What do you do if your employees are not engaged in sustainability initiatives?

I would strongly recommend that you start by keeping it simple. We did some simple culture change catalyst (thanks to Hannah Keartland) which was literally 10 to 15 minutes on a Teams call where we discussed one issue. Shared some facts, such as how to save energy at home and work. It kick-started a dialogue that allowed employees to own actions that were more #sustainable but also #savedmoney and led to energy reduction, waste reduction and new responsible and local sourcing policies. These sessions, or longer 'lunch and learn' sessions make it fun, impactful and allows your employees to engage with the issues that fit their personal values.

In my opinion, it all starts with understanding the rationale behind. Rather than making assumptions (which tends to happen a lot), I would try to understand why employees are not engaged and what needs to happen in order for them to show more commitment. This, however, requires open and honest communication which, in turn, is only possible in an environment of psychological saftey.

Also, assess whether employees have time for additional initiatives. Sometimes employees would like to engage in sustainable activities, but their daily tasks take up all of their work time (or even more), leaving no opportunity for any other initiatives. If this is the case (and if sustainability activities are important to the company's strategy) you may need to discuss with leadership team what are the opportunities for employees to have time to engage in such initiatives.

This is all about being curious and asking lots of whys! Gather feedback to understand their concerns and misconceptions when assessing why employees are not engaged with a sustainability plan. Evaluate whether the plan's benefits and goals are effectively communicated and consider its relevance to their roles. Analyze if there are sufficient incentives or support for employees to participate actively. This initial step of seeking direct input and analyzing communication strategies lays the foundation for addressing gaps, enhancing engagement, and aligning the sustainability plan with the employee’s values and the company’s objectives.

Involvement in sustainability initiatives is now a key motiviator for your employees, partners and customers. It can also be a key item in attracting and retaining employees. Depending on your resources I suggest you explore a relationship with firms that specialize in evaluating and developing related integrated strategies. This should also include your social media consultants and the related focus.

More than likely, what you think you are saying is not being received as you intended. To effectively communicate your vision and goals, especially if initial understanding needs to be improved, simplify your message and make it relatable. Use clear, concise language and illustrate with real-life examples. Engage your team through interactive sessions, allowing them to ask questions and express concerns. Demonstrate how the vision aligns with their roles and the broader impact on the organization and beyond. Regularly share progress and celebrate milestones to keep the vision alive and relevant. Personalize your communication to resonate with diverse team members, ensuring they see their part in achieving the collective goal.

To boost employee engagement in sustainability initiatives, start by clearly communicating the significance of sustainability for the company and the broader community. Highlighting the positive impact of their contributions can inspire employees to participate actively.

If your employees are not engaged in sustainability initiatives, it's crucial to communicate your vision and goals clearly. Set SMART goals that align with UN SDGs. Share the importance of sustainability and how it aligns with the company's values and objectives. Provide context on how individual contributions can make a difference, and use real-time examples and testimonials to influence.

Clear and measurable objectives are essential to achieve the vision using the SMART framework. I encourage cross-functional teams to set realistic intermediate targets and celebrate milestones with clear evidence of progress. I use storytelling to inspire people by sharing real-world anecdotes from my experience leading energy transformations. By humanizing the pivot to sustainability, we can make it an exciting frontier of innovation and value creation, rather than a forced obligation.

Une bonne planification stratégique permet non seulement de garder le cap sur des objectifs clairs et des indicateurs de performances mesurables. Cela permet aussi de communiquer avec les membres de l'équipe l'importance de chaque projet, chaque action qui impact directement la progression de la grande vision stratégique. Créez-vous un tableau de bord avec vos grandes orientations, vos objectifs stratégiques. Faites collaborer vos équipes de directions, mais aussi plusieurs autres membres de l'équipe sur les plans d'actions afin d'encourager l'intelligence collective et le partage de connaissance. Aussi, prenez le temps de réviser votre planification stratégique et de la transformer en tenant compte des commentaires de membres de l'équipe.

