Regardless of where one may stand on the global warming argument, it has become clear that everyone is becoming a bit more conscious of their eco-friendliness in the current era.
Regardless of where one may stand on the global warming argument, it has become clear that everyone is becoming a bit more conscious of their eco-friendliness in the current era. Green businesses have proliferated rapidly, while many employees, especially those hailing from the millennial generation, appear to be more likely to apply at companies with environmentally conscious practices in place.
Accurate and defensible statistics related to the connection between eco-friendliness and employee engagement are tough to come by, but turning over a green leaf has been found to help organizations boost their brand image in the eyes of customers and prospective employees. As such, it might be time to take a unique and progressive approach to employee engagement through the deployment of advanced strategies.
"Human resources employees have enhanced opportunities to simultaneously lower the carbon footprint of their businesses while driving staff member engagement in the modern market."
A robust step in the right direction
Susan Camberis, writing for GreenBiz.com, recently explained that human resources employees have enhanced opportunities to simultaneously lower the carbon footprint of their businesses while driving staff member engagement in the modern market. According to the author, General Electric was the subject of a new book that revealed just how effective green-minded process improvements can be for a variety of operational functions.
For one, Camberis pointed out that the major utility company worked to get employee involvement in strategic planning and oversight of new eco-friendly pursuits, which dramatically increased the level of staff engagement on a large scale. At the same time, she affirmed that the company has seen its profit margins increase due to lower overhead and stronger productivity, comprehensively boosting the sustainability of the brand itself.
Notably, Camberis cited GE's focus on sustainable employee lifecycles, as the company's HR department expanded its practices to cover everything from corporate branding to promotions and retention strategies, further reducing churn and driving morale across the business.
When launching a new employee engagement strategy, businesses should ensure that their HR departments have all of the tools and support they need to see the plans through. After all, measuring the outcomes of each investment in these areas can be difficult when using the old pad-and-pen setup in a modern workplace, and more advanced metrics tools are readily available to strengthen the effectiveness of managers.
Furthermore, companies that are not prepared to create or maintain a new employee engagement program should always consider leveraging the support of a professional service provider.
SOC II compliance can play a major role in engagement programs. If you would like to learn more about how this happens, click here to download our white paper.