. Stay tuned for more insights on navigating the Great Resignation and fostering a sustainable, human-centered work environment.
- To attract and retain talent during the ongoing Great Resignation, companies should focus on implementing sustainable, human-centered principles within their lifestyle and home-and-garden practices.
- By emphasizing career development, meaningful recognition, work-life balance, building a positive employer brand, employee engagement as whole persons, and meaningful work with social impact, companies can create a sustainable, human-centered work environment that fosters trust, growth, and commitment among employees.
