engaging employees on sustainability_green business conference
TRANSCRIPT
Engaging employeeson sustainability
G r e e n B u s i n e s s C o n f e r e n c e R o u n d t a b l e D i s c u s s i o n
To n b r i d g e , 1 9 t h N o v e m b e r 2 0 1 3
Monika MaciejewskaSustainability & CSR Strategist
Agen
da UK workplace engagement ratio Defining engagement Towards sustainable engagement
World-class engaged business are ...
More productive (↑18%) Absenteeism ↓37%
More profitable (↑16% ) Safer (Incidents ↓49% )
Source: Gallup, Employee Engagement, What’s your engagement ratio?
UK engagement ratio 17% engaged employees in the UK *
57% not engaged employees in the UK*
£50 bn eliminating active disengagement would add to the UK’s economy *
9.1 days average sickness days taken by UK employee
3.5 days less sick days taken by engaged employees
* Gallup, State of the Global Workplace Report 2013
Employee engagement
“Being positively present during the performance of
work by willingly contributing intellectual
effort, experiencing positive emotions and meaningful
connections to other”CIPD
Types of engagement
Engaged – loyal, psychologically committed to the organization, more productive, more likely to stay with their company for at least a year, less likely to have accidents on the job, and less likely to steal, have most of their performance-related workplace needs met
Not engaged - may be productive but they are not psychologically connected to their company, more likely to miss workdays and more likely to leave, have their performance-related workplace needs met but have many needs unmet
Actively disengaged - physically present but psychologically absent, unhappy with their work situation and insist on sharing that unhappiness with their colleagues, have most of their performance-related workplace needs unmet
“To win in the marketplace you must
first win in the workplace.”Doug Conant, former CEO of Campbell’s Soup
Sustainability
Sustainable Development - development that meets the needs of the present without compromising the ability of future generations to meet
their own needs”UN & Brundtland Report
3 pillars of sustainability Environment (Planet)
Example initiatives: reduction of use of water, heat and electricity, CO2 (travel), waste minimisation
Social (People ) Example initiatives: charity fundraisers,
volunteering in the community, apprenticeship programmes, skills enhancement, development programmes, community outreach
Economic (Profit) Innovation, Resource efficiency, Risk
management, sustainable sourcing policies, human rights
Journey towards engagement
Sustainability is a journey
Preliminary stage
•Ad-hoc projects •Driven by key people within an organisation, often with a personal interest in the topic
•Not repeatable or scalable
Need for change
•Market opportunity•Business risk e.g. Social, supply chain •Financial gains e.g. Savings, new revenue streams•Social and cultural change
Strategy & Vision
• Establishing a sustainability leadership team•Creating sustainability vision•Developing sustainability strategies , setting goals and measureable targets
Journey towards engagement
Awareness &
Knowledge
•Employees feel fully informed about Company’s sustainability goals and understand the reasoning behind it
•Sustainability leadership team is the role model for the expected behaviour and attitude - leadership by example
•Employees share Company’s vision and values•Employees have sufficient knowledge about sustainability
Connection •Employees are starting to relate to the topic at home and at work •Key business processes and sustainability objectives are being aligned•Short-term wins are becoming visible and provide sense of achievement •Time to reward people who made the wins possible
Commitment
• Employees show interest & initiative in sustainability• Sustainable innovation is being fostered•Eliminating processes, structures and policies that don’t fit with the vision • Time to identify develop, promote, nominate sustainability champions (change agents)• Injection of fresh energy into the strategy by starting new projects and forming theme focused working groups
Action•Employees are actively participating in sustainability related activities and initiatives•Mid and long -term objectives are being met•Time to engage clients and suppliers on sustainability agenda• Celebrate successes & think about progression•Leadership development
Why new initiatives fail
Lack of visionLack of leadershipWrong people for the job –
sustainability championsInsufficient communicationFailing to create short-term
winsLack of praise and
recognition
Summary
Develop a sustainability vision – what are you
trying to achieve
Get people involved in defining sustainability
strategy
Summary
Talk to your team about sustainability
EFFECTIVE COMMUNICATION of VISIONSimple
Explain what & why Frequent
Use examples Multiple forums
Two way
Summary
Training & Passing on knowledge is important
but not enough to create lasting change
Leadership (!)Lead by example
Motivate
Summary
Indentify your champions Look beyond roles & job functions
Search for passion and real interest
Summary
Recognise achievements Always praise is public
Summary
Ensure high standard&
Think about progression
Summary
Keep it interesting Sustainability can be fun!
About us
Our Mission
To provide our clients with a peace of mind allowing them to
grow their businesses in an ethical way
Contact us
Monika MaciejewskaSustainability & CSR Strategist
e: [email protected]: www.monikamaciejewska.comt: @majooskiin: www.linkedin.com/in/mmaciejewska