the secret advantage of authentic sustainability
Post on 17-Oct-2014
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Bob Ferguson Director of Network and Business Development at True Market Solutions Co-chair of the Fairfield Go-Green Commission Member of the board of Clean Economy Solutions Bob has a varied background as a business and community leader. In addition to running his family’s Shaklee business, he is Director of Network and Business Development at True Market Solutions. He co-chaired the Fairfield Go-Green Commission, and serves on the boards of Clean Economy Solutions, The Orpheum Theater and the What If? Foundation. He’s happily married to Sandra, and the proud father of four and grandfather of two. His personal interests include classical guitar performance, tennis, gardening, cycling, practicing and teaching Transcendental Meditation, and thinking about how human beings can return to a state where they function as harmoniously as a tree.TRANSCRIPT
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The Secret Advantage of Authentic SustainabilityPresented by Bob FergusonSymposium on Deep Green BusinessMaharishi University of ManagementJuly 6, 2013Title Text to Go HereEmployee vs Energy Math% total costs non-process energy - 3-4%% total costs employees 50-60%
What if, by engaging employees hearts and minds, a workforce became 10% more productive?
That would nearly double the financial impact of completely eliminating non-process energy costs.
But, the story is even more interesting.
3Energy Conservation Cryotech Deicing Technology
Plug-load survey goes viral! we were able to reduce our non-production electrical usage by 50%. Reduction came from operational (behavior) changes alone John Moles, Plant Engineer and Green Team leader
The ChallengeGallup State of the American Workplace - 2013While the state of the U.S. economy has changed substantially since 2000, the state of the American workplace has not. Currently, 30% of the U.S. workforce is engaged in their work, and the ratio of engaged to actively disengaged employees is roughly 2-to-1, meaning that the vast majority of U.S. workers (70%) are not reaching their full potential a problem that has significant implications for the economy
ACTIVELY DISENGAGED NOT ENGAGED ENGAGEDState of the American Workplace Employee Engagement Insights for U.S. Business Leaders Gallup 2013
13 0%100%Employee Engagement Among the U.S. Working Population1852301952291953281854282051292050301555301559261754291755281753301654301856262012
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20005Engagement Shifts Perception0%10%20%30%40%50%433421ORGANIZATION IS HIRING0%10%20%30%40%50% ORGANIZATION IS LETTING GOENGAGED NOT ENGAGEDACTIVELY DISENGAGED302013State of the American Workplace Employee Engagement Insights for U.S. Business Leaders Gallup 2013
How are things going in this outfit?Gallup found that engaged employees are twice as likely to report that their organization is hiring new workers as those who are actively disengaged. In contrast, those who are actively disengaged are nearly three times more likely than those who are engaged to report that their organization is shedding jobs. This is regardless of overall U.S. job creation holding steady during the survey period.
State of the American Workplace Employee Engagement Insights for U.S. Business Leaders Gallup 2013
Be Sustainable Reallyor cede the best talent to competitorsWhy are Job Seekers Attracted by Corporate Social Performance? Experimental and Field Tests of Three Signal-Based Mechanisms
ACAD MANAGE J amj.2011.0848; published ahead of print February 21, 2013,
Employees Want to Work for Sustainable Companies3 Reasons Sustainability Attracts Job Seekers
Mechanism #1: Sustainability draws job seekers because its a source of employee pride
Mechanism #2: Sustainability draws job seekers because it implies the company cares about its employees
Mechanism #3: Sustainability draws job seekers because it helps them connect specific organizational values to their own personal values
The Opportunity
Ray Anderson and Interface Carpet climb Mt SustainabilityWhen do we engage? One of my favorite books
Punished by RewardsThe Trouble with Gold Stars, Incentive Plans, A's, Praise, and Other Bribes
Drawing from hundreds of studies, Kohn demonstrates that people actually do inferior work when they are enticed with money, grades, or other incentives. Programs that use rewards to change people's behavior are similarly ineffective over the long run. Promising goodies to children for good behavior can never produce anything more than temporary obedience. In fact, the more we use artificial inducements to motivate people, the more they lose interest in what we're bribing them to do. Rewards turn play into work, and work into drudgery. The Answer?Content
Collaboration
Control
How much do you need to pay people? EnoughThe Final WordWhy is a genuine commitment to true sustainability of the kind practiced by Interface Carpet, Marks and Spencer, and others so powerful?
It can only be done by setting up a situation where people feel they are:working on something very big, and very important contentworking across the entire organization cross-functionally collaborationworking on something that is profoundly meaningful that has become their idea and their responsibility - control
Hope Haven Area Development CorpBurlington, IowaOur sustainability definition
Hope Haven's goal is to afford sustainable growth that provides improvement in the lives of persons with disabilities by managing resources to minimize cost and maintain conditions where future generations will continue to have the resources needed to succeed.
Tammy Dietsch - WS Manager/Production Coordinator and participant in a TMS Sustainability Circle
Our sustainability definition........
Hope Haven's goal is to afford sustainable growth that provides improvement in the lives of persons with disabilities by managing resources to minimize cost and maintain conditions where future generations will continue to have the resources needed to succeed.
Tammynull, track 12012164631.92