In addressing employee disengagement with sustainability initiatives, it's crucial to involve them in decision-making and action. This inclusive approach empowers employees and cultivates a sense of ownership and commitment. By encouraging open dialogue and seeking their input on sustainability goals and strategies, organizations can foster a culture of engagement. Providing education and training equips employees with the necessary knowledge and skills to actively participate. Recognizing and rewarding their contributions reinforces the importance of sustainability within the organization. Leading by example, promoting collaboration, and ensuring access to resources are all essential elements in fostering employee engagement.

Foster Employee Engagement: Empower participation in sustainability initiatives through idea-sharing and cross-functional collaboration. Establish teams for collaborative problem-solving. Cultivate ownership and accountability while providing autonomy and flexibility. Valuing employee input cultivates commitment to sustainability goals.

Adopt an inclusive approach by actively involving them in the decision-making process and subsequent actions. In most cases, sustainability is still a young and dynamic part of companies. Invite them to share their ideas, suggestions, and feedback on how to improve your sustainability practices and performance. If you want to take it a step further, encourage them to take ownership and responsibility for their actions and outcomes.

Embed sustainability culture through certified Carbon Literacy training to ensure all employees understand basic climate science and how to take positive action within their personal life and role at work. This empowers employees with the knowledge and skills needed to support the company sustainability approach and communicate climate action confidently to others.

We must remember that sustainability is still relatively new in most companies. Therefore, it is crucial to provide training and development opportunities to build a strong foundation. Tip: add sustainability development opportunities into people's Individual Development Plan.

Empower Your Team, Elevate Sustainability: Unlocking Potential Through Training and Development- Absolutely! Investing in training and development opportunities isn't just about enriching skills; it's a pathway to amplify sustainability engagement within your team. By providing access to diverse learning resources and recognizing their achievements, you empower employees to become proactive agents of change. Let's fuel their potential, ignite sustainability, and pave the way for collective success!

First recognize how people like to be recognized and rewarded. Singly someone out who does not like that kind of attention can backfire. Start by integrating sustainability goals into your organization's core values and performance metrics. Encourage sustainable practices by recognizing and rewarding both teams and individuals who contribute significantly to these goals. Use a mix of formal and informal recognition methods, such as awards, spotlight features in communications, and sustainable incentives. Host regular sharing sessions for best practices and innovative ideas, fostering a sense of ownership and pride. Engage employees in setting sustainability targets to ensure they are meaningful and attainable.

Championing Sustainability Heroes Absolutely! Cultivating a culture of recognition and reward is pivotal in driving sustainability engagement. By celebrating employees' efforts, achievements, and impacts on sustainability, we not only foster a sense of pride but also inspire others to join the cause. Providing constructive feedback, support, and incentives that resonate with our sustainability values further solidifies our commitment. Let's make recognition and reward a cornerstone of our journey towards a greener, brighter future!

Creating a culture of recognition and reward is pivotal for enhancing employee engagement and motivation. To achieve this, it's crucial to establish clear criteria for recognition and regularly acknowledge employee achievements. Providing meaningful rewards tailored to individual preferences fosters a sense of appreciation and value. Encouraging peer recognition and leading by example further reinforces the importance of acknowledging contributions. Making recognition public and embedding it into organizational processes ensures consistent communication of appreciation. By offering consistent feedback and celebrating successes, organizations can cultivate a positive work environment where employees feel valued and motivated to excel.

Utilize company newsletters, intranet, and meetings to regularly share updates, successes, and stories related to sustainability efforts. This keeps the momentum going and maintains visibility. For example, featuring a monthly sustainability success story in the company newsletter, such as a significant reduction in energy consumption or waste, keeps the initiatives at the forefront of employees' minds and demonstrates the tangible impact of their collective efforts. Identify and empower enthusiastic employees to become sustainability champions or ambassadors within different departments or teams. These individuals can lead by example, motivate others, and act as points of contact for sustainability-related ideas and concerns.

Another item to consider is how do you leverage your internal Sustainability organization to grow your business. One way is to encourage and reward your strategic business development team to identify customers or prospects that could significantly improve and document their sustainability outcomes by integrating your products in their products. When these opportunities are identified, executed and deployed you can then do joint media efforts that your firm may fund creating awareness and more opportunities to repeat the successes. In many cases this may lead to national sustainability award recognition for your company and your customer. A true Win Win.